The Best Trees for Landscaping a Subdivision

The Best Trees for Landscaping a Subdivision In the event that youre attempting to add some greenery to your yard or region, there are many magnificent trees from which to pick. The best are powerful, local assortments that give shade and shading without requiring an excess of support. Prior to settling on your ultimate choice, study the attributes of the trees underneath to figure out which one is most appropriate to your requirements. What Makes a Good Landscaping Tree The best trees for arranging are those that are local to North America and flourish inside enormous topographical extents. These solid assortments will suffer during that time and bolster different plants and untamed life. Exotics, while delightful, will in general have one of two issues: they either proceed to create medical issues (turning out to be creepy crawly pervaded, sick, and weak) or they become a green scourge that undermines local trees and plants. In some cases they have the two issues. These trees likewise become exceptionally enormous and require critical space to help them. The Best Trees for Landscaping The trees underneath all make incredible yard trees inside the restrictions of their expected living spaces and development requirements. They come enthusiastically suggested by horticulturists and exterior decorators. Red Maple:Â The red maple is local to Americas east drift. Arthur Plotnik, in The Urban Tree Book, composes that it has gotten one of the Nations top choice if not the hardiest-road trees.Yellow Poplar or Tuliptree:Â Known for its exceptional leaves, which become very brilliant in the fall, the yellow poplar is found all through urban areas across America. Horticulturist Michael Dirr says that it is hard not to find a tulip tree throughout ones plant travels.Red and White Oak: Among the 600 or so oak species, Arthur Plotnick composes, a world class not many of these, in the correct spot at the ideal time, have propelled the sort of stunningness and legend connected to divine beings and saints. Such trees are predominantly of the white oak group.Flowering Dogwood: Found in the eastern United States and southern Ontario, the blossoming dogwood is renowned for its little red and white blossoms. Fellow Sternberg, creator of Native Trees for North American Landscapes, says it might be t he most tremendous blooming tree local to our area. Sycamore: A strong tree with dim rosy earthy colored bark, the sycamore is found in the eastern and focal United States.American Elm: Another extreme tree, the American elm is, in the expressions of Guy Sternberg, huge, seemingly perpetual, intense, simple to develop, versatile and favored with a curving, wine-glass-like outline, making it the ideal road tree.River Birch: Unlike different birches, the waterway birch has incredible warmth resistance, making it ideal for hotter atmospheres in the southeastern United States.American Holly: According to Michael Dirr, the American holly is viewed as the best tree-type evergreen holly. Throughout the years, more than 1000 cultivarsâ have been named. No Tree Is Perfect Keep in mind, all yard trees have both great and awful qualities. It is an uncommon tree that will fulfill your requirements all through its whole life expectancy on a given site. A tree can grow out of its unique reason rapidly or develop into its expected reason gradually. Understanding this idea is the way to legitimate tree planting in your yard. It is critical for you to comprehend that your tree needs early consideration subsequent to planting and right consideration as it develops. You may forever hurt your tree through erroneous situation or inappropriate consideration.

How a School Administrator Becomes an Effective Leader

How a School Administrator Becomes an Effective Leader Extraordinary administration is the way to achievement in any school. The best schools will have a viable school pioneer or gathering of pioneers. Authority not just makes way for long haul accomplishment, yet it guarantees that there will be manageability long after theyre gone. In a school setting, a pioneer must be multifaceted as they manage different heads, educators, bolster staff, understudies, and guardians regularly. This isn't a simple activity, however numerous directors are specialists at driving the different subgroups. They can viably work with and bolster each individual at the school. How does a school director become a powerful school pioneer? There is certifiably not a solitary response to this inquiry yet a mix of characteristics and qualities that yield a compelling pioneer. An overseers activities through the span of time additionally help them to turn into a genuine school pioneer. Show others how its done A pioneer comprehends that others are persistently watching what they are doing and how they react to specific circumstances. They show up before the expected time and remain late. A pioneer tries to avoid panicking in times where there might be bedlam. A pioneer volunteers to help and aid territories where they are required. They convey themselves inside and outside of the school with polished skill and nobility. They put forth a valiant effort to settle on educated choices that will profit their school. They can concede when a slip-up is made. Have a Shared Vision A pioneer has a ceaseless vision for development that guides how they work. They are rarely fulfilled and consistently accept they can accomplish more. They are enthusiastic about what they do. They can get everyone around them to get tied up with their vision and to become as energetic about it as they seem to be. A pioneer isn't hesitant to extend or to downsize their vision when suitable. They effectively look for contribution from people around them. A pioneer has both a transient vision to address quick issues, and a drawn out vision to address future issues. Be Well Respected A pioneer comprehends that regard is something that is earned normally after some time. They don't compel others around them to regard them. Rather, they procure others regard by giving admiration. Pioneers give others around them the chances to be their best. Exceptionally regarded pioneers may not generally be concurred with, however individuals quite often hear them out. Be a Problem Solver School directors face special circumstances consistently. This guarantees the activity is rarely exhausting. A pioneer is a proficient issue solver. They can discover viable arrangements that advantage all gatherings included. They are not reluctant to consider new ideas. They comprehend that every circumstance is one of a kind and that there isn't a cutout way to deal with how to get things done. A pioneer figures out how to get