Credit and Lending Decision for Risk Modeling - myassignmenthelp

Question: Discuss about theCredit and Lending Decision for Risk Modeling. Answer: There are different kinds of risk involved in approving the letter of credit as well as the line of credit by GMMC. Line of credit is the kind of commitment from bank to make payment on the behalf of customers. This is the kind of arrangement between the financial institutions as well as between the different customers that helps in establishing maximum balance of loan that the lender will permit the borrower in order to maintain or access ( Ru, Hong and Antoinette 2016). On the other hand, letter of credit is the kind of letter from a particular bank that guarantees the payment of the buyers to the seller that will be received on particular time for correct amount as well. The letter of credit is balanced method of payment in terms of different risks for both the bank as well as the companies. The entire responsibility of the letter of credit is on the banks and the responsibility is one such party who bears the risk in the transactions related to the letter of credit as well. There are different kinds of risk that is involved in the letter of credit as well as line of credit for the company as well as the banks (Jia et al. 2016). There are different kinds of risk that are involved in the bank as well as in the different companies such as GMMC as well. The main risk is involved with the bank as these are the ones who pay the amount and issue the letter of credit on the behalf of the companies. The risk involved with the bank is regarding the amount that is paid by the bank has to be controlled as well as this can be a large issue in the future as well. On the other hand, there are different kinds of risk that are involved with the company as well when the amount is not being able to be refunded by them, then the property of the company will be seized by the bank as well (Emekter et al. 2015). Risks involved in line of credit in case of Bank In case of bank, there are different kinds of risk that has to be borne by the bank when the customer is not being able to pay off the amount that has been paid by the bank on behalf of the respective customer. The dangers or risks that are involved in such cases are as follows: The line of credit is based on the interest rate that is variable in nature. When the customer is not being able to pay the specific amount, this will be risk that will be borne by the respective bank as per the conditions of the market that will change accordingly (Tirole 2014). There can be loss of collateral when the payments are not made on time by the customers to the respective bank. This is a kind of dangerous risk that can be borne by the bank and this will permit the bank in seizing the property of the individual who has not been able to pay the amount to the bank that has been paid by the bank in behalf of the customer (Bluhm et al. 2016). These are the different kind of risks that has to be properly borne by the bank in behalf of the individual (Souza 2014). This line of credit risks has to be properly handled by the bank as this will help both the company along with the company with proper maintenance of the interest rates involved in it as this will help in achieving the amount by seizing the property of the respective customer or the company who has taken such line of credit from the bank. The Motor City National Bank should not increase as well as approve both the line as well as letter of credit as this will be a huge risk for the respective bank as well as the company. Risks involved in letter of credit in case of Motor City National Bank There are different risks involved in the letter of credit towards banks such as fraud risk as well as political risk. The letter of credit can create issue for the banks, beneficiary as well as to the applicants as well. For the beneficiary, main factors of risk are generally unable to properly comply with the conditions of the letter of credit and for the bank the risk increases when there is increase in the responsibility as well. These are the different kinds of risk that has to be properly managed by Bank by understanding the degree of coverage of the payment that has been guaranteed by the customers or the company to the respective bank. Such risks have to be properly handled by the bank by knowing the differences that can create risk for the bank (Allen et al. 2014). GMMC Company On the other hand, the company can face different risks in case of letter of credit as well as in line of credit as they are the parties on behalf of whom the bank is paying the amount and signing the letter of credit as well. The companies borne different kinds of risk as borne by the bank as they are the ones who will be suffering the most when the amount that is paid by the bank on behalf of them will not be refunded properly, their property will be seized by the bank and they will not be having any kind of complaints at that point of time as well (Weiss 2014). On the other hand, the letter of credit has different risks for the applicant as well as beneficiary as well along with the respective bank. In the letter of credit, the main factors of risk that are faced by the beneficiary as well as the applicant includes non delivery along with the goods that will be received by them will be of inferior quality and there will be risk in the exchange rates as well. This can also lead to the issuing the bankruptcy risk of the bank. Furthermore, the beneficiaries risk includes the whenever the beneficiaries are not being able to comply with the letter of credit with the bank, there will be issue relating to the political risk of the entire country as well. References Allen, Liz, Amy Brand, Jo Scott, Micah Altman, and Marjorie Hlava. "Credit where credit is due."Nature508, no. 7496 (2014): 312-313. (https://www.nature.com/polopoly_fs/1.15033!/menu/main/topColumns/topLeftColumn/pdf/508312a.pdf?origin=ppub) Bluhm, Christian, Ludger Overbeck, and Christoph Wagner.Introduction to credit risk modeling. Crc Press, 2016. (https://books.google.co.in/books?hl=enlr=id=6ITOBQAAQBAJoi=fndpg=PP1dq=journals+on+risks+involved+in+letter+of+credit+ots=jake-lVyaksig=3Do_Kg81Yb0GwqpgtBUgnrXDR5Y#v=onepageqf=false) Emekter, Riza, Yanbin Tu, Benjamas Jirasakuldech, and Min Lu. "Evaluating credit risk and loan performance in online Peer-to-Peer (P2P) lending."Applied Economics47, no. 1 (2015): 54-70. (https://www.tandfonline.com/doi/abs/10.1080/00036846.2014.962222) Jia, Tao, Feng Lin, Zhengwen He, and Nengmin Wang. "Line-of-Credit Payment Scheme and Its Impact on the Retailers Ordering Policy with Inventory-Level-Dependent Demand."Mathematical Problems in Engineering2016 (2016). (https://www.hindawi.com/journals/mpe/2016/4027454/abs) Ru, Hong, and Antoinette Schoar.Do credit card companies screen for behavioral biases?. No. w22360. National Bureau of Economic Research, 2016. (https://www.nber.org/papers/w22360) Souza, Tanisha. "Enhancing income using line of credit sweep account." U.S. Patent 8,788,409, issued July 22, 2014. (https://www.google.com/patents/US8788409) Tirole, Jean. "Comment."NBER Macroeconomics Annual28, no. 1 (2014): 279-286. (https://www.journals.uchicago.edu/doi/full/10.1086/674602) Weiss, Russell. "System and method for generating a virtual credit score and a respective virtual credit line." U.S. Patent Application 14/582,692, filed December 24, 2014. (https://www.google.com/patents/US20150178829)

Integration Model Case Study

