Learning in adulthood Research Paper Example | Topics and Well Written Essays - 2000 words

Learning in adulthood - Research Paper Example I was particularly interested in being able to know how learning could be facilitated at my age, considering all the constraints that I face. Thus, in all honesty, I was really looking forward to this course. Below is a summative expression of the things that I have learned in this course. I first provided a brief introduction to the significance of adult learning theories and proceeded to discussing the learning theories that I learned in the course. I then moved on to a discussion of the concept of adult development and the relationship between intelligence and aging. I concluded this paper with the significant realizations that I have gained upon completion of this course. Introduction to Adult Learning Theories Adult learning is one of the areas of modern educational psychology the aim of which is to increase adult’s interest in learning to the maximum level so as to provide the most effective outcomes for the learner. Knowledge acquisition of an adult is quite different f rom that of a young learner. Since adults are concerned with much more things than just acquiring an education, that is, a job and family responsibilities, many challenges tend to be associated with this learning process. Fortunately, there are a number of adult learning theories that can aid in the delivery of adult education and therefore increase the rates of success in this area. The succeeding sections will present a discussion of the special characteristics of adult learning. In particular, it will focus on the challenges faced by adult learning, and the theories that offer insights into the process of adult learning. In addition, certain references will also be provided towards the author’s own experiences in the field of adult learning. The challenges of adult education Adults are preoccupied with more responsibilities than young learners. They have family responsibilities to fulfill and job requirements to accomplish. As such, adult education is mostly done on a part -time basis and is even referred to as part-time learning. Adult education is affected by a number of challenges such as attitudinal barriers, institutional barriers, and situational barriers that make successes in this area quite difficult to come by. Adults tend to face education with negative attitudes that make them lack the confidence to pursue their studies. Oftentimes, this is further aggravated by prior learning experiences which lead them to think that education only reflects a teacher’s needs and not the learner’s importance. When adults take their courses with mostly young people, they tend to feel that they are in the wrong place at a wrong time, and end up feeling isolated and stressed with the experience. Institutional barriers also extend a certain level of challenge for adult learners. Institutional barriers come in the form of difficult schedules and policies set by some schools. For example, some schools insist that learning can only be done when two parties are present. Because adult learners have jobs and family responsibilities to attend to, they tend to be unable to become punctual and present in their classes and are thus given negative marks by their instructors. Even where learning is done online, learners face great difficulties to meet the set targets. Another common challenge to succeeding in adult learning is the presence of situational barriers. These are personal issues that prevent a learner from making up for a class. For instance, one may be financially unstable or unable to afford the expenses of textbooks, tuition, and transport in the midst of requirements for family support. Time management is another factor that makes the process of

Managing in a global society Essay Example | Topics and Well Written Essays - 1250 words

Managing in a global society - Essay Example Hofstede (1980) refers to culture as a collective mental programming of a group of people belonging to one region, which is difficult to change; in such settings specific culture becomes institutionalized in their family and educational structures, religious organisations, government, law, literature and even scientific theories. This is highly apparent among people belonging to one nation, in the form of national culture, which manifests itself even in organisations. Hofstede’s and Trompenaars’s dimensions explain how cultural differences impact management and leadership styles in different regions of the world; in addition, these analyses help in understanding why certain HRM practices and policies have differing impacts on employees of one multinational company operating from different regions of the world. House et al. (2004) have extensively studied cultural variations and their impact on societal functioning and leadership based on study conducted on 62 nations, r esulting in development of additional dimensions. This project emphasizes the need for effective international and cross-cultural communication, collaboration, and cooperation for effective practice of management and also betterment of human condition in order to thrive in the globalizing world markets and cultures. Hofstede’s work related to culture reveals that financial and management aspects related to an organization and nation are largely influenced by social values. Secondly, this study also revealed that corporate culture of an organization is largely influenced by its founders’ national culture. (Rowley & Lewis, 1996). Hofstede’s (1980) project... Increased competition and globalization in recent years have challenged many organizations to look for new locations, new markets, and new ways of doing business. This has opened up many opportunities for the organizations in terms of business models, diversified workforce, and provided economies of scale.Extensive research work and evidences in the areas of human resource policies and practices with respect to approaches used in managing people are attributed to various determinants of cross-national similarities and variations. Management and leadership styles are greatly influenced by national and societal cultures. For multinational organizations to succeed, it is important that the management is well informed of these differences; further HRM practices with respect to motivation, performance management and leadership should be modified to suit the local cultures. In the present situation, it is necessary to acquire a thorough understanding of national cultures and societal pract ices would be required for any organization to set up subsidiaries at multinational locations. This will help in formulating human resource policies and practices that are aligned with similarities and variations of national and organisational cultures in order to achieve effective management. All the managers involved in setting up operations at new locations should be trained on these aspects of intercultural differences.