things going when nobody accepts that it very well may be finished. An Effective School Leader Is Selfless A pioneer puts others first. They settle on humble choices that may not really advantage themselves, yet rather is the best choice for the larger part. These choices may rather make their activity progressively troublesome. A pioneer penances individual time to support where and when they are required. They are not stressed over what they look like as long as it is profiting their school or school network. Be an Exceptional Listener A pioneer has an open entryway approach. They don't excuse anybody that believes that they have to converse with them. They tune in to others intensely and wholeheartedly. They cause them to feel that they are significant. They work with all gatherings to make an answer and keep them educated all through the procedure. A pioneer comprehends that others around them have conceivably splendid thoughts. They ceaselessly request info and criticism from them. At the point when another person has a significant thought, a pioneer gives them credit. Adjust to Change A pioneer comprehends that circumstances change and are not reluctant to change with them. They rapidly survey any circumstance and adjust properly. They are not reluctant to change their methodology when something isn't working. They will make unpretentious changes or scrap an arrangement totally and start without any preparation. A pioneer utilizes the assets they have accessible and makes them work in any circumstance. Comprehend Individual Strengths and Weaknesses A pioneer comprehends that it is the individual parts in a machine that keeps the whole machine running. They know which of those parts are tweaked, which are needing a little fix, and which might should be supplanted. A pioneer knows each teacher’s singular qualities and shortcomings. They tell them the best way to utilize their qualities to have an effect on and make self-awareness intends to improve their shortcomings. A pioneer additionally assesses the whole personnel in general and gives proficient turn of events and preparing in territories where improvement is required. Improves Those Around You A pioneer endeavors to improve each educator. They urge them to develop persistently and improve. They challenge their instructors, make objectives, and offer continuous help for them. They plan important expert turn of events and preparing for their staff. A pioneer makes a climate where interruptions are limited. They urge their instructors to be sure, fun, and unconstrained. Concede When You Make a Mistake A pioneer takes a stab at flawlessness with the understanding that they are not great. They realize that they are going to commit errors. At the point when they do commit an error, they own up to that botch. A pioneer endeavors to amend any issues that emerge because of a misstep. The most significant thing that a pioneer gains from their error is that is it ought not be rehashed. Consider Others Accountable A pioneer doesn't permit others to pull off average quality. They consider them responsible for their activities and censure them when important. Everybody including understudies have explicit occupations to do at school. A pioneer will guarantee that everybody comprehends what is anticipated from them while they are at school. They make explicit strategies that address every circumstance and authorize them when they are broken. An Effective School Leader Makes Difficult Decisions Pioneers are consistently under the magnifying lens. They are lauded for their school’s victories and investigated for their disappointments. A pioneer will settle on troublesome choices that can prompt examination. They comprehend that only one out of every odd choice is the equivalent and even cases with similitudes may should be dealt with in an unexpected way. They assess every understudy discipline case independently and tune in to all sides. A pioneer endeavors to enable an educator to improve, yet when the instructor will not coordinate, they end them. They settle on several choices every day. A pioneer assesses every one completely and settles on the choice they accept will be the most helpful for the whole school.

Setting up a Job Rotation Program in Your Company

Setting up a Job Rotation Program in Your Company Today’s workers are constantly looking for something refreshing and new. This thirst for new challenges has posed a problem for many employers, who must learn new ways to train and maintain employee motivation at high levels.One of the strategies employers are utilizing is job rotation. It’s a strategy used to keep employees challenged and motivated, as well as to provide tangible benefits to the organization. © Shutterstock.com | BoBaa22In this guide, we’ll look at job rotational programs and explain how they operate. We outline the benefits to both the employer and the employee, before setting out a three-step plan for implementing the strategy in your organization. Finally, we’ll also discuss some of the pitfalls of this strategy.WHAT IS A JOB ROTATIONAL PROGRAM?Job rotational program refers to a human resources (HR) strategy, in which organizations move around employees from one job to another.Under the program, the employee will work in different positions within the organization, instead of spending all their time in a single position. In certain situations, it can even help identify the best people for specific positions, as you are testing employees’ skills in different roles.Job rotation is typically done either within a department or a team, but there are occasions it can also be done within the entire organization. In these cases, the switch can take place between departm ents. This can depend largely on the type of organization in question, as well as the roles part of the program.Job rotational programs are used to identify, assess and develop the organizations talent readiness. In essence, job rotation serves two specific purposes:It nurtures future talent: Provides the top talent within the organization a broader experience, which can be beneficial in future roles. For example, in terms of management skill development.It cross-trains employees: The employees gain better understanding of the different roles and the ‘big picture’, which can help understand how the organization operates. The deeper understanding can improve the employee’s ability to work in their regular job position.The program is therefore efficient in preparing the organization for future challenges. It can strengthen the position of the organization in the face of uncertainty, whether it is arising from within the organization or outside of it.Job rotational programs typic ally run within specific time intervals. The length of the program can vary from business to business. The minimum length generally falls around a week, with the top length programs running for a few months.The program is suitable for all types of organizations operating in different industries. Susan Hearthfield, a HR consultant, said in a Cornerstone interview, “I can’t think of a single industry that wouldn’t benefit from job rotation”. She continued by stating, “It helps employees spread their wings and extend their boundaries”.