...ADMAP REVIEW OF THE MOVIE – INSIDE JOB Rohan Rambhia | PGP-10-155 Inside Job is an exemplary recount of how administrator’s role when exploited to form risky administrative strategies by means of faulty processes lead to a crisis of the stature of the recession of 2008. It is a comprehensive documentary which narrates the history of the collapse, not only going into great, informative depth about the risk-based strategies that put the global economy on the line, but looks back to the rise of the financial industry. The biggest question which the documentary arouses is that knowing what happened, why are the miscreants not being punished? As the director, Charles Ferguson, himself stated while receiving the Oscar, “Forgive me, I must start by pointing out that three years after our horrific financial crisis caused by massive fraud, not a single financial executive has gone to jail, and that's wrong.”1 Lets us first look at the prelude (context) of this financial crisis: ADMAP REVIEW OF THE MOVIE – INSIDE JOB The Clinton era (1990s) worked as a bridge between the Wall Street and the government. More and more Wall Street CEOs gained access to the government, taking up administrative positions like 2 • Robert Rubin On Wall Street: Chairman and COO of Goldman Sachs For the Government: Secretary of Treasury under Bill Clinton Laura Tyson On Wall Street: Board director of Stanley Morgan For the government: Chair of the US President's Council of Economic Advisers during...
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...The story begins in Iceland, a stable nation with low levels of criminality, a wise and strong educational system and powerful in both stability and its financial systems. However, the global crisis of 2008 cost 10 million people to loose their jobs, savings and even their homes. The unemployment rate in Iceland tripled and the government regulators who were in charge of taking care of its society allied to side of bankruptcy. In 2008, Iceland was in the brink of bankruptcy. In a scenario repeated in the United States (US) the financial regulators failed to raise the alarm or halt the reckless borrowing. What the Banks and financial institutions have done over the years has enriched themselves as companies and individuals at the expense of the greater good of other and the economy and environment as a whole, forcing high short term returns at the cost of not doing long term investment in plant, products, training and environmental protection amongst others. Instead they have used the power and influence that they have to further reduce the legal restrictions on what they and prevent any meaningful increase in regulation, permitting only window dressing laws that do little and are easily circumvented. This has given them more power and influence with which they get further concessions and so acquire more money and so on. With the financial crash in 2007 the reason why such regulation was needed became obvious, but again the financial sector used their power to prevent any meaningful...
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...INSIDE JOB This movie is definitely explores to us what happened in 2008 – the huge financial crisis,which at a cost over $20 trillion, caused millions people to lose their jobs and homes in the worst recession since the Great Depression and almost resulted in a global financial collapse. Since this film is a documentary the ideas are mainly developed through interviews with the wall street financial elite, economists, government officials, financial consumers .The reason for that is to demonstrate objectively real data, materials, to give and prove the audience reasons for the crisis back in 2008.But besides all of that it also shows what should we be aware of and what can actually lead to a present crisis in our days. The film is really worth watching, because it presents to us very the harsh reality- financial industry,gives us a clear view of complicated financial structure especially in the US. Virtually, it implies the domino effect generated by political system, bachelors, and all society in the whole financial system. Therefore, the documentary is called Inside Job which exposures all inside works in this deep and intricate economic circle. There are five parts---how we got here, the bubble, the crisis, accountability and where we are now--- all of them describe the causes that made the financial crisis happened, and why. Inside Job clearly shows that which role that bankers, economists, and government officers, professors played to cause financial crisis and reacts...
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...Term Papers, Essays and Research Documents The Research Paper Factory Join Search Browse Saved Papers Home Page » Film and Music Inside Job- Review In: Film and Music Inside Job- Review “Inside Job” Movie review -Deepshikha Dubey SYBCOM (Hons) Roll number-1071 ‘I nside job’ true to its title, is an exasperating documentary about the actual causes and consequences of the financial crisis of 2008. Directed by Charles Ferguson and narrated by Matt Damon, the movie is not a piece of muckraking or breathless support. It rests its infuriation on proper reason, research, figures and careful argument. Several interviews of eminent personalities from political, financial and academic backgrounds, along with news clips and aerial shots of New York, Iceland, London and other disaster areas — are all in there! Though dealing with a very complex issue, the movie has beautifully dealt with the topic and made it much easier for common man to understand the reason behind the nerve wrecking recent financial crisis that hit USA and then the world’s economy. The film is divided into five main parts, covering a wide scope- Who, what, when, why, how… it is all answered! Unlike most other documentaries that have been released over the past several years, ‘inside job’ bases its arguments on numbers and facts and doesn't just emotions. The first part of the movie- “How we got here?” Takes the viewers back to history in the 1930s...