Question: Discuss about theIntegration Model Case Study. Answer: Introduction Acquisition and Mergers have significant effects on staff especially on behavior, attitude, and values of the target company employees. The uncertainty about the future, learning a new culture and fear of the unknown are some of the factors that cause these effects (Cartwright Cooper, 2014). Cartwright and Cooper (2014) claims that during the integration process, management ought to exhibit sound management skills to ensure the integration process does not negatively affect the employees of the concerned companies. The failures of business executives to effectively plan the integration process and communicate with the concerned parties are some of the reasons for business integration failure. As such, the management ought to ensure there is proper planning of the process and effectively communicate with all the stakeholders if the process is to be a success. This essay will analyze the impacts of integration model between Big Energy and XYZ Energy on the overall values, attitudes an d behavior of XYZ Energy remaining staff and propose strategies to the management of Big Energy to overcome the identified issues. Discussion Pablo (2014) argues that the integration processes between companies can be as a result of merger, acquisitions or takeover. This process to a large extent affect the behavior and attitude and to some extent the values of employees of both companies. However, the employees of the target company are known to be more affected by the integration process mainly because of the uncertainty about the future and fear of the unknown. Lack of effective communication and proper planning of the process are some of the factors that contribute to uncertainty and fear among the employees. In the case of Big Energy and XYZ Energy integration process it is evident that there is a lack of communication between the management of Big Energy and stakeholders especially the staff of XYZ Energy. Also, the integration process seems not to be properly planned as the management of Big Energy tries to rush the process. As such, it would be expected that XYZ Energy staff attitude, values, and behaviors would be affected by the integration process. The integration process is likely to have the following impacts on the attitudes, values, and behaviors of XYZ Energy staff; One; loss of self-confidence- Proft (2014) argues that occasionally, employees of the target company experience a loss of personal worth and self-confidence as well as questioning their ability to handle events. The remaining staff of XYZ Energy may start to deal with the loss of self-confidence by pushing themselves very hard with the aim of proving their worth to the Big Energy management to the extent of foregoing sick-leaves and vacations. Other staff may become dysfunctional and act in a skeptical manner or show signs or random and erratic attendance. Also, it is likely that some will attend work only to provide half-hearted commitment and support to the organization. Two; reduced levels of commitment- the remaining XYZ staff are likely to be experiencing fear of unknown and uncertainty because they are not aware whether they will be retained or not. According to Arvanitis and Stucki (2015) in such a situation, staffs are likely to show reduced levels of commitment to the organization goals and objectives. As such, the remaining staff will be less committed to Big Energy and instead focus their energy on trying to find new opportunities or coping with the confusion created by the integration. Three; increased tendency to conflicts- the integration of Big Energy and XYZ Energy is likely to lead to culture conflict. Rottig, Reus, and Tarba (2014) argue that the integrating organizations will rarely have a similar culture and thus, culture clash is inevitable in cases of integration. As the remaining staffs of XYZ Energy get to know their colleagues in Big Energy, conflicts will be inevitable due to real or perceived losses. It is so especially because the remaining staffs of XYZ Energy are afraid of losing their jobs and opportunities which they have and are likely to blame their counterparts from Big Energy for the loss. Four; Reduced morale- according to Shanley (2016) change process is often difficult to any person especially when the individuals concerned are not involved in the decision. The failure to involve employees in the integration process decisions is likely to increase the level of stress among the employees. Usually, stress is as a result of uncertainties about the future as well as fear of the unknown (Shanley, 2016). In this case, it is evident employees of XYZ Energy were not involved in the integration process and therefore, highly likely that the remaining employees are experiencing high levels of stress. The high level of stress experienced by the remaining XYZ employees will reduce their morale to work. Five; loss of trust- in the argument of Angwin, Mellahi, Gomes, and Peter (2016) the failure to involve the stakeholders during the change process may lead to loss of trust among the stakeholders. The failure of Big Energy management to involve the employees of XYZ in the integration process who are the most affected stakeholders is likely to lead to loss of trust among the remaining staff. Lack of trust on the management negatively impacts on the employees performance. The lack of trust in the management of Big Energy will create an unsafe environment for the remaining XYZ employees, and the remaining staffs are likely to spend more time on job hunting and self-preservation rather that performing their job. Also, loss of trust among the management will reduce the level of communication and transparency between the remaining XYZ employees and Big Energy management. Six; Increased anger and sadness- Shanley (2016) claims that employees of the target company are likely to be overly despondent and withdrawn or aggressive and hostile. These behaviors are caused by inner anger and sadness building up within the employees. According to research, anger caused by the feeling of unfairness can lead to a desire for revenge and painful feelings as well as annoyance, irritation, and resentment (Shanley, 2016). In this case, the remaining employees of XYZ are likely to show a tendency for increased anger and sadness. Especially because of the feeling of unfair treatment after they had devoted much of their energy and time to the success of XYZ as well as conditions over the loss of their colleagues with whom they contributed to the success of XYZ. Increased anger and sadness could trigger voluntary resignation from the company or lead to a desire to take revenge against the company. Seven; the feeling of worthlessness and being inferior- according to Jemison and Sitkin (2006), the employees of the target company are likely to exhibit the feeling of being inferior and worthless especially because of loss of their position in the company. These feelings could result in self-pity and demoralization. Therefore, the remaining XYZ staffs are likely to exhibit the feeling of self-pity thus negatively affecting their morale and productivity. In the recent years, a majority of managers regard acquisitions as a means of accessing new market, reducing competition, controlling market share and gaining a competitive advantage (Larsson Finkelstein, 2009). Larsson and Finkelstein (2009) further argue that business integration is likely to be on the increase as time goes by. However, not all cases of business integration are a success. The failure of business integration is often associated with poor change management skills. Therefore, if business managers want to take the advantage of business integration, they have to manage it right. For example, in the case of Big Energy and XYZ Energy, the integration process was not properly managed thus to a larger extent negatively affecting the attitude, values as well as the behaviors of the remaining XYZ employees. Adopting the right strategies before, during and after the integration process could have contributed to successful integration between the two companies. Based on the above analysis of the impacts of the integration process on the remaining XYZ employees attitudes, values and behaviors, I recommend to management the following strategies to deal with the identified issues; One; communication- according to Ivancevich, Schweiger, and Power (2007) in any change process communication is critical to the success of the process. Lack of communication is often associated with the failure of the process. In this case, the management of Big Energy should try to share with the remaining staff as much information as possible about what is happening or expected to happen. For example, the management should inform the remaining employees on the possible positions they will occupy once the integration process is complete. Communication will reduce the much-feared uncertainty and reduce the fear of the unknown. Also, it would be essential for the Big Energy management to communicate with the remaining staff about their future in the company and how the changes will impact on the individual employees. Effective communication is