[slideshare id=37471731doc=implementajobrotationprogramtoengageanddeveloptheworkforce-140729141246-phpapp01w=640h=330]Let’s next turn our attention to these benefits in more detail.WHAT ARE THE BENEFITS OF JOB ROTATION?Job rotation provides a number of benefits to both employees and the employer. Since the advantages on offer are available for both, job rotational program can be much easier to implement in an effortless manner.Advantages for the employeeThe main benefits for employees centre on motivation and knowledge development. A job rotational program can:Increase employee’s job motivation. The tasks differ and the employee is able to try new things as part of the job. This can make a workday much more interesting, as well as challenging, since no workday will be alike.Enhance the employee’s understanding of his or her personal interests and talents. They can find out where their true passion lies and discover new skills they didn’t know they had. This can improve their ability to perform different tasks and increase motivation to learn. The discovery of interests and talents can be especially beneficial among younger employees, who still lack the experience of the work world.Provide better networking opportunities within the organization. As the employee moves from a team to another or a department to another, they are able to make connections, which can be important in terms of future career opportunities. Boost knowledge and performance of the employee. Working in different jobs is a great way to gain more knowledge and in turn, boost performance in the required jobs. The need to adapt to new situations and to acquire new skills quickly will also improve problem-solving skills.Advantages for the employerBut job rotation isn’t just about improving employee motivation and satisfaction. There are tangible advantages for the organization as well. The program can help the employer:Decrease attrition rate. As the employees feel more satisfied and motivated with their job, the attrition rate, or the employee turnover, will drop as a result.Notice improved productivity. Employee satisfaction, as well as the increase in employee knowledge and skill set, can also help drive up the organizations overall productivity rate.Find hidden talent and nurture existing talent. As mentioned above, employees can discover hidden talents by participating in a job rotation program, which is naturally helpf ul for the employer. Identifying future talent potential becomes easier and the organization is better able to ensure employees do the jobs that they are the most suited to do.Enjoy a more flexible workforce. Preparing people for different jobs can increase the flexibility of the workforce. This means that situations, such as parental leaves or employee sickness, don’t leave the organization into a mess. Responding to changes in the workforce can be better managed, which will improve the organizations operational strength.Enhance team building across departments. The company culture can benefit from the job rotation, as people from different departments mix and create connections.Below is a short video representation of job rotation and its benefits: THREE STEPS TO SETTING UP A JOB ROTATIONAL PROGRAMWhile the benefits of a job rotational program are multiple and impact both employees and the employer, organizations shouldn’t approach the program lightly. Proper implementation of the program is necessary for success.There are three core elements to an effective job rotational program:A clear purpose for the processBefore the organization sets out to implement a job rotation, it must define the purpose for doing so. The organization should answer two questions:Why implement the program? The program doesn’t always make sense. For example, a specific department might be highly specialized, in which case job rotation can be difficult and too costly. You need to therefore understand the reason for implementing the program.What does the organization want to achieve? What are the specific outcomes the organization is set to achieve?A well-laid out planOnce the purpose and the objectives are clear, it is essential to draft a plan for implementation. The main questions to answer regarding the plan include:How can the organization achieve the goals?What are the problems the organization might encounter?A proper assessment to measure successThe final core element in volves assessing the effectiveness of the program. It’s not sensible to continue with the job rotation if it doesn’t achieve the goals or provide any other benefits to the organization or the employee. In order to establish proper assessment, the organization must answer questions such as:What are the key metrics that highlight success?How does the organization know it’s achieved the goals?Let’s now examine the three core elements further by outlining the three steps to a successful job rotational program.Step 1: Define a purpose for the programThe first step involves outlining the objectives for the job rotational program. The organization must approach the goal setting by figuring out:What the organization hopes to achieve?Which employees or departments should be involved?It’s a good idea to examine the organization and recognize any vulnerabilities that should be solved. These could be specific roles or departments within the organization.Furthermore, the vulnerability could be something like a group of people approaching retirement age within certain departments. The objective could also be about growing a specific aspect of the organization, such as increasing productivity.Step 2: Draw a plan for the processOnce the goals are laid out, you need to start drafting a plan for implementing the program. There are three essential steps to creating a plan of action:Outlining the program size, the structure and the duration. You should start from a single project first, as you don’t want to cause too much disruption straight away. Implementing the project within a single department, for example, can ensure you discover the pain points and get to tweak your plan further before expanding the program.When selecting the length of the program try to aim for a balance. You don’t want the program the be short for employees