Hewlett Packard Swot Analysis Essay Example for Free

Hewlett Packard Swot Analysis Essay The Hewlett-Packard and Compaq merger decision case study provided many points necessary in the understanding of why these two companies would undergo a risky business venture. Compaq was a company that began successfully with record setting financial statements, but in an attempt to expand its market, threatened company stability. With the acquisition of Tandem Computer and Digital Equipment Corporation, Compaq experienced decreased revenues resulting in their inability to fully recover. In a competitive information technology market, HP was one of the industry leaders. Due to a failure to be proactive to market changes, HP grew stagnant and looked to reinvent company strategies through newly appointed President/CEO Carly Fiorina. Competitive advantages for both HP and Compaq included imaging and printing segment and high performance PC technology respectively. Management’s reasons for the merger included their assumption that together, HP and Compaq would be able to replicate and overtake competitors. Oppositions to the merger included a decrease in shareholder interests, a reduction of focus for company core competencies, and an unprofitable future. Several financial advisors and industry analysts were in agreement that the proposed merger would not be in the best interests of either company. Despite the uncertainties, information gathered and forecasts projected were in favor of the merger, which resulted in shareholder approval and the merger of Hewlett-Packard and Compaq Computer. SWOT Analysis In researching Hewlett-Packard’s present-day company position, a strengths, weaknesses, opportunities, and threats (SWOT) analysis was conducted. Strengths found include HP’s strong market position internationally and on the domestic end, a successful growth throughout large acquisitions, and a considerable brand value. HP currently has a 28.6% market share in the United States of America while internationally they stand at 17.7%. As the current number one leader in PC sales, HP has a solid market position. Although the strengths are allowing HP to maintain market position, there are also weaknesses present in all companies. Compared to other companies in the same industry, Hewlett-Packard lacks significant software product and management consulting services. As a result, Hewlett-Packard’s weakness is its weak market segment integration. HP is able to answer consumer demand when it comes to PC technology and imaging and printing software, but they fall short in t he software product creation and consulting services to combine with their successful departments of PC technology and imaging and printing services. As Hewlett-Packard continues to grow and seek an increase in market position, opportunities surface. A spin-off of the PC technology business, entering the cloud computing market, and expanding imaging and printing solutions portfolio are opportunities HP has going forward. In placing more emphasis on the PC technology aspect of the company, HP may find that this venture will become as profitable as the imaging and printing department in the long-run. With the announcement of this spin-off, their share of US PC shipment increased from 25.4% to 28.9%. This positive reaction from consumers is an early indicator of possible success as a result of placing resources to build up the PC technology department. Cloud computing is a fairly new concept in which resources and software are delivered through a network, mainly over the Internet. As this is market quickly growing in demand, HP’s introduction of HP Cloud Assure is a great opportunity for future prosperity. With success comes o pportunities of threats, and Hewlett-Packard is no exception. With projected decrease in information technology (IT) in the near future, an increase in demand for non PC devices, and competitors with more diversified portfolios, HP’s threats are numerous. Industry analysts have projected a decrease of IT in upcoming quarters which will decrease HP’s profitability. HP has already witnessed a decrease in consumer spending during last quarter’s back-to-school spending. If analyst projections prove to be true, changes will quickly need to be made. As more and more consumers are entering the non PC device era, HP is losing a segment of the market with their inability to provide products for this demand. HP’s more diversified competitors such as Dell and Samsung are able to easily capture the demand for these tablets. Future of the Company Through the case study, present-day SWOT analysis, and outside research conducted on Hewlett-Packard, the group has concluded that the company will remain constant, but unless strategies are implemented to answer more consumer demands, they may lose market share. New CEO Meg Whitman has a technology visionary that will shift HP’s focus to answering consumer demands. Her leadership capabilities and projections for company future are a desirable mix for a company to achieve sustainable future relevance. With the implementation of HP Cloud Assure, a new venture capitalizing on the growing consumer interest of cloud computing, HP is already adapting to answering the demands of consumers. As long as the company continues to anticipate and provide the products and services desired, sustainability will be maintained. Questions 1. What are the strategic challenges that HP is facing? Strategic challenges: Cost- reduction initiatives that included â€Å"difficult but necessary voluntary- severance programs† and manufacturing consolidations. â€Å"Unacceptably high expense growth† contributed to a decline in earnings from operations and net earnings. HP had a weak macroeconomic environment and competitive price pressures that led to slumping sales. Management was unable to keep pace of the changing market conditions which were a key contributor. HP management failed to follow Dell’s lead in adopting a low- cost, Internet based direct sales channel to offset its reliance on the retail channel. * Accelerating growth in existing businesses * Streamlining the existing decentralized operating model to fuel growth opportunities * Implementing a â€Å"total customer experience† approach * Taking advantage of HP’s strong balance sheet and cash generation capability to fund new growth initiatives * Leveraging HP’s market position * Creating e- services ecosystems and placing HP at the center 2. Is the proposed merger likely to address these challenges? Benefits from the merger included personal systems, improved economics, and innovation. HP management believed that the combined company would have a lower cost structure due to economies of scale. HP would also be able to leverage Compaq’s progress in developing a direct sales channel, yielding a more flexible distribution model. Complementary leadership in key markets: Compaq’s strength in industry standard servers, coupled with HP’s Linus and UNIX offerings, would result in an industry- leading product line spanning the entire server category. By adding HP’s strength in high- end storage, the combined company would be the industry leader in both the enterprise storage segment and the fastest growing sub-segment storage area networks. Doubling HP’s sales force, the merger would allow HP to increase account coverage and better compete for important customer engagements around the world. IT Services: Strengthened Business Provides Critical Mass in Key Growth Market- Management believed the merger would significantly strengthen HP and Compaq’s combined services business for several reasons. Financial Benefits- As predicted the merger would yield $2.5 billion in annual cost saving by mid-2004. Yes, we do believe the proposed merger is likely to address the challenges HP faces. 3. How do you interpret the market’s reaction to the proposal deal? We interpret the market’s reaction to the proposed deal to be negative. Just two months of the Merger announcement, HP’s share price trailed the preannouncement level by 27%, representing a loss of $12.3 billion of market share value at the same time comparable companies increased 9.9%. 