one of the ways of ensuring stakeholders participation in the process and can be used to positively influence the remaining employees to remain committed to the goals and objectives of the organization, thus increasing employees level of commitment to the organization. Two; participation by the remaining employees in the process- according to Seo and Hill (2015), people are generally resistant to change irrespective of the effects of the change process. In organizations, employees are likely to resist changes especially when they are not involved in the change process. Involving employees in the change process could significantly reduce expected resistance. Employees participation is vital to successful integration of companies because it tends to appreciate the existence and role of the employees in the process as well as boosting their morale. As such, the management of Big Energy should involve the remaining employees in integration decisions especially those that do directly affect them. Allowing participation of the remaining employees in integration decisions will reduce possible resistance that might exist. It could also help cases of is understanding which could lead to increased hostility and conflicts with other employees. Three; acknowledging their efforts and encouraging them- in the argument of Mendenhall (2005) employees suffering with low self-confidence can be assisted through acknowledging their hard work, their positive efforts and encouraging them to try again when they fail. Therefore, the management of Big Energy should not shy away from acknowledging the positive efforts of the remaining employees of XYZ. Doing so will boost their self-confidence, their morale, and productivity. Also, Big Energy management should encourage the remaining staff especially when they make a mistake or fail instead of reprimanding them. The greatest threat to self-confidence is criticism and managers should avoid criticizing employees dealing with self-confidence issues rather encourage self-criticism. Four; integrating the two cultures- different organizations have different culture even if these organizations are operating within the same industry. The culture of the organization is informed by shared beliefs, values, activities and attitudes within the organization. As such, it is highly unlikely to find organizations that have similar culture. The management should develop strategies to align the integrating organization cultures to reduce culture conflicts (Marks, Mirvis Ashkenas, 2014). In this case, Big Energy management should integrate the culture of the two organizations to its corporate culture with the aim of creating an enabling environment for the remaining XYZ employees. Integrating XYZ culture to its corporate culture will create a sense of belonging among the remaining employees hence increasing their morale. Five; create a personal connection with remaining staff, be honest and truthful- one of the ingredients of successful organization integration during mergers, acquisitions or takeovers is trust. A feeling of mistrust between employees and the management could lead to the failure of the process. Creating a personal relationship with employees could help build trust. The management needs to be honest and truthful with employees about the integration process to curb mistrust (Gomes, Angwin, Weber Yedidia Tarba, 2013). As such, the management of Big Energy should try to build a personal connection with the remaining staff of XYZ as well as provide honest and truthful information regarding the integration process. Doing so will boost trust between the remaining staff and the management. Six; create groups and teams- Weber (2010) claims that due to different cultures of the integrating companies, culture clash is unavoidable. Therefore, the management has the responsibility of providing opportunities and environment where employees can work together, share ideas and create new culture like creating work groups, team building events and seminars. Such opportunities can help reduce the feeling of unfairness, being neglected, annoyance and resentment, thus, reducing anger and sadness among the remaining XYZ employees. It could also reduce increased tendency for conflicts with other employees within the organization as well as feelings of revenge. Seven; Encouraging employees to be innovative- Blake and Mouton (2015) argue that organization productivity and customer satisfaction can be negatively affected by employees feeling of worthlessness and inferiority hence the need to address the issue at early stages. According to Kusstatscher and Cooper (2011) the feeling of worthlessness and inferiority among employees can be addressed through creating an environment that nurtures employees innovation and allows room for mistake. As such, the management of Big Energy needs to encourage the remaining XYZ employees to be innovative and risk takers. The management should as well provide them with an environment that nurtures their creativity and allows room for mistake. Conclusion Organization integration process is highly likely to be faced with challenges especially if there is lack of effective communication and proper planning. Therefore, it is essential to ensure effective communication between all stakeholders and in particular with the employees of the target company whose job security is in question. The management should properly plan the integration process with the aim of reducing cultural conflicts and resistance. However, it is important for the management to appreciate the possibility of issues like employees turnover, reduced morale, loss of trust, feeling of worthlessness and loss of self-confidence and develop appropriate strategies to address these issues. List of References Angwin, D. N., Mellahi, K., Gomes, E., Peter, E. (2016). How communication approaches impact mergers and acquisitions outcomes.The International Journal of Human Resource Management,27(20), 2370-2397. Arvanitis, S., Stucki, T. (2015). Do mergers and acquisitions among small and medium-sized enterprises affect the performance of acquiring firms?.International Small Business Journal,33(7), 752-773. Blake, R. R., Mouton, J. S. (2015). How to achieve integration on the human side o the merger.Organizational dynamics,13(3), 41-56. Cartwright, S., Cooper, C. L. (2014).Mergers and acquisitions: The human factor. Butterworth-Heinemann. Gomes, E., Angwin, D. N., Weber, Y., Yedidia Tarba, S. (2013). Critical success factors through the mergers and acquisitions process: revealing pre?and post?MA connections for improved performance.Thunderbird international business review,55(1), 13-35. Ivancevich, J. M., Schweiger, D. M., Power, F. R. (2007). Strategies for Managing Human Resources During Mergers and.People and Strategy,10(1), 19. Kusstatscher, V., Cooper, C. L. (2011).Managing emotions in mergers and acquisitions. Edward Elgar Publishing. Larsson, R., Finkelstein, S. (2009). Integrating strategic, organizational, and human resource perspectives on mergers and acquisitions: A case survey of synergy realization.Organization science,10(1), 1-26. Marks, M. L., Mirvis, P., Ashkenas, R. (2014). Making the most of culture clash in MA.Leader to leader, available at: https://onlinelibrary. wiley. com/doi/10.1002/ltl,20113. Mendenhall, M. E. (2009).Mergers and acquisitions: Managing culture and human resources. Stanford University Press. Pablo, A. L. (2014). Determinants of acquisition integration level: A decision-making perspective.Academy of management Journal,37(4), 803-836. Proft, C. (2014).The Speed of Human and Task Integration in Mergers and Acquisitions: Human Integration as Basis for Task Integration. Wiesbaden: Imprint: Springer Gabler. Rottig, D., Reus, T. H., Tarba, S. Y. (2014). The impact of culture on mergers and acquisitions: A third of a century of research. InAdvances in mergers and acquisitions(pp. 135-172). Emerald Group Publishing Limited. Seo, M. G., Hill, N. S. (2015). Understanding the human side of merger and acquisition: An integrative framework.The Journal of Applied Behavioral Science,41(4), 422-443. Shanley, M. T. (2016). Consequences of Post-Acquisition Change.The Management of Corporate Acquisitions: International Perspectives, 391. Weber, Y. (2010). Corporate cultural fit and performance in mergers and acquisitions.Human relations,49(9), 1181-1202.

