...Thesis Statement: 4 Child Care Business 4 For-profit day care 5 Non-profit day care 5 Social Effects: 6 Developmental Skills: 7 Physical Skills: 8 Educational and Behavioral Effects: 8 Social problems and resolve: 9 Staff 9 Quality 10 Data 12 Pros and Cons Compared in Different Child Care Setup 16 Conclusion: 19 Works Cited 21 Executive Summary Many of the children in America and other economically developed nations are taken care by individuals who are neither their legal guardians nor their school instructors. Such organizations play a very important role in the overall development of the child, firstly they allow the parents to earn money for child’s future or in case of a single parent it allows the opportunity of employment to the parent, secondly it also helps in the development of the children by intervening in his normal course of study in his early years of studies, this mostly helps the children who are differently abled. This report brings out what is good for the development of the children, what a child care is all about and what is the viability of such an institutions? The basic motive of this paper is to bring out the positive and negative aspects of child care centres. Here, we give an outline of the quantity of kids being taken as subjects for our study; portray hypothesis and proof about the private's way kid consideration advertise; and examine hypothesis and confirmation about government policies in the child care business sector...
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...Maintaining the “Single Samsung” Spirit: New Challenges in a Changing Environment Caryn Ng Kar Yan B1102572 Keah Mei Sian B1102580 Nur Fathiha Bte Johan Ariffin B1100381 Mohd Roshan bin Mohd Yusop B0101223 Sarkunarajah S B1001971 Wan Arjunaidi Bin Awang @ Wan Abdul Halim E0300073 Abstract Samsung portrayed a very interesting and impressive success story in every aspect of development. Although they were hit hard by financial crisis in 2009, Samsung survived the ordeal with their impressive financial performance. The astonishing part of their achievement is mostly guided by internal management capability, positive aligned culture and belief system that empowering human capital is the foundation in building and maintaining a great organization. Their strong belief system in emphasizing and investing on employees well being pays off when they become the leading company beating some of the top companies such as Sony, Apple and HTC. The process and development of human capital was never an easy matter for Samsung, in fact the culture has been practiced and improvised regularly ever since 1950 to fit to the demand and maturity of the current society and technology. Nevertheless at the end, Samsung indeed make a marked in the world with sustaining a Single Samsung culture. 1. Perform a PEST on Samsung and identify the change drivers POLITICAL | ECONOMIC | * Work hand in hand with the government; consist the same agendas and values.Change...
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...Economic Revival June 2012 June 2012 © Confederation of Indian Industry Copyright © 2011 by Confederation of Indian Industry (CII), All rights reserved. No part of this publication may be reproduced, stored in, or introduced into a retrieval system, or transmitted in any form or by any means (electronic, mechanical, photocopying, recording or otherwise), without the prior written permission of the copyright owner. CII has made every effort to ensure the accuracy of information presented in this document. However, neither CII nor any of its office bearers or analysts or employees can be held responsible for any financial consequences arising out of the use of information provided herein. However, in case of any discrepancy, error, etc., same may please be brought to the notice of CII for appropriate corrections. Published by Confederation of Indian Industry (CII), The Mantosh Sondhi Centre; 23, Institutional Area, Lodi Road, New Delhi-110003 (INDIA), Tel: +91-11-24629994-7, Fax: +91-11-24626149; Email: info@cii.in; Web: www.cii.in Confederation of Indian Industry The Mantosh Sondhi Centre 23, Institutional Area , Lodi Road, New Delhi – 110 003 Tel.: 011-24621874, 24629994-97 : Fax: 011-24626149 Website:www.cii.in Edited, printed and published by: Chandrajit Banerjee, Director General, CII on behalf of Confederation of Indian Industry from The Mantosh Sondhi Centre, 23, Institutional Area, Lodi Road, New Delhi –110 003 Tel: 91-11-24629994-7 Fax: 91-11-24626149 email:...
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...Roosevelt and his Progressive party endorse social insurance as part of their platform, including health insurance. 1912 National Convention of Insurance Commissioners develops first model of state law for regulating health insurance. 1915 The American Association for Labor Legislation 1912 Teddy Roosevelt and his Progressive party endorse social insurance as part of their platform, including health insurance. 1912 National Convention of Insurance Commissioners develops first model of state law for regulating health insurance. 1915 The American Association for Labor Legislation Early 1900's 1921 Women reformers persuade Congress to pass the Sheppard-Towner Act, which provided matching funds to states for prenatal and child health centers. Act expires in 1929 and is not reauthorized. (AALL) publishes a draft bill for compulsory health insurance and promotes campaigns in several states. A few states show interest, but fail to enact as U.S. enters into World War I. The idea draws initial support from the AMA, but by 1920 AMA reverses their position. 1927 Committee on the Costs of Medical Care forms to study the economic organization of medical care. Group is comprised of economists, physicians, public health specialists, and other major interest groups. Recommendations were completed by 1932. While some members would not support the recommendation for medical group practice, the majority did endorse the idea, along with voluntary health insurance. 1929 ...