4. If you were a shareholder of HP, how would you vote on the deal? If we were shareholders of HP, we would vote against the deal. It is obvious the company is losing a great deal of money at the same time other companies in the same industry are making money. The merger is not looking out for the best interest of the shareholders so we would not vote for the merger. Sources Bloomberg Businessweek http://www.businessweek.com/news/2011-10-12/hewlett-packard-gains-pc-market-share-after-mulling-spinoff.html CNN Money http://money.cnn.com/magazines/fortune/fortune_archive/2005/02/07/8250437/index.htm http://money.cnn.com/2011/09/22/technology/hp_ceo_fired/index.htm Hewlett-Packard Website http://www.hp.com/hpinfo/newsroom/press/2009/090331xa.html Hewlett-Packard Case Study â€Å"Hewlett-Packard – Compaq: The Merger Decision† Marketing Research http://www.marketingresearch.com/marketing/swot-analysis-hewlett-packard Jennifer Brown Synopsis The process of completing this assignment has helped me discover how to view business decisions in a more analytical way. When approaching this one it seemed overwhelming at first. I began pulling outside sources and background information that helped me gain a better understanding of the project at hand. That extra research was very useful in explaining what the companies were going through and giving different perspectives as to why. I was able to apply what I have learned in my accounting classes when the case study and articles referred to financial ratios and provided financial reports. That was helpful when trying to answer the questions assigned. Working with a group was also beneficial because there were several times my group members made great points that I may have missed working alone. Our group has met several times since the project has been assigned. I have been present at each meeting. Before we met the first time we decided we would read the case study in full to have an understanding of what we would need to do. Our first meeting we discussed the case study and our stance on what HP should do. We also discussed the questions within the case study and started our outline for our power point. Outside of the meeting I researched articles to gain background information. Our group had several more meetings at which we outlined our strategy report and assigned each person a portion of the report. When we were finished with our portion we would submit it to the rest of the group for proofreading. Everybody completed their task as set and we came together as a group and finalized the report. I, as well as the other members of the group, contributed to the makeup and layout of both the strategy report and the power point. Charnele Hodge Synopsis Being that this has been my first time in a group doing a strategy report on a company, I took away a few key elements. I have learned, understood, and properly used the purpose of a SWOT Analysis. I know this form of analysis will be used in my future endeavors, so I know it will be very beneficial to me. Also, I learned while in a group setting how to effectively achieve a SWOT Analysis to inform and persuade others to understand and see our point-of-view on our particular position. As a Business Management major, this group project has helped me realize that in not every group setting, that there needs to be a set leader. In my group, I felt that everyone meshed well with each other and there was not a constant need for someone to be in charge. Every group member knew what was at stake and that being at meetings and pulling her part in the group was essential. My individual contribution to the group was making sure that I gave my opinion on the different positions that we would be taking on the SWOT Analysis. I made it my individual objective to make sure that I pulled my part in completing each and every task that I volunteered to work on, that it was done properly, as well as completed on time. Being a Business Management major, I believe I helped bring balance among my other peers that are majoring in different genres in the college of business. I took a more realistic, rational approach to the group, in who would be better fit for particular objectives. Sakina Middleton Synopsis Conducting a strategy report required using resources from all aspects of my undergraduate studies. I was able to read the Hewlett-Packard and Compaq merger decision and understand the different aspects used to compile the information. In utilizing marketing concepts, I was able to conduct a strengths, weaknesses, opportunities, and threats (SWOT) analysis of Hewlett-Packard’s present company structure. My management background allowed for an understanding of company decisions made, such as whether to undergo a merger. Finally, the accounting knowledge I have acquired thus far has enabled me to read and comprehend the many financial statements used to decide which options should be made based on the factual numbers provided. Overall, my primary takeaway was my ability to read, comprehend, and analyze a case study regarding two merging companies with the knowledge and education provided by Savannah State University’s College of Business Administration. Throughout this project I was able to increase my ability to problem solve in a group of my colleagues. No one group is perfect, but the communication skills I have acquired allowed me to handle all situations appropriately and in a timely fashion. For this strategy report, I was responsible for arranging all group meetings regarding the collection and accumulation of information for the paper. I was the initiator of correspondence and also the channel of delivery for every member’s designated portion of the paper. My personal contribution includes the compilation on the strengths, weaknesses, opportunities, and threats of the present-day company Hewlett-Packard. I was also responsible for the editing of the final paper. Summer Wilcox Synopsis In March 2002, Hewlett- Packard’s current CEO and president, Carleton Firiona announced the acquiring of HP’s rival company, Compaq Computer. The merging of the two companies was designed to put Hewlett- Packard/Compaq in a position to challenge one of its top leaders in the industry, IBM. The merger was also designed to create a global technology powerhouse that would provide consumers with products and services demanded by profitable enterprise customers. After reading over the case, I started to feel like the merger was not going to be a success. The merger presented itself to be too risky. Although Hewlett Packard was aiming to become the industry’s leader by expanding into new markets, the idea of the merger just didn’t seem to look out for the best interest of the company. Management felt that HP and Compaq needed to improve their whole business structure to effectively compete with Dell which was the industry’s leader. They also felt that HP and Compaq’s leadership would complement each other in key markets such as the enterprise storage segment and storage area networks, and by having a broader portfolio of products and services. Management believed that HP and Compaq had a weak combination of products and services, and merging would strengthen that area. While some thought that the merger would be a success to Hewlett- Packard, there were some who were against it. Among those few were the director and son of HP cofounder William Hewlett, Walter Hewlett. Walter Hewlett was HP’s second largest shareholder and had a very powerful, important voting privilege of HP. Walter was against the merger for 4 main reasons. He felt the proposed merger would be worse, the integration risk of the proposed merger would be substantial, the financial impact on HP’s stockholders would remain negative, and the position of the company would not improve. I agree with opposing the merger of HP and Compaq. They knew from the beginning stages that the merger was going to be risky. Shareholders would lose and ample amount of value on their shares. Stockholders would get a very small amount of the combined company’s contribution to earnings. The merger would drown the stockholder’s interest in the imaging and printing business which is the most profitable of HP already. The merger would not improve the position of the company. Furthermore, HP had no experience with handling a merger of that size. All HP had to do was invest and focus more on the printing and imaging part of the company. The printing and imaging varied in low-end printers and supplies to commercial printing solutions. Instead of taking such a risky acquisition, they could have focused on something that proved already successful for the business. My contribution to the overall strategy report was to research where HP stands now. I also found official documents filed by both HP and Compaq to the SEC about the planned merger. The documents further explained forward- looking statements, assumptions, uncertainties, and risk of the planned merger between the two companies.