Why Should I Desist From a Travel Award Sample Essay?

Why Should I Desist From a Travel Award Sample Essay?Did you know that travel awards are a very common and effective method of getting noticed in your profession? In most cases, it is due to the way in which you package your communication. Basically, the travel award sample essay is a platform to show off the abilities and talents that you have that are unique to you.Write it in the form of a story. Not only does this technique allow you to express yourself without having to rely on anything else but your own emotions and ideas, but it also provides you with something that you can relate to and that allows your readers to connect to you on an emotional level.This is certainly the reason why travel awards are so common and effective. This allows us to connect with others around us in a way that they would not normally be able to. It may not be what you would call 'professional' (unless of course you want to be), but you can get noticed by potential employers and friends for just prese nting yourself that way.In case you're wondering why you should desist from writing a travel awards sample essay, it is simple. You do not have to convince anyone of anything. All you have to do is present yourself in the best possible light and in the way that your target audience has been used to seeing you portrayed. It doesn't matter if you are actually an entrepreneur or just a stay at home mom, the best way to get noticed is to write down your ideas in a format that others can relate to.Remember that it is not as difficult as you might think. If you are able to get a third party to look at your ideas, you will then be able to go back and write it in a format that works for you. Why should I desist from a travel award sample essay?Even if you have a business idea that could change the world, you don't have to put it in writing. Take out a pencil and paper and jot down your ideas. If you are working on a project right now, you can use it as your writing materials to make sure th at it all makes sense and to see if it has any relevance.A lot of people believe that writers should go to school to learn how to write travel awards. What they don't realize is that the skills that they learn through formal education cannot translate easily into writing. Once you write in a format that works for you, all you have to do is convince the masses.It is always best to take your time when writing travel awards. Most people are not going to come and read your writing, so you will need to come up with something that you can use as your basis. Just think about it, are you going to get noticed by someone who actually reads everything they see?

14 Top FAQs About Ghostwriting and Hiring A Ghostwriter - The Writers For Hire

14 TOP FAQS ABOUT GHOSTWRITING AND HIRING A GHOSTWRITER Most people might not know this, but many famous books were actually written by ghostwriters and not by the authors listed on the book. The French classics of Alexandre Dumas, The Count of Monte Cristo and The Three Musketeers, are said to be collaborative works done with ghostwriters. Some authors such as V.C. Andrews wrote her own books up until her death when ghostwriters were hired to continue her work. And certainly, most busy celebrities and politicians with published autobiographies probably didn’t have the skills and time to write them without a little (or a lot) of behind-the-scenes help. Whatever the reason to use a ghostwriter, ghostwriting has been a common practice for centuries and you don’t have to be someone famous to use one. Q: What is a ghostwriter and how do I know if I need one? A: A professional writer who gets paid to write anonymously for another person or company is known as a ghostwriter. The person or company hiring the ghostwriter receives all the credit for the book or project and the ghostwriter works behind the scenes. In most cases, the ghostwriter will also be the interviewer, researcher, writer, and editor all rolled into one. There are many reasons someone would want to hire a ghostwriter. If you are looking to establish yourself as an expert, build a business or professional brand, or sell your book to a traditional publisher or even self-publish but don’t have the knowledge or skills to do it yourself, a ghostwriter is a great option. Maybe you don’t know how to write a book or do effective research. Maybe you have too many projects on the table right now and don’t have the time to write everything. Or maybe you just don’t know how to get your ideas and words out onto paper. If any – or all – of these reasons apply, a ghostwriter can be a big asset for you. Q: What kinds of projects do ghostwriters get hired for? A: If you need writing of any type done, there is a ghostwriter out there who will do it. Some call themselves ghostwriters while others may just use the term professional writer, freelance writer, or even copywriter. Regardless of the label, you can find a ghostwriter for all types of writing projects. Some ghostwriters have a strict focus on nonfiction book writing, like biographies and autobiographies, while others write in many different genres. Ghostwriters will write how-to or other nonfiction books, novels, screenplays for movies and the theater, music and lyrics, speeches, comedy acts, TV scripts, blogs, articles for both online outlets and print magazines†¦the list goes on and on. Ghostwriters can also write all types of business materials (like web pages, white papers, and brochures). Some even do academic papers. Q: Where do I find a ghostwriter to hire? A: Through a simple internet search, you will find more writers for hire than you could ever consider in a lifetime. You could narrow this list to writers local to you, then contact and interview them for your ghostwriting needs. There is nothing wrong with starting this way. However, not all ghostwriters are equal, and finding and hiring one can be a time-consuming process. If you are on a deadline, you probably don’t have the time to properly vet a writer that will fit your needs. Upwork and other freelance bidding sites are another way to find ghostwriters. Hubstaff and Fiverr are similar and can be a good starting point to see what is available.Thousands upon thousands of freelance writers list their talents on these types of websites, all vying for writing work. While the writing fees may seem amazing, be aware. Many of the writers submitting bids to you won’t have the qualifications or skills to actually write your project. Writers on these sites live all across the world and may have no knowledge of your topic. They might not even speak your language. Another option is to hire a company who has a whole team of ghostwriters at their disposal, where they have already done the vetting process on the writers’ skills and expertise, and can match you up with the best ghostwriter for your project. Many of these companies also offer extra services inline with your writing project needs, such as editing and proofreading, and even layout, cover design, printing, and distribution services. While there are hundreds of companies, good places to start are The Writers For Hire, Ghostwriters Central, Ghostwriter Inside, or Scribe (formerly Book In A Box). Q: How does the process of hiring a ghostwriter work? A: Whether you use an independent ghostwriter or a ghostwriting company, the process to hire and start working with a ghost is fairly standard. First, interview potential ghostwriters to find one that fits your project and you will feel comfortable working with. While