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...Ideologies and Ethical implication of Society [Name of the Writer] [Name of the Institution] What moral obligation Government has to citizens and Communities The matters of every Country existed in this universe is handled by certain group of people that are elected by residents of that country is called Government, this elected body of people has certain moral, ethical and Social obligation toward their citizens. On the basis of following ethical concepts the moral obligation of the government will be discussed by providing clear examples from the Inside jobs Social Contract theory The basic concept of social contract theory is that it provides the need to maintain social order among them to maintain the level of ethical morality, it is very important to develop such order in order to leave the life among each other with mutual respect and trust. According to modern authors like Hobbes who explained that without social contract the live of the people will be dangerous as everyone will be willing to do what he wants (Browne, J, K, 2008). There are four important factors that every individual require to live the life comfortably and if these are not provided and society without any mutual agreement will be doomed • Equality of life: (all the basic needs like food, clothing and shelter must be equally provide to everyone) • Scarcity: (supply of food, clothes and shelter is limited so if it is not equally distributed that economic scarcity...
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...PROGRAM Organizational BehaviorPersonal Reflection About Job SatisfactionSubmitted by ; Mr. Lynn Pyi(Austria) Submitted to ; Dr. Ioan Voicu | Student ID ; 5819019 | | Date; 21, September, 2015 | Personal Reflection of Job Satisfaction Job satisfaction is a pleasurable or positive feeling about a job and it is one of most important job attitudes. Some believe it is simply how content an individual is with his or her job, in other words, whether or not they like the job or individual aspects of facets of jobs, such as nature of work or supervision. Others believe it is not so simplistic as this definition suggests and instead that multidimensional psychological responses to one's job are involved. Job satisfaction of employees improves the organization or company’s advantages. A person with a high level of job satisfaction holds positive feelings about his or her job, whereas a person with a low level holds negative feelings. Job satisfaction scales vary in the extent to which they assess the affective feelings about the job or the cognitive assessment of the job. Affective job satisfaction is a subjective construct representing an emotional feeling individuals have about their job. Job satisfaction can also be seen within the broader context of the range of issues which affect an individual's experience of work, or their quality of working life. Job satisfaction can be understood in terms of its relationships...
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...National Intelligence. The job of a civil liberties protection officer is to work with the government's various intelligence and security agencies to ensure Americans' civil liberties and privacy rights are protected. That officer works with a large team of professionals to make sure that US intelligence-gathering and surveillance activities are constitutional and do not violate any laws. There are several layers of oversight for various activities, ranging from laws and agency regulations to oversight boards, congressional committees, and special courts, such as the Foreign Intelligence Surveillance Act (FISA) Court. These bodies are all charged with ensuring the legality of security programs, and protecting civil liberties and privacy is a responsibility that everyone who works in the intelligence community takes very seriously. Many Americans probably don't know that there is a senior official whose job by law is to help ensure that civil liberties and privacy protections are built into intelligence programs. I am that official—the "Civil Liberties Protection Officer." I engage with the director of national intelligence and other intelligence officials to oversee and guide intelligence activities. I...
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...need. Human service jobs have the potential of being highly stressful, due to the large workloads that many faces in these positions. Due to the high-stress levels of these jobs, it has been shown that using an incentive program, encourages and motivates these employees. The needs of each employee need to be adequately met, as well as maintain a fine balance between the goal of the organization. Finding and establishing a reward system that works for both the employees of an organization and the people they serve, is the tricky part, because "the most effective plans are custom designed to fit the organization's objectives and cultures", (Cissell, 1987). When an organization establishes a reward system, they need to reward work that is beyond what is expected of each employee. If employees are rewarded for what is expected of them, then they would not feel the need or desire to perform above and beyond normal work performance. Many employees are self-motivated, by different types of intrinsic motivation factors, such as their pride in their work, opportunities for self-development and the thought of improving. Other employees function better when organizations use extrinsic motivation, such as an increase in pay, promotion opportunities and respect from co-workers. Both forms of motivation, along with incentive programs have shown an increase in productivity, momentum and effectiveness inside of an organization. When establishing a reward system inside of an organization...