The UK Pension System: Overview of Changes

The UK Pension System: Overview of Changes The aim of this essay is to perform an analysis of the UK pension system, understanding its foundation and working. The core focus is to assess the statement the UK pension statement is fatally flawed and requires that we make fundamental changes in the way we save for old age, by referring to the Pension Commission Reports, and the relative proposals that have been made recently. The essay provides an introduction to the pension system, before tackling the issues that make the system troublesome and flawed. Detailed analysis of the reports, including the Pension Act 2007 and 2008, are used as evidence of various issues with the current setup, and the proposals are judged to see if they will provide the necessary changes to improve the system in the coming years. The generic understanding of the term pension is the arrangement by which people who are no longer in employment are provided a form of income. It can also be considered as a form of savings, in which one accumulates funds without any taxes, to utilise later as retirement income (Blake, 2006). The chief difference between pension and a severance package is that the former is paid in regular instalments, while the latter is paid as lump sum at the time of departure from employment, or shortly thereafter. Where pensions are granted at the time of retirement from the workforce, they are referred to as retirement plans or superannuation. The flexibility of the retirement plan is that it can be set up by employers, insurance companies, government or trade unions, to cater for the needs of the workforce upon its exit from employment due to reaching the maturity age that is pre-decided as the point to move out. This is normally at 60 years, although recent changes have pushed it to 65 years (Blake, 2006). Pension is referred by different names in different countries; the Americans call it a retirement plan, in Australia it is known as superannuation, and in the UK it is regarded as pension scheme (Blake, 1997). Types of Pensions In order to analyze the pension system objectively in light of the documents, it is important to understand the different types of pensions. There are three common types of pension in practice around the world (Blake, 2006). These are: Employment-based pensions: Often regarded as a deferred form of compensation, this is primarily an arrangement between the employer and employee, aimed at providing a steady income to the employee once they are no longer in employment due to reaching maturity or retirement age. Both employer and employee make regular contributions to this fund during the period of employment. Social / State pensions: These are funds created by national governments for the benefit of their citizens and residents. Contributions into these funds are made by the nationals of the country throughout their working life, and the benefits they end up receiving after retirement are based on the contribution history. Two known examples of this type of pension are National Insurance (NI) in the UK and Social Security in the United States (US). Disability pensions: A more specialised form of pension that is designed to provide a regular payment if the member suffers a disability. In some cases, social pensions contain a disability clause which ensures a regular income to individuals should they have to retire earlier than normal, in the event of some disability. Determination of Benefits Pension or retirement plans can be classified into two main types, on the basis of the benefits that they provide: defined benefit plans and defined contribution plans. The defined benefit plans follow a traditional set formula for calculating the benefits that a member will receive after retirement. It takes into account the individuals salary and years of employment (Blake, 2006). There are variances in the salary level taken; some plans take an average of the salary over the period of employment, others take the final salary as the determining value. The defined benefit plans also have a provision for early retirement; this allows employers to let go of workers who are close to the retirement age by offering supplemental benefits to the payout that will received. These benefits are paid till the time of actual retirement age being reached. The benefit for employers is that they can hire younger workers at lower pay to handle the workload. Defined benefit plans are composed of unfunded and funded plans. In unfunded plans, there no assets set aside and the benefits are paid out through the workers contributions and taxes. Funded plans use investment vehicles to place funds in, at the present time. Benefits are paid out of the return on investment that is made in the future. However, since the return is not known, the level of benefits that will be given out is also unclear (Blake, 2006). The defined contribution plans provide a payment at retirement based on the contribution made by the member during the time of employment. The contributions are maintained in an individuals account, with the amount being invested in a fund or the stock market. Returns made from the investment are credited back to the individual (Blake, 2006). The risks of the investment made are approved by the individual, with no responsibility held by either the employer or the sponsor. However, the administrators of the fund selecting the investment options are held responsible to a certain degree to ensure accountability. Additionally, defined contribution plans allow workers to decide the amount that they wish to regularly add to their retirement package, in addition to the contribution made by the employer. Pensions in the UK The UK Pension Provision can be divided into three main categories: state pensions, occupational pensions, and individual or personal pensions. The states main aim is to ensure some form of basic pension provision as a preventative measure against poverty in old age. The retirement age currently stands at 60, but is under plans to be raised to 65, and be equalised for men and women (Blake, 2003; DWP, 2009). The UK state pension dates back to the early 1900s, when it was introduced as Old Age Pension. The qualifying age at the time for receiving this benefit was 70, and there was means test that needed to be cleared prior to any payments being released (Blake, 2003). The state pension is made up of three elements: basic state pension (BSP), additional pensions and pension credit.BSP is also known as state retirement pension (SRP), and is a contribution based plan. The benefit that an individual receives is based on their NI contribution history (Budd Campbell, 2000). Additional pension relates to schemes that the government introduced to provide extra provision to the nationals, in addition to BSP. This includes the graduated retirement benefit, state earnings-related pension scheme (SERPS) and state second pension (S2P). The graduated retirement benefit ended in 1975 and the SERPS was ceased in 2002. The current S2P follows the basic principles introduced by SERPS, by taking into account the