some projects are shorter and don’t take very long, if you’re writing a 250-page book, it could easily take at least nine months to complete. You want to be sure you can have a long-term relationship that fits both of your personalities. During the interview, ask as many questions as you need to get a good sense of the ghost’s qualifications, skill set, and work style. Also try to provide as much information as possible on your project so the writer will know if they can complete the work to your requirements. Once you select a ghostwriter to work with, lay out the terms of the contract, payment, full scope of work, and timelines. Also provide all the hardcopy information you may have on your project to help the writer get started. The ghostwriter will start to compile the information provided, detail the research and interviews that need to be done, and they will create an outline of the project as well as a synopsis to show their understanding of the project. Throughout this initial process, you’ll most likely have several meetings with your ghostwriter so you are both clear on the goals, tone, and content. You’ll then approve the outline and synopsis and the ghost will conduct the necessary research and interviews and start to write the draft. Depending on your agreement, most ghostwriters will provide updates by sending drafted chapters for your review, giving you the chance to make changes, edits, comments, or suggestions. Once the draft is completed, the ghostwriter will go through the manuscript and do a full edit before submitting it to you for your review. Many ghostwriters will also do a final edit and proofread once more before getting final approval of the project completion. Q: Who owns the copyright and gets credit for the work once the project is complete? A: Since the ghostwriter is paid to write anonymously for the person or company who hired them, the writing and project is owned by the person doing the hiring, which means the copyright is owned by them as well. Copyright law states that as soon as the work is created it is a protected work; however, most writers will have verbiage in their contract stating that the copyright reverts to the owner only after the agreed upon fee has been paid in full. Once the project has been approved and the scope of work satisfied, the copyright can be disputed until full payment is made. Q: Is hiring a ghostwriter and claiming the work as mine ethical or legal? A: As a point of law, ghostwriting is legal and has been a widely accepted practice throughout history.When you hire a ghostwriter, they are performing a service and getting paid for it. They agree to writing anonymously, trading credit for their work for pay. Famous celebrities, presidents, sports figures, and people from all walks of life, and even businesses, use ghostwriting services more often than you probably realize. However, is it ethical? Many might consider ghostwriting unethical or even plagiarism, but it is a huge grey area that can’t be pinned down with a yes or no answer. If full consent was given from the ghostwriter to relinquish their rights and credit to the work, or if the person claiming the work is theirs wasn’t the writer, but was heavily involved in bringing the project to completion, is it unethical? A ghostwritten project is a fully collaborative effort between the ghostwriter and the person commissioning the work. One brings the ideas and input, the other uses those ideas and input to create the final product. Ghostwriting is common practice and an honest service where ultimately each person must decide for themselves if they feel it is ethical or not to claim ghostwritten work as their own. Q: What types of terms should be involved in the contract? A: Once you have interviewed and picked an independent ghostwriter or a ghostwriting company to work with, everything you and your ghostwriter have agreed upon should be documented in a contract or letter of agreement signed by both parties. An independent ghostwriter might use a simple contract, laying out the terms of the work, payment, and timelines. As long as it covers all the necessities, it doesn’t have to be a long, formal document. A ghostwriting company will already have a standard contract in place that will be tailored to your particular project, if needed. Regardless of how you obtain your ghostwriting services, some normal terms to put within a contact include: An outline of the scope of work to be done by the ghostwriter, including things like interviews, research, outlines, drafting, editing, rewrites, estimated word, page, and/or chapter counts, etc. It should also include information on any required rewrites or extra services such as layout, cover design, printing, and/or distribution services.Timing and milestones for each step of the process should be listed out, including how often you want to see drafts of the writing, and due dates for final draft, edits and rewrites, and the final project. Fee amount and fee schedules, including any upfront retainer or deposit amount, payments during the project, and final payment at the end of the approved project. Transfer of copyright once the project fee has been paid in full should be noted.A statement of nondisclosure, or an actual nondisclosure agreement, explaining the full transfer of the work to the hirer of the project, and that the ghostwriter cannot disclose anything about the project or their work on the projectif that is what was agreed upon. Include any other pertinent information that is relevant to your project, and address terms in the case of default on either side, including recourses. Always be sure to have a signed and dated contract when starting a project with a ghostwriter. This protects you as the owner of the project as well as the ghostwriter for their services. Check here for sample contracts, letters of agreement, or nondisclosure agreement. Q: What can I expect to pay a professional ghostwriter and when? A: While money is certainly a large factor in whether or not you can hire a ghostwriter, it definitely shouldn’t be a deciding factor. The fee you are paying when it comes to the writing services you need go well beyond the written words. You are paying not only for the writer’s time, but their experience, skills, expertise, and knowledge. When a ghostwriter has more experience and understanding of the ghostwriting process, they can better align with your project versus someone with little experience or knowledge about your topic or genre. This experience and knowledge does often come with a difference in price. Ghostwriting fees vary on any number of factors. These include their experience and skills, the length and complexity of the topic and project, the estimated page or word count, the turnaround required, and the scope of work needed. While you certainly can get some great prices and â€Å"deals† on a job bidding site like Upwork or Fiverr, or even with a new ghostwriter, is it really a good deal? If you work with someone who does not fit your needs, then are forced to hire a second ghostwriter because the first one missed the mark, you haven’t saved any how time, effort, or money. You want the best writer for your project, and the fee should be reasonable to your need. When you need to make payment will also depend on who you hire. High-end ghostwriters will often require full upfront payment. But most ghosts will only require an upfront payment of one-third to one-half of the fee, with the balance due when the final project has been approved by you. Most reputable and specialized