to not be able to learn the new job, but you also don’t want it to be too long in duration to make swapping to yet another position t oo difficult.Developing a proper job profile system. It’s important to create a proper job profile leaflet to ensure employees can read about the new job roles in advance. The profile should answer the following questions:What are the key aspects of each role?What are the skills needed to perform the role?You should also think about the training structure. How are the employees trained to each role? What is needed to guarantee the training is sufficient?Including a strong mentoring program. Mentoring is an essential part of a strong job rotational program. It’s crucial employees experiencing these new roles have mentors available to spur them on, but you also want to provide mentoring for the trainers and managers. This can help the participants feel more relaxed and supported, as well as provide them with crucial networking opportunities.The organization must always present the job rotational program plan to the employees before implementing it. Be aware that the program isn’ t always welcomed with open arms and you must provide adequate information, as well as time to settle, before you launch the experiment.It’s essential to focus your communication on discussing the goals and intentions behind the program. Emphasize the benefits of the program to the employees clearly, as better understanding of them can create excitement among the employees.Step 3: Create an evaluation process for each roleFinally, you need to introduce measures to examine the program’s success. You can’t fully appreciate the effectiveness of your job rotation if you don’t measure metrics or ask for feedback.First, the creation of a strong feedback culture is essential. You should remember to gather and analyze feedback from different sectors within the organization, not just the ones directly involved with the program. The whole organization should be involved, as the benefits of a job rotational program can unexpectedly spill over to other departments.For example, the HR de partment might notice job retention improves, even if you weren’t aiming for it as an objective.Furthermore, you shouldn’t be just gathering feedback, but also providing it to participants. It’s important trainers, management and the employees get positive feedback, as this can boost their motivation and commitment to the program.Second, you should create an evaluation process for each role part of the program. The evaluation process should be individualized for each participant and focus on the before and after skill set. First, you should outline the skills the employee possessed before the program and the specific role and then evaluate how the skills changed after involvement in the program.Ensure you measure the progress and development at intervals, not just at the start and the end. Interval analysis can reveal certain problems and help you fix them before they turn into a bigger issue.For example, if the employee isn’t gaining any new skills and is running low on mot ivation, you can hold meetings to try to change certain things around.THE PITFALLS YOU MUST AVOIDAs discussed earlier, it takes plenty of planning to set up an effective job rotational program. The above three steps will help an organization set up the program efficiently, but there are certain pitfalls organizations must be aware of.The most common mistakes organizations tend to make with job rotation include:An inflexible planThe plan to use should be flexible enough, as things don’t always go according to plan. During planning, implementation and the assessment the organization might find aspects of the program problematic or challenging. If at any point the plan is not found to be working properly, it must be flexible enough to be changed and tweaked.Most often, the things that should be effortlessly changed at any time include:The duration of the program. Ensure the length can be shortened or slightly increased if needed.The employee’s decision to stop participating. Someti mes employees might find themselves out of their depths midway to a job rotation. As mentioned above, participation shouldn’t be forceful and this includes the ability to leave in the middle of the program.The jobs and roles of the program. As well as changing the length of the program, you should also be prepared to swap around the jobs and roles. Certain position might turn out to be a bad mix and you don’t want to waste time and resources keeping people in roles, which are not suited for job rotation.Underestimating the workloadWhile the benefits of job rotation are plentiful, you shouldn’t expect for a miracle. Even though employees can benefit from this program, not everyone will get on board immediately. Convincing everyone in the organization to participate in the project will be a tough ask.Furthermore, the implementation process will take time and require an organization-wide effort. The training part, especially, will be a learning curve at the start. Therefore, crea ting a solid and flexible plan will be crucial for the project to succeed.It is essential to support the employees throughout the process. The process of swapping jobs with someone can turn out to be a stressful experience, even if the employee was looking forward to.In addition, the mentoring of employees and providing them with feedback will also increase the workload of employees and managers. It’s important to evaluate this increase in workload to guarantee it doesn’t interfere with the person’s ability to perform other tasks and roles.Insufficient focus only on company goals and benefitsFinally, when you are defining the goals of the project, you must pay attention obtaining employee feedback and ideas.If you narrowly focus only on the benefits to the company, the process won’t provide the same levels of success a more comprehensive set of goals would. The objectives you want to achieve should reflect both the needs of the organization and the employee.THE FINAL WORDA j ob rotational program can be a useful strategy for most organizations. It tends to work efficiently, as it doesn’t just benefit the company, but also provides advantages for the employees.Nonetheless, implementing this program requires plenty of planning and careful consideration. If the organization manages to outline its objectives, creates a strong support structure and measures the program’s effectiveness, then job rotation can help in employee satisfaction and productivity.Organizations can not only boost their bottom line, but also ensure employees learn the required skills to be more flexible and feel challenged enough to want to continue to be part of the organization.