individuals NI contributions and providing benefits where earnings are below the low level identified by the state. The additional pension schemes are voluntary and individuals can opt out of making contributions to it. Pension credit was introduced in 2003 and is a means tested benefit that aims to lift a majority of retired people out of poverty. The benefit is paid after the individual reaches the age of 60, and their income from savings is below a certain level. Those with some form of savings doubly benefit when they reach the age of 65, with a second provision of the scheme kicking in, known as Savings Credit (Blake, 2003). The occupational pensions are administered by employers to provide benefits to their employees after they retire. These can be defined benefit or defined contribution schemes run by the employers, or an arranged third-party. Typically, the UK occupational schemes are jointly funded by both employer and employee, where employees contribute around 6% of their gross salary into funds that invest into equity, and provide a return of that investment to the individuals account for the future (Budd Campbell, 2000). The third category of UK Pension Provision is personal pensions. This is when individuals make arrangement with a provider like an insurance company, to make regular contributions in a scheme, similar to occupational pensions (Blake, 2003). Like the other plans, the contributions are made by the individual throughout their working life, with benefits of pension being released after retirement. The process of these benefits being released can vary; in some cases, the provider purchases a pension plan prior or at retirement for the individual. Challenges to Pensions The most important challenge faced by most nations, including the UK, is the aging of the population. With birth-rates slowing down and life expectancy increasing, a larger percentage of the population is elderly. This means that the ratio of workers to retirees is growing, meaning there are less individuals each year earning and contributing to the pension system, while there are more beneficiaries being registered each year. The current system is normally referred to as pay as you go (PAYG), in view of how it is funded and utilised (Blake, 2003). This challenge is harder to address with individuals seeking to look for alternatives to ensure a better lifestyle after retirement for themselves, than the bigger picture of a nation with a large portion of retirees falling below the poverty level. Another challenge faced is the reduction in investment into private pensions. Employers have cut the contributions they had been making as a response to the current business climate (Budd Campbell, 2000). This means that the amount available or due to be available for retirees in the future will be lesser than initially forecasted, ending up with further disparity between the need and provision of the benefits at that stage. The complexity of the UK pension system has made it harder for changes to be implemented effectively, resulting in more patch-up than complete reforms. This complexity has given rise to a sense of despair among the workforce on the ability of the state to cater to the demands of the citizens, and offer solutions that are viable and feasible in the long-run. Pensions Commission Formed in 2002, the Pensions Commission was a public body in the UK that did not come under any governmental department, but reported to the Secretary of State for Works and Pension (Pensions Commission, 2007). Its sole aim was to review the system of private pensions and savings in the nation, and make recommendations as it saw necessary on whether changes needed to be made for the future. The changes were primarily linked to the voluntary contributions made by individuals and organizations. The Commission published two reports, in 2004 and 2005. The reports provided a detailed analysis of the UK pension system at the time, its evolution over time should it remain unchanged, and recommendations on steps that were needed to formulate a new policy that was more in line with the future demand (Pensions Commission, 2007). The UK compared to the rest of Europe With limited accessibility to data from current years for the pension schemes in Europe, an analysis of a survey conducted during the late 90s shows some interesting information, highlighting the plight of the UK pension system, and the drastic need of reform in the present age (Blake, 2006). It was discovered that on the whole, 57% of the workforce in the UK who were in paid employment contributed towards a pension. This is the voluntary contribution that occupation pensions allow. The data of European Union (EU) workers showed that 79% of the contributed to a pension plan. This disparity shows the resulting imbalance in benefit payments and contributions for the UK, as well as a defining reason for a high percentage of pensioners falling below the poverty line (Blake, 2003). When the comparison was done for self-employed individuals, it was discovered that 59% of men and 47% of women in the UK contributed to a pension scheme. However, this pales in comparison to the 73% and 72% of men and women, respectively, in the EU who contributed to a pension plan (Blake, 2003). This is an addition to the point stated earlier, that signifies the growing income equality setting into the social system in the UK, and is a reflection of the divergence of income among workers. On the organization front, more employers have changed their schemes in the UK, requiring individuals to fend for themselves, and be more responsible for the provision of pension. The state has taken a backseat, to become more of an enabler and regulator (Blake, 2006). However, with increasing concerns from the citizens, the UK government in the last few years has started to investigate changes to the current system, in hope of bring improved benefits in the long run. The Turner Report In 2005, the Pensions Commission published the Turner Report, after its exhaustive research of the prevalent pension system in the UK. The report was aimed at providing the government a course of action with recommendations on steps that needed to be taken to bring a radical shift in the contributory habits, as well as the structure in place for the pension system (Pensions Commission, 2007). One of the recommendations from the report as linked to combating the population ageing challenge faced by the system. It was of the view that the retirement age be increased so that the contributory workforce numbers are improved to supplement the needs of the pensioners (Pensions Commission, 2007). Also, the age for receiving maximum benefits should be changed so that these are only available to older nationals, with others needed to invest into private pensions as a means of supplementing their retirement income. Another recommendation was for the formation of a National Pension Savings Scheme (NPSS), a semi-compulsory contribution scheme that offered individuals a set choice of investments within a constrained range of investment options (Pensions Commission, 2007). The creation of such