ghosts will charge an hourly, per-word, or project-based rate, rather than agreeing to work on a percentage of book sales (royalties), unless the project is sure to be a bestseller. Even then, you can expect to pay a project fee, hourly rate, or per-word rate along with a percentage of revenue. Q: What about confidentiality issues with the ghostwriter? A: When you hire a ghostwriter and have them sign a contract and/or nondisclosure agreement, the ghostwriter is bound to these agreements and cannot discuss or claim any part of the project. They cannot claim credit for writing the project and they cannot tell anyone they wrote the project. However, sometimes there is a reason you may want to negotiate with the ghostwriter to have them receive some of the credit for the work and have their name on the project. If you have hired a ghostwriter who is an expert in your project’s topic or they have some fame to their name, then it could be beneficial to transfer some of the credit and copyright to the writer. This can be done through co-author notation or with a brief statement on an acknowledgement page. Q: Will I have issues with the ghostwriter stealing my idea or the writing? A: Copyright law indicates that the written work is protected as soon as it is created and doesn’t have to be registered to be protected. Since you have a contract in place with your ghostwriter stating the scope of work, the fee amount, and all the terms and conditions, both the contract and copyright law will protect you in the event that the ghostwriter steals your idea or the final project. The contract will be a legal and binding document that you can take to court; however, the chances of the ghostwriter stealing your work are very slim if you have those protections in place. The ghostwriter will more likely be concerned with their reputation as an ethical ghostwriter and in building their business and clientele for future profit. Q: If I try to get my ghostwritten book published, do I have to disclose this to my publisher? A: If you’re self-publishing your project, like a nonfiction book or novel, no one ever needs to know that you hired a ghostwriter to write it. But what about if you are trying to get it published by a traditional publisher? The same applies. Through your hiring of, payment to, and contract with a ghostwriter, all rights and credit pertaining to your project are yours and yours alone. The contract ensures the work is yours, just as if you wrote the project yourself. Only you and the ghostwriter (or ghostwriting company) know otherwise. You are protected through any confidentiality and/or nondisclosure agreements made and don’t have to disclose the agreement to anyone unless you choose to. Q: Will I get to review the ghostwriter’s work throughout the project? A: As you are the person hiring the ghostwriter, you can decide if you want them to write the project all at once or if you want to review each new chapter draft. It is up to you and the writer and what you agree on. But it is highly recommended that you do periodic reviews of the work so you can make sure the ghost is not only on task but understands the scope of work as they do the writing. You need to let the writer know if they are on or off target with tone and voice, research, and the direction of your project. It’s much easier for the ghostwriter to make changes to a single chapter than to rewrite an entire project from the beginning. Q: What if I’m not satisfied with the ghostwriter’s work once they finish the project? A: This is a rare occurrence, especially if you took the time to review the draft periodically throughout the length of the project and made sure the ghost was on target as they worked. But being unhappy with the work once it is complete can happen. Assess why you didn’t like the end result, discuss this with the ghostwriter, and give them the opportunity to fix the issues. Addressing rewrites within the contract is important, and should detail solutions to potential problems. But if you determine that the project just didn’t work out, the writer is entitled to keep the upfront fee, to cover their invested time, unless otherwise stated in the signed contract. The writer’s fee might also be reverted to an hourly rate for the work completed. Q: Will the ghostwriter help me publish and market my book or project? A: Independent ghostwriters will help you with the interviewing, research, writing, and editing as a part of the project scope. It will be up to you to have any layout and design, printing, and marketing and distribution done if you are self-publishing a book project. Some may have contacts with agents or editors within traditional publishing fields which they may share with you, but this portion of the project is really up to you. This applies to books, business materials, blogs, articles, and other types of ghostwritten material. If you get your ghostwriting services through a ghostwriting company, then these run the gamut in the services they provide. Many will provide only the ghostwriting and all the elements to get the manuscript completed while others offer a whole project or book-in-a-box sort of experience. If you need the full line of services, including turning a manuscript into a hardcopy book or printed document, then you will want to check out Scribe’s book publishing services, The Ghost Publishing, or Premium Ghostwriters. Writing, regardless of the type of project, can be a daunting task. Not everyone has the skills and ability to take raw ideas, put them into written form, and make it successful. For anyone wanting to become an author of a book, novel, screenplay, article, or other type of content, hiring a ghostwriter can be the key to turning your ideas and knowledge into a published reality.

Lean Manufacturing processes

Lean Manufacturing processes Brief history of Lean Henry Ford started to use the Lean Manufacturing idea in his automobile factory designed to produce a Model T automobile. His reference to the Lean System was a system where the processing does not wait for components from other stages. He thought of it as a continuous flow of value addition.Advertising We will write a custom term paper sample on Lean Manufacturing: processes specifically for you for only $16.05 $11/page Learn More Stages that were related were linked together (Lean Manufacturing: Working more efficiently, par. 8). The Lean theory was â€Å"first mentioned in the James Womack’s 1990 book, The Machine that changed the World† (Lean Manufacturing: Working more efficiently, par. 6). Ford’s process was inflexible. It produced the same product repeatedly, and the end product could not be modified (Duque and Cadavid 71). There was a lot of inventory which resulted in wasteful use of space. Production did n ot depend on consumer demand (Lean Manufacturing: Working more efficiently, par. 9). Taiichi Ohno of Toyota came up with the Just-In-Time (JIT) production system that eliminated the large inventories that Ford design had failed to address (Lean Manufacturing: Working more efficiently, par. 10). Stages in Lean Manufacturing The first stage in Lean Manufacturing is the identification of waste. In this stage, it is recognized wastes cannot be eliminated but they can be reduced. There will always be a more efficient method of production and running business. As a result of this, continuous improvement (Kaizen) is essential (Lean Manufacturing: Working more efficiently, par. 18). A value stream map (VSM) is used to identify processes that do not add value to the end product. The second stage is analyzing the waste and finding out its source. It involves finding where the waste originated. The third stage is developing a solution to reducing waste. Some of practices used to reduce waste a re JIT, Kanban system, zero defects, Single Minute Exchange of Die (SMED), and 5S principles (Duque and Cadavid 78). After eliminating the perceived waste, the process goes back to the first stage of seeking to identify waste.Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The Toyota Production System (TPS) The TPS has been used by many organizations across the globe as the reference point when it comes to Lean Manufacturing. The TPS evolves within Toyota. It is learnt through participating in the development process (Liker and Morgan 6). Just-in-Time (JIT) in the TPS involves using Kanban to control the level of production. The Kanban displays the quantity needed in writing. Materials are moved from one task to another without interruption. The process ensures â€Å"the right parts to the right place and at the right time† (Liker and Morgan 7). The Kanban system reli es on what is needed in the stores. The TPS also uses a Jidoka system where machines are programmed to stop producing if they detect deviation from the standard size. It is also applied by employees who are required to pull a cord that lights a signal requesting for help. Assistance from a team leader is also expected to with less waiting in between, probably within seconds (Liker and Morgan 7). The Jidoka system is used to eliminate defects. The Heijunka (leveling) makes the production process smooth and continuous. Heijunka is also applied in new product development (Nepal, Yadav and Solanki 62). The TPS uses the Kaizen as a term for continuous improvement. It integrates maintenance into the normal process (Liker and Morgan 8). Kaizen is continuous improvement without causing delays. Kaizen also ensures that workers are involved in the improvement of their workstation. Mehri (23) elaborates that workers in the TPS are nurtured like in a family. Duque and Cadavid (74) explain that there are no â€Å"lean† layoffs. Criticism on the TPS The TPS system has been criticized for overlooking workers’ welfare. Mehri (24) claims that TPS has less concern about improving the lives of employees. It is more concerned about producing vehicles in the fastest way and at the lowest cost. Mehri (24) claims that utilization of minimal space is implemented at the expense of worker safety.Advertising We will write a custom term paper sample on Lean Manufacturing: processes specifically for you for only $16.05 $11/page Learn More There are very many workers in a small space (Mehri 38). The system is also criticized for its operations being too quick for workers. Mehri claims that workers have to â€Å"work every second of every minute without break† (24). The Japanese TPS uses a system which disallows employee disagreement and confrontation known as Taternae. Mehri (24) criticizes TPS for relying on purchasing designs from outside th e organization. The TPS designers are known to compare designs to emerge with a superior one instead of modifying an existing design to reach desired level of performance. It leads to higher costs because multiple designs are purchased. The TPS engineers have accumulated deep knowledge on TPS but narrowed their view on what happens outside their system. The TPS practices a form of secretiveness about its technical knowledge (Mehri 28). Some of the Companies that have applied the Lean System General Electric (GE) In 2008, GE abandoned the concept of outsourcing to reduce costs. It is now focused on the Lean System. The company started by investment in human capital. Immelt claims that GE hired â€Å"more than 300 industrial designers, engineers, and salaried team members with new skills and expertise† (45). Recruiting and training workers are part of the Lean System. Continuous improvement requires companies to retain a certain level of technical skills. Successful application of the Lean System requires inspiration from the CEO (Sim and Chiang 97). The GE factory in Louisville has been applauded for reducing the time needed to manufacture a refrigerator by 68% and the working space by about 80% (Immelt 45). The refrigerator takes 9 hours to build in some factories. The main aim of the Lean System is to reduce costs while maintaining product quality. Overall labor efficiency has improved by 30%, and inventory has been reduced by more than 60%. GE has emerged as the largest producer of jet engines through managing efficiency. It services over 50,000 jet engines (Immelt 46). GE also managed to design a GeoSpring Hybrid water heater with lower energy consumption. It is retailing at a lower cost. It is expected to create more than 1,300 new jobs through the GeoSpring Hybrid water heater project (Roulo 54).Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In Louisville, GE has also applied cooperation between trade unions and the company. Cooperation is part of the Lean System. Immelt (45) reports that the workers’ union accepted a lower wage rate for new employees. Following the new agreement, GE was seeking 450 employees but received 6,000 applications within an hour. It shows attractiveness of the Lean System which promises continuous improvement and job security to workers. Wiremold In the 1990s, Wiremold CEO used the Lean System to reduce machine setup time from 14 hours to 6 minutes (Katz 38). Machine setup time is the time needed to alter a machine to start producing a different product or part. At first, employees thought that Art Byrne (former CEO) idea of reducing the setup time from 14 hours to less than 10 minutes was unachievable. They used the Kaizen concept (continuous improvement) and machine alteration to achieve the change (Katz 38). Byrne had knowledge about the Lean System and engineering which he used to a ssist the workers. Ariens Co. Ariens Company has adopted a pull production system. Katz explains that the â€Å"company’s plants now produce kits of components based on the next production line process† (40). Lean System emphasizes producing what the next stage actually needs. The company has reduced its inventory. It has reduced cycle times from a month to an hour. Sim and Chiang (106) acknowledge the adoption of Lean System into organizational culture for results. The CEO, Dan Ariens, started by incorporating Lean System into the organization’s culture. Financial Benefits In 2005, Toyota challenged the leading global automotive makers by promising to be the next largest car producer worldwide. It had profit that exceeded $10 billion. It reported a 15% annual growth rate. Its market capitalization exceeded the combination of GM, Ford, and DCX (Liker and Morgan 5). In the supply chain industry, Alcoa is reported to have saved $1.1 billion between 1998 and 2000 b y applying the Lean System (Lee et al. 974). Nabisco/Wegman Foods implementation of Lean System yielded an improvement in sales from 36% to 50% (Lee et al. 977). Supply chains have applied the customer-pull replenishment system among other Lean System principles. Jefferson Pilot that offers life insurance policy to its customers was able to reduce the time taken to be issued with an insurance cover by 50%. Labor costs declined by 26%, and redoing tasks reduced by 40%. Premium receipts indicated an increment of 60% (Lee et al. 979). The direction taken by Lean System The Lean System is headed towards a stage where organizations seek measurable attributes that indicate that the Lean System is actually