Reforming Prisons Reforming The Prison System Essay

Reforming our Prison System With the population of the United States prisons growing every day we need to evaluate if they are doing any good. Personally, I believe that we need to keep our prison system, but we need to take steps in reforming them rather than abolish them altogether. The United States has the highest number of incarcerated people than any other country in the world. We must sit down and look at other countries and see what they are doing different than the United States. In this paper, we will first look at what the prison system in America is like and what we can do to improve upon our prison system. Then, we will also look at the Finland prison systems and see if we can learn anything from them, since they have one of the lowest incarceration and crime rate in the world. We will then look at reforming our prison system or abolishing it. Finally, we will investigate other punishment alternatives other than the prison system that we could use. Prison Systems in the United States Prison population. Prisons in the United States have changed throughout the years and became the standard for punishment. Here in America we jail on more offenses for longer periods of time than in any other country (Deady, 2014). Our prison population has increased to over 500% in the last forty years (The Sentencing Project, 2014). A lot of this is due to the crack down on crime and the war on drugs. With the influx of inmates in our prison system we must look at what our prisonShow MoreRelatedReforming The United States Prison System940 Words   |  4 PagesWestphald 1/19/2016 Reforming the United States Prison System The United States is the largest jailer in the world. With only 5 percent of the world s population and a disproportionate 20 percent of the worlds prison population the United States also has the highest incarceration rate in the world (Chamman). 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Go Ahead and Wallow in These Depressing Love Quotes

Love can make you soar with happiness. Or love can leave you sore with sorrow. Sometimes love can leave you heartbroken. You might be so much in pain from  unrequited love that you never want to love again. Such depression can take a toll on your health. The antidote to heartbreak  just might be depressing love quotes  -- misery loves company might be a cliche, but its also true. So go ahead and wallow in it for just a bit, knowing that what you are feeling is part of lifes journey and an experience shared by many through the ages. W. Somerset MaughamThe love that lasts the longest is the love that is never returned. Love is only a dirty trick played on us to achieve continuation of the species. BoethiusA man content to go to heaven alone will never go to heaven. For in all adversity of  fortune  the worst sort of misery is to have been happy. Francois de La RochefoucauldAbsence diminishes mediocre passions and increases great ones as the wind extinguishes candles and fans fires. Julie AndrewsAll love shifts and changes. I dont know if you can be wholeheartedly in love all the time. Judy GarlandFor it was not into my ear you whispered, but into my heart. It was not my lips you kissed, but my soul. OvidFortune and love favor the brave. Mother TeresaThe hunger for love is much more difficult to remove than the hunger for bread. Mignon McLaughlinHate leaves ugly scars, love leaves beautiful ones. Albert EllisThe art of love ... is largely the art of persistence. Thomas FullerThe greatest hate springs from the greatest love. Edmund SpenserAnd painful pleasure turns to pleasing pain. Thomas MooreTo love you was pleasant enough. And, oh! Tis delicious to hate you! George Bernard ShawLove is a gross exaggeration of the difference between one person and everybody else. Federico Garcia Lorca, Blood Wedding and Yerma â€Å"To burn with desire and keep quiet about it is the greatest punishment we can bring on ourselves.†Ã‚   Betty Smith, A Tree Grows in Brooklyn â€Å"I know thats what people say -- youll get over it. Id say it, too. But I know its not true. Oh, youll be happy again, never fear. But you wont forget. Every time you fall in love it will be because something in the man reminds you of him.†Ã‚   Dylan Thomas â€Å"Though lovers be lost, love shall not; And death shall have no dominion.†Ã‚   George R.R. Martin â€Å"When the sun has set, no candle can replace it.†Ã‚   Lana Del Ray â€Å"No one compares to you, but theres no you, except in my dreams tonight.†

RMG Industry of Bangladesh Free Essays

string(113) " Bangladesh ARM industry as a ‘Monster Industry that now threatens to â€Å"devour† the government\." Currently, there are approximately 5000 manufacturing units with a 4. Million work force (Wisped 2012). Bangladesh does not have any natural advantage to flourish in ARM sector except cheap labor (Islam 2012). We will write a custom essay sample on RMG Industry of Bangladesh or any similar topic only for you Order Now Undoubtedly, the dedicated work force with relatively low wages is the key driving force in this sector. It gives Bangladesh a competitive edge over the rivals. But unfortunately, employee satisfaction in the ARM sector seems to be fading. Since May 2006, the ARM sector has been beset with very serious labor unrest. The major disputes concern wages, working hours, appointment procedures, forced labor, child labor, health and safety, security, gender discrimination, sexual reassessment and trade unionism. Non-compliance of workplace health, safety and security regulations are prevalent in the industry. Due to hazardous factory environments many workers become sick or injured, or even lose their lives through accidents, fires and stampedes. Both the BAGMEN and the Government are showing ‘Ostrich-Approach’ in this regard, perhaps on the plea of maintaining price competitiveness in the global market. However, recent tragic fire incident at Instructions Étagà ¨re Garments factory has given a wakeup call for both the BAGMEN and the Government. The cancellation of equines ties by the world famous retailer Wall-Mart is seen by many as a disturbing and threatening symptom for ARM sector. At this backdrop, question arises behind the apparent success story of the ARM industry, â€Å"Does the ARM industry in Bangladesh perform its ethical responsibility towards employees? Can we term this industry a successful one? † A clear answer is essential for the continuous growth and sustainability of ARM sector in Bangladesh. This report shall present the answer to the aforementioned questions with considerable details. 