a scheme would allow UK workers to enjoy supplementary retirement benefits without any reliance on employers to act as sponsors. However, sceptics have argued recently on the viability of such a scheme to be cost-effective or the governance policies for it to remain efficient and reactive to the changing financial conditions domestically and internationally. The National Pensions Debate The work of the Pensions Commission and the resulting Turner Report gave the UK government a wake-up call on the needs for change in the pension system. The first steps towards reform were taken in the step of opening the debate to the public. The focus of such a step was to involve the citizens into the process of deciding what was needed, as they were the chief beneficiaries of the system. The National Pensions Day, organised on 18 March 2006, brought together thousands of UK nationals on a uniform platform, to share their views and offer alternatives, in terms of the reforms needed to be auctioned by the government to have a lasting effect on the pensions system (DWP, 2009). As well as a coordinated public event through internet link-up, the UK government used an online survey to grasp a broader understanding of the mindset held within the nation on the delicate nature of the current pensions system. From the input gained due to the debate and the report produced by the independent Pension Commission, the UK government took two initiatives; it published two white papers to cover the proposals that it believed were compulsory to implement for positive change to come into the system (DWP, 2009). The first white paper, titled Security in Retirement: towards a new Pension System, outlined the governments proposals that were designed to revamp the pensions system provided they met with the requirements set within personal responsibility, fairness, simplicity, affordability and sustainability (DWP, 2009). After having formulated and published this white paper, the government brought together key business leaders and organization figureheads to offer consultative advice on the reforms that were being proposed. This collective arrangement was a means of ensuring minimum barriers to the process of change for the long term. The second white paper was titled Personal Accounts: a new way to save, was published by the government proposing the setup of a new national system of low cost personal accounts. The ideology here was to introduce a habit of saving among the UK nationals and residents, which would help in providing income after retirement. This time, the government proposed a period of public consultation on the matter, wanting to address any queries and reservations from the audience that would most be affected by it (DWP, 2008). Having gained a major consensus towards the auctioning of these reforms, the Government moved ahead with the implementation process. The process however was long-term oriented and phased, in order to allow the change to be effected positively and have long term benefits for the nation. The Pensions Act 2007 The reforms proposed to the state pensions system in the first white paper were transformed into law by this act. The changes proposed covered three key areas: the Basic State Pension (BSP), the State Second Pension (S2P) and the qualifying conditions set out for both (DWP, 2009). Some of the key changes are: The qualifying years for receiving full BSP was 39 for women and 44 for men. Effective 2010, this would be reduced to 30 for both. The annual cost of living component in BSP was linked to prices in terms of increases. This would be changed to link with earnings from 2012, provided the fiscal position allowed affordability. Easing the conditions for contribution to BSP, so that everyone can build up some entitlement, instead of those meeting the tough qualification process. From 2010, introducing national insurance credits in relation to S2P, essentially for those individuals who suffer from long term disabilities and those who have caring responsibilities, allowing them to build up some additional pension entitlement. However, one major change that was proposed linked with the issue of the ageing workforce. For long term affordability of the state pension system, it was decided necessary to implement a gradual increase in the state pension age for both men and women. The important part of this change would be the pace at which the increase has been proposed. The period for this increase was between 2024 and 2046; with the age being increased to 68 by the end of this term (DWP, 2009). The Pensions Act 2008 In continuation to the proposed reforms that were deemed necessary after the commission investigation and public debate, this act put into law most of the actions advised in the second white paper. The aim here was to encourage greater private pension saving, so that individuals were not solely reliant on the state to meet their living costs after retirement (DWP, 2009). Some of the key changes of this act are: Automatic enrolment of eligible workers into a qualifying workplace pension scheme, with effect from 2012. What this means is that workers would have to take a decision not to be part of the pension scheme provided by the employer. If any such decisions have not been made actively by the worker, he or she would be enrolled automatically to the workplace pension scheme. A minimum of 3 per cent contribution by the employer to the employees pension account, based on the earning band. This was as a supplement to the 4 per cent contribution that would be made by the employee, and the almost 1 per cent in tax relief provided by the government. 2012 would see the introduction of a new low cost savings vehicle, named as the National Employment Savings Trust (NEST). This scheme is aimed at the medium and low earners, with low charges and simplicity. The Process of Reform When analysed against the pension systems in the developed world, the prevailing UK system has shown serious flaws that have increased over time. The key factor to consider here is the ageing population. While this factor is prevalent in other developed nations running state pension systems, the problem seems less influencing for a few reasons. Canada and Australia have a lower population and a higher percentage in the active workforce. The US being the largest economy in the world has a significant pensioner population, but its higher rate of immigration has allowed it to have a workforce that contributes heavily to the pension system. The UK, however, seems in neither of these areas. It has a significant portion of its workforce nearing the retirement age in the coming decade. With immigration being tightened, the number of foreign workers entering to contribute to the pension system is not as high as required (Butler, 1997). The above point, however, points a serious flaw in the PAYG system, where the current working individuals contribute in the present day, to pay the benefits of those already retired, expecting the same for themselves when they move out of the employment age bracket. The example can be referred to as a bucket of water with a hold in the