productive. Productivity is enhanced by through the JIT system. It involves reducing order flow time, order lead time, and using pulling process to manage levels of production. The annual value that is channeled through customer-pull mechanism is analyzed (Duque and Cadavid 76). Communic ation is concentrated across the team than upwards towards the management. Frequencies of information updates are used to measure the use of information systems (Duque and Cadavid 76). The Lean System has been applied in the service sector such hospitals, and supply chains. Maslaton (16) identifies single piece flow, Kanban, Value Stream Mapping, JIT, overall equipment effectiveness (OEE) and 5S as some of Lean System tools that are applicable in the pharmaceutical industry. Conclusion Customer feedback is emerging as the most useful information in the Lean System. The TPS relies on consumer views to carry out its continuous improvement programs. GE developed a low cost and power efficient Geospring water heater. Roulo (54) reports that GE collected views from about 2,000 users between 2010 and 2011. Blank (68) discusses that there is no perfect plan, and continuous improvement relies on consumer expectations. Gregory (21) explains that Six Sigma is very effective in eliminating var iations in production. On the other hand, the Lean System is very effective in enhancing productivity. Organizations around the world are trying to combine both models to get their desired result. Blank, Steve. â€Å"Why the Lean Start-up Changes Everything.† Harvard Business Review May. 2013: 63-72. Print. Duque, Diego, and Leonardo Cadavid. â€Å"Lean Manufacturing Measurement: The Relationship between Lean Activities and Lean Metrics.† Estudios Gerenciales 23.105 (2007): 69-83. Print. Gregory, Annie. â€Å"A Lean Marriage.† Works Management Magazine Jun. 2008: 18-21. Print. Immelt, Jeffrey. â€Å"The CEO of General Electric on Sparkling an American manufacturing Renewal.† Harvard Business Review Mar. 2012: 43-46. Print. Katz, Jonathan. â€Å"The Lean CEO Effect: There’s a Difference between CEOs Who Engage in Lean and Those Who Simply Encourage It.† Industry Week Oct. 2012: 38-43. Print. Lean Manufacturing: working more efficiently 2013. Web. https://www.mindtools.com/pages/article/newSTR_44.htm. Lee, Sang, David Olson, Sang-Heui Lee, Taewon Hwang, and Matt Shin. â€Å"Entrepreneurial Applications of the Lean System Approach to Service Industries.† The Service Industries Journal 28.7 (2008): 973-987. Print. Liker, Jeffrey, and James Morgan. â€Å"The Toyota Way in Services: The Case of Lean Product Development,† Academy of Management Perspectives 2006: 5-20. Print. Maslaton, Rafi. â€Å"Lean Manufacturing: Which Lean Approaches and Tools are Best Suited for the Pharmaceutical Industry.† Pharmaceutical Processing 2012: 16- 19. Print. Mehri, Darius. â€Å"The Darker Side of Lean: An Insider’s Perspective on the realities of the Toyota Production System.† Academy of Management Perspectives (2006): 21- 42. Print. Nepal, Bimal, Om Yadav, and Rajesh Solanki. â€Å"Improving the NPD Process by Applying Lean Principles: A Case Study.† Engineering Management Journal 23.1 (2011): 52- 68. Print. Roulo, Candace. â€Å"GE Uses Lean Principles, Plumbers’ Input to Design, Build GeoSpring.† Contractor Magazine Mar. 2012: 53-54. Print. Sim, Khim, and Bea Chiang. â€Å"Lean Production Systems: Resistance, Success and Plateauing.† Review of Business n.d.: 97-110. Print.

Air pollution in Shanghai, China Research Paper

Air pollution in Shanghai, China - Research Paper Example he Old city, Putua, Yangpu, and Zhabei with Chongming, Pudong, Western suburbs , Zhujiajiao and Southern suburbs making up the outer districts of the greater Shanghai city. The presence of the historic houses called the Shikumen just blends the European flair design with the Chinese houses. It is an industrial hub in china. The city is believed to rise to prominence after china lost the 1842 1st opium war. Shanghai’s climate is described as humid sub tropic. The city has two airports, with other means of transport such as use of buses, taxis, train and boats. Shanghai is located in the northern hemisphere. The latitude and longitude of the city is 31010’N,1210 28’E. The latitude with relation to the equator makes it same as Cairo, Brisbane and New Orleans. It is in the same hemisphere as Tokyo city. Air pollution is among the topics most often discussed this year in Shanghai city. The past two weeks has seen the people living in the Yangtze River delta breath air that was considered most polluted in a period of five years. Zhang, the director of the Shanghai environmental protection bureau considers transportation as the major source of pollution associate with air. Factory and emission from vehicles are considered the main pollutant in shanghai city. The measurement of the shanghai air pollution keeps on fluctuating from moderate to unhealthy for sensitive groups. Air pollution in shanghai is real. Particles in the shanghai environment tend to impair visibility due to the presence of smog in the atmosphere. Pollution in the shanghai city is caused by the emissions from the large number of vehicles in the city, dust particles, Emission from factories, coal combustions, and construction sites in various parts of Shanghai (Chan & Xiaohong, 25). Fine particles from such emissions are known to enter the blood circulation in the lung when inhaled from the atmosphere. They are therefore considered detrimental to the health of the human being. When the people

Critical Perspectives on Information--- Technology Landscape Assignment

Critical Perspectives on Information--- Technology Landscape - Assignment Example In order to learn more about the topic, this document seeks to discuss more on email use and what past research has documented about it. All the different aspects concerning email will be discussed herein. Computers have become a very much needed tool to accomplish everyday activities. They have created and are continuing to work to create an avenue for communication that has changed the lifestyle of many. Electronic mail, chat rooms and instant messaging services have made a major stride in the technology world. The most used mode of communication in the office setup and in person-to-person is the email (electronic mail). These are being carried on by people to communicate because they are seen as very good and easy to use. They are also preferred by many because of computers are used in the process of sending them. They also provide the opportunity for the workers to improve their productivity, satisfaction and also they are for the good of the organization at large (Rice R. & Bair J., pp 185-216). Among those using the Internet, the email is considered as the most important application (Katz J. & Aspden P. 1997). For example, like in Sweden, the number of people that are connected to the Internet has been doubling every year for several years now. This growth makes email a very important subject of discussion in the community that cannot be ignored. With the increase of the numbers of people who are sending and receiving emails, this also means there will be plenty of emails to read. These emails are sometimes stored and can pile to big numbers. When these are so many, the user cannot read all of them. This will push them to want to delete them. There will also be another challenge to face if the emails contain work related data that an individual might not want to dispose. At times the emails can be used as a to-do list There are various forms of communication that