1. 2 Objectives The broad objective of this report is to present the performance of the ARM industry f Bangladesh. To do so, we will first evaluate the industry from the traditional concept of business: profit-minimization and growth. Secondly, we will gauge the industry performance from ethical dimension focusing mainly on the workers socio- economic condition. 1. Scope This report will be based on the ARM industry of Bangladesh only. No comparative data will be available about other countries. Also this report will not include the employee rights of other industries in Bangladesh. 1. 4 Limitations Limited timeshare which has affected the survey and interview process Inadequate primary data Confidentiality of information 1. 5 Methodology To achieve an effective result both qualitative and quantitative research has been conducted. Qualitative research, mainly exploratory in nature, was carried out to study the entrepreneurs’ ethical responsibility in ARM sector. Some in-depth interviews have been conducted for better understanding of the working conditions at various factories. An extensive literature review has also been carried out to collect relevant information on the subject issue. In addition, a survey was conducted on a sample size of 25 respondents using random sampling technique. This has helped in ascertaining the compliance of employee right as per law. Data analysis and presentation has been conducted as per frequency analysis method. Primary Data: Primary data for this research work includes the following- Case study of randomly selected garments workers Survey of the workers with a set of questionnaire Structured interview with legal and human right experts Unstructured interview with few top level managers of garments industry including BAGMEN officials Secondary Data: Review of related articles, books and research works on ARM sector of Bangladesh Online Journals and company websites Available official data from BAGMEN . Literature Review There is no universally accepted definition of ethics. It varies from culture to culture, society to society and of course, from industry to industry. The principles, values, and beliefs that define right and wrong decisions and behavior can be termed as ethics (Robbins 2010. P. 101). Moreover, ethical values relate to what is right and wrong, and thus take precedence over non-ethical values when making ethical decisions (Powers 2012). A simpler yet comprehensive definition of ethical conduct is given by Bertrand Russell. He says, â€Å"An ethical person ought to do more than he is required to do and sees than he is allowed to do. The common perception about Bangladesh garments industry portrays one apparent success story. M. Surreal Islam in his write-up titled Wakeup Call for Government and ARM Sector Leaders’ praises the ARM sector entrepreneurs. He considers that they have done a lot to be proud. They have given Bangladesh economy its biggest boost. With it over 5000 factories the industry employs nearly 5 million workers, an d has been a basic factor of women empowerment in the country. However, the writer also expressed his concern over the low wage of the workers in the industry in the name of price-competitiveness. He mentions that the ARM workers receive IIS$ 45 monthly payment today at their entry level. The writer compares such low wages and the associated working conditions as a case of slave labor (Islam 2012. P-11). Md. Joanna Abiding in his research paper titled ‘Overall Problems and Prospects of Bangladesh ARM Industry expressed his concern over the labor disturbances in ARM sector of Bangladesh. He mentions that garment workers remain one of the hardest working segments of the labor force in Bangladesh. Their working conditions and benefits must improve as the industry matures. Abiding recommends that investing in worker-training and in improved irking conditions will certainly enhance productivity and growth. The writer urges that the factory owners must be proactive instead of being reactive regarding this important issue (Abiding 2008). Following the recent Unchristian Étagà ¨re Garments Tragedy, The Wall Street Journal’s editorial page writer Joseph Sternberg expressed his deep concern over the lack of ethical responsibility in the ARM industry of Bangladesh. In his article, appropriately titled â€Å"Why Dacha Keeps Burning† the writer has flagged what is wrong in the industry. He mentions that ARM industry in Bangladesh is inefficiently and insufficiently developing. The writer criticizes special labor rules, including a ban on unionization, and regulated pay rates that depress wages in the name of competitiveness. Finally, he brands Bangladesh ARM industry as a ‘Monster Industry that now threatens to â€Å"devour† the government. You read "RMG Industry of Bangladesh" in category "Papers" 3. Business Performance from Traditional View 3. 1 The Growth of ARM Industry ARM industry is the biggest homegrown commercial success story till date in Bangladesh. The industry has significant contribution in employment generation, poverty alleviation and women empowerment. As a garment producer for the global market, at present Bangladesh ranks second, behind China only. More than four million workers, mostly women, are employed in approximately 5,000 garment factories. This sector has acted as an engine behind the country economic growth. Undoubtedly, the industry has made a significant socio-economic impact in contemporary Bangladesh. 3. 2 Profit Minimization: The Traditional Purpose of Business At present ARM industry earns around IIS$19 billion per year which accounts for approximately 80% of country total exports and around 17% of total economic output (Sternberg 2012). The percentage of ARM export to the total export of Bangladesh in last ten years is shown on the chart below: Figure-I: Percentage of ARM Export to the Total Export Source: Statistics Department, Bangladesh Bank. 3. 