bottom. There is little accumulation, as water flows out, and the inflow is a slow stream. The need for an understanding to be developed in the public for being more responsible towards their individual needs in retirement is important. Taking personal responsibility during the working age will in turn help avoid a large number of pensioners falling below the poverty line later. Additionally, a supporting but steady role of the employer in terms of contribution to pension schemes for the employee is a step forward. Superannuation schemes in Australia have been following this model for a number of years, with new changes allowing more flexibility to the employee to choose their investment vehicle, but restricting access to the funds till retirement age (Blake, 1997). The recent financial crisis too has impacted the pension system in the UK, as most schemes had invested in several schemes and stocks that have since fallen in value or collapsed. This has resulted in a write-down for many pensioners, furthering emphasizing the failings of the government to provide better protection to pension plans. The state of economy and its stability, therefore, becomes an important factor in the overall effectiveness of the pension system in the United Kingdom. The underlying message in the reform is an acceptance of the drawbacks existing in the pension system of UK, and taking steps to rectify it. Its main aim is to introduce the concept of savings among the public, by offering simplified processes to include more of the working population in the contribution to the state plans, as well as to individual and organizational plans, thereby diversifying the sources of income after retirement. With the reform commencing in 2010, the outlook remains positive. With public involvement in the decision-making process, it is likely that the changes under implementation will be accepted without much resistance. However, critics still argue over whether there is going to be a lasting effect once all variations are completed. One of the most important factors in this would continue to be the economic condition and the sustainability of stability shown.

Gun Rights vs Gun Control Essay -- right to bear arms, gun laws

The continuing Mass Shootings in the United States has caused the gun control debate to intensify. While anti-gun control advocates say the Second Amendment guarantees each individual the right to bear arms, the pro-gun control group reads the Second Amendment as a collective right to bear arms; meaning organized militia are the only ones with that right. This essay will analyse the effectiveness of several different articles which present arguments for and against gun control. Charles W. Collier’s article, â€Å"Gun Control in America: An Autopsy Report†, dives into the controversial topic of gun ownership and gun control in the United States. He uses recent shootings, including the George Zimmerman case and the Connecticut elementary school shooting, to present his case that gun violence will remain in the United States as long as guns remain high in number and low in regulation. Collier states that if Americans did not intend the consequences of holding an army with almost unlimited access to firearms, they would start demanding laws to control the gun violence: But changes of this magnitude are hardly to be expected—not in a land where a one-gun-per-month purchase limit counts as bold—even â€Å"pioneering†Ã¢â‚¬â€legislation. (The debate over assault weapons and high-capacity magazines, after all, is not about whether people will be killed; it is about how many will be killed, and how quickly). (81) Collier writes his article in a pessimistic view of the future of gun regulation. He uses logos in the quote above by using deductive reasoning. Collier writes about the generalization that any gun legislation should be unexpected because the specific case of the one-gun-per-month purchase limit. Collier uses pathos heavily throughout the a... ...additional information concerning gun control, the reader is left to make his or her educated opinion. Works Cited "Countering The Gun Lobby With Data." Bloomberg Businessweek 4347 (2013): 10. Business Source Premier. Web. 10 Feb. 2015. "Enforcement of Gun Control Laws." Guns in American Society: An Encyclopedia of History, Politics, Culture and the Law. N.p.: ABC-CLIO, 2003. Credo Reference. 16 July 2008. Web. 10 Feb. 2015. "Gun Control." Guns in American Society: An Encyclopedia of History, Politics, Culture and the Law. N.p.: ABC-CLIO, 2003. Credo Reference. 16 July 2008. Web. 10 Feb. 2015. Collier, Charles W. "Gun Control In America: An Autopsy Report." Dissent (00123846) 60.3 (2013): 81-86. Academic Search Premier. Web. 8 Feb. 2015. "Gun Control Overview." Congressional Digest 92.3 (2013): 3-7. Academic Search Premier. Web. 9 Feb. 2014.

My Philosophy of Teaching :: Philosophy of Education Teachers Essays

My Philosophy of Teaching The decision to become a teacher was one that I made when I was in the ninth grade. When I entered high school I worked at a summer camp every year with disadvantaged children. The children ages ranged from six years old to sixteen years old. The feeling that I received when I saw that I could make a difference in their lives was so rewarding that I knew I wanted to become a teacher. I grew up as the youngest of six children, finishing high school was very important to my brothers and sisters, but finishing college was never really stressed to them by my mother. Three of my siblings went to college but they never completed college. For some reason my mom put more pressure on me than she did my siblings and said that I have no choice but to graduate from college. I sat out of school for several years in order to raise my son and my mom continued to tell me everyday that I needed to re enroll and complete my teaching degree. I feel that as minority it is very important for me to complete my teaching degree, there is a small percentage of minority teachers in the state of West Virginia. I feel that I will be a role model for children of my nationality and for all nationalities, by making a difference in their lives and showing them on a daily basis how important a good education is for all, and especially for minorities. From interacting with children and people in general, I know that most people learn easier from hands on interaction. When I become a teacher most of my lessons will deal with hands on learning. When you are doing something, it is easier to remember and it makes learning a lot more fun. I will also make sure that my classroom is very relaxed and stress free, I have been in school for many years and I know from experience that it is harder for children to learn when the teacher is mean and there is always tension in the classroom, this prevents students from asking questions, and ask ing for help, which means that it prevents them from learning. I definitely have the same beliefs as the philosopher Rousseau â€Å"Man is essentially good, a â€Å"noble savage† when in the â€Å"state of nature†, and that good people are made unhappy and corrupted by their experiences in society.