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...Notes for Interview – Industrial Relations & Human Resource Dear Friends I have prepared few questions that will help the fresher’s or beginners in interview for IR/HR deptt. I have prepared these questions from my own Experience when I was fresher and these questions were asked by HR/IR heads of various companies. So pl get print out of these notes and do prepration and crack the interview . Thanks & Regards Bhuvnesh Singh MSW 09569780456 What is the difference between PM and HR? Personnel Management is widely used few years back. The main task of PM was to maintain personal records of the employees of the organization. It was just a job to maintain the records (Database), sometime PM use to take care of the recruitment and joining formalities but never expected beyond that. Human Resource Management takes care of all the aspect, right from Strategic planning Recruitment Joining formalities Induction Training Employee relationship Handling Employee Grievances Attrition Retention Exit Formalities Define SHIFT and RELAY. Where the work of the same kind is carried out by two or more of sets of workers working during different periods of the day each of such sets is called RELAY and each of such periods is called SHIFT. Define Job? Job is a collection of task to be performed everyday. What is Job Analysis? Job analysis is the process of studying and collecting information relating...
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...emotional value – what we call ‘diamond equity’. To ensure that the journey from mine to finger meets the highest ethical standards, we have a mandatory, third party assured, code of ethical business conduct – the Best Practice Principles Assurance Programme (BPPs) – that applies not only to our own operations, but also to our Sightholders, contractors and suppliers. HIGHLIGHTS • All diamonds sold by De Beers are 100% conflict free. Compliance with the Kimberley Process and System of Warranties for 2010 was verified by Société Générale de Surveillance (p38) To support ethical standards more broadly we work with sectoral initiatives such as the Responsible Jewellery Council, and comply with and promote the Kimberley Process and the Extractive Industries Transparency Initiative protocols. Together, these initiatives assure the provenance of our diamonds and facilitate the responsible distribution of the revenues our business generates in producer countries. • No significant incidents of corruption were identified during...
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...Securing ‘Decent’ Conditions for Migrant Workers1 - should it be a part of SAARC Social Charter! Pravin Sinha2 Abstract The short term migrants are those who move to other region of the same country or to another countries for employment and intend to return the country of their docile. They are beyond the place of their permanent residence with sole intention to earn income that would help in meeting the needs of the family in a better manner. In performance of their work they face exploitation at the hands of employers as also recruiting agents. The national laws protecting the interests of workers normally remain untouched in so far migrant workers are concerned as either they are not covered or overlooked. Worst is the case with the non-officially recorded migrants. Their size is significantly large when on looks at the South Asia. The labour surplus economies of South Asia have of recent awakened to the concerns of these workers, as bilateral agreements are being entered in to. The SAARC has also adopted a Social Charter. The SAARC Social Charter is an important milestone in the area of regional cooperation. The well-written document identifies seven social areas of concerns but fails to include labour as one of them. Under the condition whether concerns of migrant worker could be included in a multilateral agreement, and if so whether it will help to check the human and labour right violations that the migrant workers the faced with? This is a big question...
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...A Group No. 3 INDEX Abstract 3 Introduction 3 Global Trend 3 Indian Trend 4 State-wise analysis 4 Sex-ratio indicators 6 Child sex ratio 6 Sex ratio at birth 7 Son preference 7 Mortality differentials 8 Social Implications 8 Brought women 9 Polyandry/abduction 9 Social fabric 10 Crime rates 10 Economic Implications 10 Labor force 11 Unorganized sector 12 Consumer Power 13 Economic status 13 Policy Constraints 14 Recommendations 15 Immediate strategy 16 Short term strategy 19 Long term strategy 20 Role of NGO’s 22 What needs to be done 24 The future 25 References 25 Abstract The rise of boy child population in India for the past twenty years parallels the experience of other Asian Countries such as China and South Korea. There were 945 girls per 1000 boys in 1991, 927 in 2001 and only 914 in 2011. India’s increasing number of rich class seems to have increased the practice of sex selection in the new technology promoted by private health sector. The new technology has aggravated the social problem of bias against girl child and continues to have caused the drastic reduction in the proportion of female children. This article focuses on appeal to government and civil society for immediate action to eliminate sex selection. The article accounts a lesson sharing experience for effective public...