3 Potentials for Rapid Growth of Bangladesh ARM Industry McKinney Company; a reputed global management consulting firm predicts that Bangladesh ARM exports will grow double by 201 5, and nearly triple by 2020 (McKinney 2011. P-22). Bangladesh is widely expected to become the top producer replacing China by virtue of its price competitiveness and capacity. The industry is expected to expand up to IIS$ 50 billion by next ten years. McKinney initiated a case study to know about the sourcing preference of the European and US apparel companies, accounting for IIS$ 46 billion in total sourcing value. They conducted an extensive interview based survey where the respondents were the Chief Purchasing Officers (COP) of the leading apparel players in Europe and US. Due to the rising labor cost in China, most of the buyers now consider Bangladesh as their alternative source. While China was once considered â€Å"the place to be† for sourcing, the light is starting to shine ever brighter on Bangladesh. For most Cops, Bangladesh will be the No-I sourcing hot spot over the next 5 years. (McKinney 2011. P-4). The result of the survey is shown below: Figure-2: Sourcing Preference of European and US Apparel Companies Source: McKinney COP Survey, September-November 2011 So, from the traditional understanding of business, the ARM industry of Bangladesh can surely be called as a successful one. 4. Performance of ARM Industry from Ethical Dimension 4. 1 Compliance of Safety and Health Regulations The recent Unchristian Étagà ¨re Garments fire accident at Savor claimed 112 lives. They were burnt alive inside the factory while they were working to earn their bread and butter. The most serious part of the tragedy was that the workers were locked inside a steel gate at each floor even after the fire went out of control. The fire service trucks and the equipment could not reach timely as the access road was built on agricultural land. These are serious flaws in compliance that BAGMEN officials tried to explain off later. Almost similar compliance failure is found in many of the factories till now. Compliances required factories to have two staircases to be built in each floor, and also to have a fulfillment doctor for the medical service to the workers. But most of the factories are yet to achieve that (Islam 2012). 4. 2 Maternity Leave: A Basic Woman Right Majority of the ARM workers in Bangladesh are women. They are often fondly called ‘Pashas Joana’; the daughters of garments. Everyone in the industry recognizes that ARM industry survives, and grows with their sweat. We wanted to know the industry performance about one of the basic need in every woman’s life: Maternity Leave. Finding of our survey is shown below: Figure-3: Compliance of Maternity Leave in ARM Industry Source: Survey Conducted for the Research. 4. 3 The Issue of ‘Minimum Wage’ It is, if not, the most controversial, at least, the most discussed issue regarding employee right in the ARM sector of Bangladesh. Tripartite body with representatives from Government, BAGMEN and Workers’ Association agreed with the minimum wage of TX 3500. Most of the factories were also found compliant with this wage policy. We initiated a case study to have a feel’ of this minimum wage. One three member family; a couple with a 2 years baby was selected where both the spouses were ARM workers. Their monthly income was TX 9400. We made a balance sheet of their monthly earning and expenditure. Table-I : Balance Sheet of ARM Workers’ Earning and Expenditure-A Case Study Earning Expenditure Husband 5200 House Rent 3500 Wife 4200 Baby Food 1 500 Medicare and others 1 oho Total earning Total expenditure 11000 *They often compromise with the bare minimum food they expect to eat to live It reminds the Bertrand Russet’s saying, ‘An ethical person ought to do more than he is required to do. Surely, the entrepreneurs in ARM industry can do more than what they are doing for the ARM workers. And, mere compliance with the minimum wage policy is not ethical. 4. 4 Enforced Labor Mr. Safaris Islam, the president of BAGMEN said in an interview on AY Jazzier television that there is no enforced overtime in Bangladesh ARM industry. However, our finding contradicts wh at the top man of BAGMEN claimed on international media. Enforced overtime is a common practice in many of the garments manufacturing units. The factory owners tried to Justify that they are sometime compelled to do so to meet the buyers’ timeline as supply of raw material often gets delayed due to poor infrastructure in Bangladesh. The state of enforced labor in ARM industry of Bangladesh is shown in the next page: Figure-4: Forced Labor in ARM Industry 5. Conclusions Many have labeled the recent unrest in the ARM industry as a conspiracy to destroy the potentials that Bangladesh enjoys. However, we feel that there is no a conspiracy theories, but disturbances in the ARM sector. These disturbances are the legitimate outpouring of the frustrations of those whose sweat makes a IIS$ 20 billion earning for our nation. From the classical business concept of making money, we can surely term the ARM industry a successful one. But, when we look at it from the ethical dimension, the performance appears to be ‘dark which is evident from the poor socio-economic condition of the ARM workers. They are living a life where even the basic physiological needs are not met. If a US$ 20 billion industry fails to uplift the workers lives above the level of ‘slavery, as many term it, that cannot be called successful. How to cite RMG Industry of Bangladesh, Papers

Marketers Play A Very Crucial Role In Directing †Free Samples

Question: Discuss About The Marketers Play A Very Crucial Role In Directing? Answer: Introducation Marketers play a very crucial role in directing their target markets towards sustainable consumption. They educate their customers about the products and their utilities. They have to play a crucial role in educating their customers about the importance of sustainability and sustainable consumption. However it is often argued that the business organizations do not play enough roles to encourage sustainable consumption among customers. There are several opinions which can be stated in support of the statement. First, the marketing companies sell inorganic products to this huge customer base at cheap price to earn huge revenue. These multinational companies have their stable customer bases who buy these inorganic products. For example, most of the automobile companies even today manufacture car models which use petroleum and cause a lot of pollution. The FMCG companies do not have many organic and sustainable products in the product