Innocent Smoothies Essay

This report is aimed to examine and analyse the opportunities in the market for the ‘innocent’ brand. The research draws attention to †¦. the report evaluates and concludes†¦. it is recommended that †¦. ii. Introduction Innocent Ltd. is a fresh business that has been exceptionally successful in creating wholesome and natural smoothies. The company has appeared in the Sunday Times for four consecutive years in the ‘Fast Track 100’, a list of the fastest growing privates companies in the UK. The company has aimed to place itself on the side of the consumer as supporting green issues and responsible business practices and this has evidently proved to be in favour with the company’s brand image which has resulted to its success. On the other hand, it has faced criticism from cynics who argue that the company’s ethical position is a facade as they have sold a 20% stake to Coca-Cola which led to thousands of dissatisfied and betrayed customers who previously supported the company’s initial brand values. This has led to ‘White, Harte and Laine,’ a specialist in strategy and market development, who have conducted this report that will be researching and analysing the opportunities in the market for the ‘innocent brand’. This report will define what a ‘market driven organisation’ is and discuss how it compares to ‘innocent’ whilst addressing their customer relationships. It will also outline the trends in the macro environment by looking at the political, economical, social, technological, environmental and legal factors which created the opportunity for ‘innocent’ to initially build its firm position in the smoothie market. An analysis of the company’s main opportunities and threats over the next five years will be highlighted through a SWOT analysis. The report will additionally adapt Porters Five Forces analysis to the smoothie industry and finally, recommendations will be made about possible business strategies that ‘innocent’ could pursue in the next five years. iii. Main Body In an article by Bill Barrett, Uncles (2000) defines a market driven organisation as an organisation that has a thorough understanding of customers and potential customers, including their changing needs and wants. Uncles (2000) states that market-driven organisations continuously gather data in all environmental sectors – competitive, cultural, political, economic, technological, human resources, physical resources, and consumer. The market-driven concept is a managerial concept where close attention is given to business processes and activities. There must be an emphasis on an organisations ability to respond to environmental changes. All aspects of the organisation must be aware of and consider environmental changes and continuous process improvement is mandatory for a market-driven organization. Innocent’ has been described as a market driven organisation. Innocent’ is an ethical company whose initial idea was to produce its products from 100 per cent pure, fresh ingredients and no fruit concentrates. As defined by Uncles (2000), a market-driven organisation understands the customers, and potential customer wants and needs. In order for ‘Innocent’ to have c reated a market-driven organisation they had to put their customers first with the organisations objectives, goals and strategy. This is evident as their main aim is to take a social responsibility to the public and environment by producing 100 per cent natural products. It is established that ‘innocent’ promotes healthy eating and appeal to eco-friendly and health conscious consumers; therefore in order to put the wants and needs of these consumers into place, they had to come with strategies to uphold their brand name as well as delivering the desires if their consumers. Hodge, et al (1996) believes that by putting the customer first in an organization’s mission and goals, market driven organizations make providing value to the customer a top priority. Market-driven organisations also develop product strategies to deliver whole product solutions to customers and use strategic relationships to build synergy, create whole-product solutions, and gain support of stakeholders. ‘Innocent’ strategies put the interests of their health focused consumers at the heart of their organisation and gain support through various deeds such as: * Keeping all their ingredients natural. This strategy reinforces the initiative of the company only producing food that is healthy and good for their consumers. The fact that only natural products are used means that their product s has a positive health benefit minus the additives and therefore keeping the focus on the company’s brand name ‘innocent’ connatating purity. * The use of responsible ingredients. ‘Innocent’ tends to purchase their farms from ethical and environmentally friendly farms. Once more this is another way to strengthen their brand name ‘innocent’ to their consumers to portray their organisation as a green and a social responsible company. * Sustainable packaging. ‘Innocent’ uses 100 per cent recycled material as package for their products. This compliments their ‘green’ image and satisfies their eco-friendly and health-conscious consumers. * They are a resource efficient business meaning that they aim to produce as little carbon dioxide emissions as possible while manufacturing the products, growing the ingredients, transportation and packaging. This approach coincides with the interest of their consumers who are environmentally friendly. * Sharing their profits with charities. 10 per cent of the company’s profit at the end of the year is donated to charity which fund the rural developments projects in the countries in which their fruits come from. This highlight’s the caring nature of ‘innocent’ toward the environment as well as to their consumers. From the above points we can therefore establish that ‘innocent’ is a market-driven organisation. Their target markets are eco-friendly, health conscious consumers who value organic, natural and environmentally friendly products. Evidently, from their strategies it is indicated that ‘innocent’ puts the interests of their consumers at the heart of their strategies by taking into account the environmental factor of global warming. It must also be noted that back in 1998, the fate of ‘innocent’ was decided by people through a ballot by putting their empty bottle of ‘innocent’ drinks in a ‘YES’ or ‘NO’ bin depending on whether they should pursue the business. The outcome resulted in the majority of bottle being placed in the ‘YES’ bin. This demonstrates that ‘innocent’ has always valued the opinions of their consumers and act upon their wants which are the traits of a market organisation. The smoothie market