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...Leading Research DeAnne Aguirre Leila Hoteit Christine Rupp Karim Sabbagh Empowering the Third Billion Women and the World of Work in 2012 Contact Information Abu Dhabi Leila Hoteit Principal +971-2-699-2400 leila.hoteit@booz.com Beirut Ghassan Barrage Senior Executive Advisor +966-1-249-7781 ghassan.barrage@booz.com Cairo George Atalla Partner +20-2-2480-1444 george.atalla@booz.com Dubai Karim Sabbagh Senior Partner +971-4-390-0260 karim.sabbagh@booz.com Milan Luigi Pugliese Partner +39-02-72-50-93-03 luigi.pugliese@booz.com Mumbai Jai Sinha Partner +91-22-6128-1102 jai.sinha@booz.com Munich Klaus-Peter Gushurst Senior Partner +49-89-54525-537 klaus-peter.gushurst@booz.com New York Reid Carpenter Principal +1-212-551-6389 reid.carpenter@booz.com Riyadh Mounira Jamjoom Senior Research Specialist +966 1 249 7781 mounira.jamjoom@booz.com San Francisco DeAnne Aguirre Senior Partner +1-415-627-3330 deanne.aguirre@booz.com São Paulo Ivan de Souza Senior Partner +55-11-5501-6368 ivan.de.souza@booz.com Shanghai Sarah Butler Partner +86-21-2327-9800 sarah.butler@booz.com Stuttgart Christine Rupp Partner +49-711-34226-916 christine.rupp@booz.com Tokyo Akiko Karaki Senior Associate +81-3-6757-8709 akiko.karaki@booz.com Booz & Company Booz & Company 1 Booz & Company wishes to thank the experts who contributed their valuable time and insights to the Third Billion Index: • Rajnee Aggarwal, President, Federation of Indian Women Entrepreneurs (FIWE) • H.E. Fatima Al...
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...This article is published in a peer-reviewed section of the Utrecht Law Review Four Case Studies on Corporate Social Responsibility: Do Conflicts Affect a Company’s Corporate Social Responsibility Policy? Cristina A. Cedillo Torres, Mercedes Garcia-French, Rosemarie Hordijk, Kim Nguyen, Lana Olup* 1. Introduction 1.1. Background and objectives This article will discuss the different Corporate Social Responsibility (CSR) issues that emerged within four multinationals (Apple, Canon, Coca-Cola and Walmart). There is no clear definition of CSR. In Corporate Social Responsibility, Legal and semi-legal frameworks supporting CSR Lambooy gives an r o verview of several definitions of CSR.1 The European Commission defines CSR as ‘the esponsibility of enterprises for their impacts on society’.2 This is the definition which is the most suitable for the c ontext of the article’s research question. As this article will focus on companies from the US and Japan, the authors also provide an overview of the focus on CSR from the US and Japanese perspective. In the US there is no governmental regulation regarding CSR or business best practices. Instead, according to findings from Bennett American, companies have a marked tendency to use codes of conduct.3 The American CSR perspective could be described as following a principles-based approach, with codes of conduct that prescribe values and principles which company members as a whole should aspire to follow. ...
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...This article is published in a peer-reviewed section of the Utrecht Law Review Four Case Studies on Corporate Social Responsibility: Do Conflicts Affect a Company’s Corporate Social Responsibility Policy? Cristina A. Cedillo Torres, Mercedes Garcia-French, Rosemarie Hordijk, Kim Nguyen, Lana Olup* 1. Introduction 1.1. Background and objectives This article will discuss the different Corporate Social Responsibility (CSR) issues that emerged within four multinationals (Apple, Canon, Coca-Cola and Walmart). There is no clear definition of CSR. In Corporate Social Responsibility, Legal and semi-legal frameworks supporting CSR Lambooy gives an r o verview of several definitions of CSR.1 The European Commission defines CSR as ‘the esponsibility of enterprises for their impacts on society’.2 This is the definition which is the most suitable for the c ontext of the article’s research question. As this article will focus on companies from the US and Japan, the authors also provide an overview of the focus on CSR from the US and Japanese perspective. In the US there is no governmental regulation regarding CSR or business best practices. Instead, according to findings from Bennett American, companies have a marked tendency to use codes of conduct.3 The American CSR perspective could be described as following a principles-based approach, with codes of conduct that prescribe values and principles which company members as a whole should aspire to follow. ...