lines because organic products are sustainable but costly (Du, Yalcinkaya and Bstieler 2016). Such products are not likely to attract a huge customer base in the emerging markets which is liable to reduce the profit earnings of the companies. These multinational companies like the automobile and the FMCG companies market and sell the inorganic products at low prices to a huge customer base and earn huge profits. Thus, the marketers instead of directing their customers towards sustainability, direct their target customers towards use of inorganic products (Savola inen et al. 2013). Second, the marketers encourage consumption of sustainable goods by their own business conduction. The multinational companies are expected to set examples of sustainable consumption by using raw materials obtained from sustainable supply chains. However, instead of obtaining raw materials from sustainable sources, they often buy low graded synthetic raw materials to save costs of raw materials (Brandenburg et al. 2014). This results in manufacturing of low graded material which fail to meet customer expectations. Often these inorganic and synthetic chemicals harm the consumers health. The companies keep on selling these products or sometimes withdraw them temporarily to avoid controversies and then reintroduce these products again. Thus, the marketers and companies today discourage sustainability by acquiring raw materials from non sustainable sources (Seuring 2013). Third, all the companies have sustainability as a part of their core business policies but very few companies actually towards achieving it. The business organizations, especially the multinational companies are present in several countries and use the resources of their host countries to produce goods. Many multinational companies have powerful subsidiaries in the emerging market economies like India and Brazil. These companies are often accused of over exploiting and depleting natural resources of their host countries. For example, the international beverage companies are often held responsible for depleting water resources in their host countries. This often draws protest from various NGOs and communities. They also attract legal actions from the governments (Brown 2017). All these unethical activities by the companies often contradict the corporate social responsibilities. These controversies often create such a strong negative image in the society that they are not in the positi on to promote sustainable consumptions of goods. Thus unsustainable business operations by the companies like depleting of natural resources weakens their corporate image and prevents them to encouraging sustainability (Venables 2016). Fourth, sustainable operations require adoption of new modes of operations to manage and reduce wastes and loss of materials due to lack of warehousing facilities. This requires the companies to invest huge amount of capital to install new advanced sustainable technology and training of the staffs to use the sustainable technology. The companies are required to set up sustainable waste recycle management plants and windmills which require huge initial investments. The multinational companies often instead of recycling wastes dump them into water bodies (Ferrari, Miyamoto and Ferrari 2014). This irresponsible and unethical actions of them result in degradation of environments and depletion of water bodies, thus devastating plant and animal lives. It can be noted that the industrial sector is responsible for dumping trillions of wastes into the water bodies each year followed by the household sector which is composed of the consumers of the companies. This analysis shows that the uneth ical dumping of wastes by the multinational marketers and producers actually encourage their consumers by follow their suits. Thus, the business organizations do not take up initiatives strong enough to promote sustainable consumption. It can be argued that they instead to promoting sustainable consumption, advertise unsustainable consumption and dumping of products by these actions of theirs (Park, Lee and Jun 2015). It can be concluded that though the companies are expected to encourage sustainable consumption of products among consumers, they do very little in that direction. The companies first of all sell inorganic cheap products and encourage consumers to use them to huge revenue. Secondly they often used low quality inorganic raw materials and promote the usage of unsustainable products among customers. Third, they themselves engage in depleting natural resources and are not in position to promote sustainability. Fourth, sustainable operations initially require heavy investments in plant and machinery and companies usually avoid them to reduce costs. The companies however promote sustainability through their CSRs which is too weak to counteract the impact of these unsustainable operations by companies and promote sustainable consumption among customers. Thus, the companies take insufficient initiatives to market sustainable consumption among consumers. References: Brandenburg, M., Govindan, K., Sarkis, J., and Seuring, S. 2014. Quantitative models for sustainable supply chain management: Developments and directions.European Journal of Operational Research,233(2), 299-312. Brown, P. 2017. Coca-Cola plant must stop draining water. [online] the Guardian. Available at: https://www.theguardian.com/world/2003/dec/19/india.sciencenews [Accessed 11 Aug. 2017]. Du, S., Yalcinkaya, G. and Bstieler, L., 2016. Sustainability, social media driven open innovation, and new product development performance.Journal of Product Innovation Management,33(S1), pp.55-71. Ferrari, G., Miyamoto, M. and Ferrari, A., 2014. New sustainable technology for recycling returned concrete.Construction and Building Materials,67, pp.353-359. Park, S., Lee, S.J. and Jun, S., 2015. A network analysis model for selecting sustainable technology.Sustainability,7(10), pp.13126-13141. Savolainen, J., Niu, N., Mikkonen, T. and Fogdal, T., 2013. Long-term product line sustainability with planned staged investments.IEEE software,30(6), pp.63-69. Seuring, S. 2013. A review of modeling approaches for sustainable supply chain management.Decision support systems,54(4), 1513-1520. Venables, A.J., 2016. Using natural resources for development: why has it proven so difficult?.The Journal of Economic Perspectives,30(1), pp.161-183.