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...AFGE 2013 Issue Papers Table of Contents Another Manufactured Crisis: What’s Next in the Fiscal Showdown………1 Federal Pay……………………………………………………………….…..…..4 Federal Employees’ Health Benefits Program……………………………….15 Official Time for Federal Employee Union Representatives………….........22 Arbitrary Cuts in Civil Servants………………………………………………..26 Sourcing: Complying with the Law……………………………………….......31 Capping Taxpayer-Funded Service Contractor Compensation……………43 Transportation Security Administration and TSOs…………………………..46 Domestic Partnership Benefits……………………………..………………….49 Employment Non-Discrimination Act……………………………………..…..55 Paid Parental Leave………………………………………………..…………..57 One America, Many Voices Act………………………………………….…....60 Department of Veterans Affairs…………………………………..……………62 Department of Defense……………………………...……….………………...71 Federal Prisons………………………………………………………………….90 Social Security Administration ……………………………………….…...…103 National Guard/Reserve Technicians ………………………...……….……108 D.C. Workers’ Issues …………………...……………………………..…..…117 Equal Employment Opportunity Commission. ……………………..……...120 Another Manufactured Crisis: What’s Next in the Fiscal Showdown? Background At the beginning of January, President Obama signed a tax deal that restored higher Clinton-era rates to those making over $450,000, and funded an extension of unemployment insurance benefits to the long-term unemployed, extended for another year the $240 monthly transit subsidy, but did not...
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...Health Insurance Portability and Accountability Act 1 Health Insurance Portability and Accountability Act Health Insurance Portability and Accountability Act of 1996 Other short title(s) Long title Kassebaum-Kennedy Act, Kennedy-Kassebaum Act An Act To amend the Internal Revenue Code of 1986 to improve portability and continuity of health insurance coverage in the group and individual markets, to combat waste, fraud, and abuse in health insurance and health care delivery, to promote the use of medical savings accounts, to improve access to long-term care services and coverage, to simplify the administration of health insurance, and for other purposes. HIPAA Colloquial acronym(s) Enacted by the 104th United States Congress Citations Public Law Stat. Pub.L. 104–191 110 Stat. 1936 [1] [2] Legislative history [3] • • • • • • • • • Introduced in the House as H.R. 3103 [4] by Bill Archer (D-TX) on March 18, 1996 [5] Committee consideration by: House Ways and Means Passed the House on March 28, 1996 (267–151 Passed the Senate on April 23, 1996 (100-0 [6] ) [7] ) [8] ) and by the Senate on , in lieu of S. 1028 Reported by the joint conference committee on July 31, 1996; agreed to by the House on August 1, 1996 (421–2 [9] August 2, 1996 (98–0 ) Signed into law by President Bill Clinton on August 21, 1996 e v t [10] The Health Insurance Portability and Accountability Act of 1996 (HIPAA; Pub.L. 104–191 [1], 110 Stat. 1936 [2] , enacted...
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...SPECIAL REPORT Top 10 Best Practices in HR Management For 2011 30610860 SPECIAL REPORT Top 10 Best Practices in HR Management For 2011 30610860 Executive Publisher and Editor in Chief: Robert L. Brady, J.D. Managing Editor–HR: Legal Editor: Editor: Production Supervisor: Graphic Design: Production & Layout: Patricia M. Trainor, J.D. Susan E. Prince, J.D. Elaine V. Quayle Isabelle B. Smith Catherine A. Downie Sherry Newcomb This publication is designed to provide accurate and authoritative information in regard to the subject matter covered. It is sold with the understanding that the publisher is not engaged in rendering legal, accounting, or other professional services. If legal advice or other expert assistance is required, the services of a competent professional should be sought. (From a Declaration of Principles jointly adopted by a Committee of the American Bar Association and a Committee of Publishers.) © 2006-2011 BUSINESS & LEGAL REPORTS, INC. All rights reserved. This book may not be reproduced in part or in whole by any process without written permission from the publisher. Authorization to photocopy items for internal or personal use or the internal or personal use of specific clients is granted by Business & Legal Reports, Inc. For permission to reuse material from Top 10 Best Practices in HR Management for 2011, ISBN 1-55645-317-5, please go to http://www.copyright.com or contact the Copyright Clearance Center, Inc. (CCC), 222 Rosewood Drive...
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...MANAGERIAL LEADERSHIP AND CULTURAL DIFFERENCES OF EASTERN EUROPEAN ECONOMIES Darryl J, Mitry and Thomas Bradley National University School of Business and Technology http://marketing.byu.edu/htmlpages/ccrs/proceedings99/mitrybradley.htm Key Factors: ~ Global Business, Colliding cultures & Changing Economies ~With the accession of the 21st Century, the developing globalization of business and other expanding pluralistic organizations we need to reconsider the topic of managerial leadership within a much larger perspective than has been the usual practice. Therefore, we offer some observations from empirical research and suggest theoretical directions. We review the subject as it relates to the challenges of transnational business and more specifically with reference to business operations in the emerging and transforming economies of Eastern Europe such as the newly independent regions of the former Soviet Union (FSU). The observed “globalization” of business is the precursor to the growing interdependency of peoples around the world; the development of a “Global Community.” This appears to be an inescapable and major event that is contributing to the dissolution of boundaries between customary disciplines of knowledge, information, technology, countries and peoples around the world. Associated with this phenomenon is an intensifying need to provide a strategic global approach in management education.(Mitry & Thomas, 2000) ~ In the new era of...
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