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...rewarding. Seeing the new location grow into thriving businesses will show the store owner that he made a great discussion. Many key components will be among the challenges and will include job design, organizational design, recruiting strategy and methods, and training and performance appraisals. Job Design The first task will be to complete the job design process. A successful Dunkin Donuts location requires many different job functions to be executed. Baack, D., Reilly, M., & Minnick, C. (2014) describes the job design process as: Job design involves identifying appropriate, job-related knowledge, skills, and abilities to ensure that assigned work can be completed successfully. Designers consider the work, the environment, and the impact of the work on employees. The standard approach to job design involves three steps: job analysis, job description, and job specification. (Chapter 4.2) Each one of the steps has to be completed for every job function inside the new store locations. The job analysis has already been provided by the Dunkin Donuts franchise operations center. The same goes for all the job descriptions needed to staff fully each new Dunkin Donuts store location. The job specification is open to interpretation and could use some improvement. Many of the job functions can be performed by several multitasking employees, but this can also cause an employee to fail due to...
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...depend on. In fact, successful employee management involves obtaining high performance from each employee, and therefore high engagement with the organisation. This introduces us to the notion of employee engagement. Delving into the origins of this notion, it became famous in 1990 when William Kahn provided the first formal definition of employee engagement. In his book titled “Psychological Conditions of Personal Engagement and Disengagement at Work,” he defines employee engagement as “the harnessing of organisation members' selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances”. As we can see in this definition, employee engagement is distinct from job satisfaction or commitment. In fact, employee engagement involves levels of effort and performance that surpass typical expectations. It is the intention of this essay to discuss the understanding of this notion as well as the strategies organisations can use in order to increase the level of employee engagement. In order to do so, we will first provide a further study of the notion, as well as its contemporary evolution. Finally, we will look at the strategies organisations could use in order to increase their employee engagement. The complexity of today’s organisations is explained by constant technological development which, while making life easier, also plays a critical role within every...
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... S. and Wee Chong Hui on this topic is lack of explanations on how the companies use the recruitment process to attract, screen, and select the qualified person for the job. For this research the hypotheses that can recruit the right person for the right position to improve the work place. 2.0 Research question How effective is a recruitment process in the government sector? 3.0 Importance of the research This research is important as to prove that right recruitment of employees do have impact on their job performance. This study will help the employers to understand the importance of the right recruitment of the employees especially for those who are working in the government and private sector. In other hand employers can use this research study as guideline to recruit the employees. 4. Literature Review 4.1. E-recruiting process Finding a job in government sector can be a frustrating experience for many people; the process is long and convoluted, and can be very confusing especially when the government uses e-recruiting process. For a candidate getting screened in means getting through the initial electronic sorting process, because candidate's CV or résumé might not get seen by the people who are doing the hiring; the truth is that most CVs sent in for government jobs get screened out and discarded by the computer system before human eyes ever even see them. Now days "Corporate recruiters and...
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...centers have to become creative in examining the combination of talents needed to uphold sufficient patient care as well as increase training curricula that see past the urgent staffing requirements, (Hauff, 2007 June). Human Resources Management’s Role The role of the HRM includes such things as job recruitment, conducting interviews, selecting the staff, performance reviews, compensation for the job performed, performance reviews, and training the staff to do the job that was developed. In addition to establishing job relatedness for legal purposes, job analysis is helpful for the understanding of the HRM duties. For example in recruitment job examination can assist the HR division produce a superior-quality collection of job candidates by producing a simple explain of the job for broadsheet ads that can be designed with already trained applicants. A member of the HR section normally conducted the interviews of representative ideal for the job positions present using a prepared conference. The prepared conference involves a sequence of work-related inquiries that each candidate answers in the same order. The job analysis used helps to establish if a candidate for a precise job must be obliged to undergo a persona test or any additional type of test. For instance, a persona test that measures sociability could be acceptable for choosing a life insurance sales...
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...Yvette Bailey DeVry University Professor: Patricia Meunier-Muenks HRM-430-67386 Compensation & Benefits Compensation Challenges for Wisconsin Electric April 16, 2016 Executive Summary The point of this paper is to look at the compensation challenges inside of Wisconsin Electric (WE Energies) and make a pay methodology that will benefit the organization, as well as the representative. With the steady change in today's business world, to have an upper hand makes it troublesome for managers to pull in and hold the most skilled representatives. Recognizing the organization's compensation procedure guarantees the organization offers the right pay and pay increases in compensation to keep top employees. When we hear the word compensation we consider paying a worker for their work performed, however, there is substantially more to compensation. Compensation and benefits, "incorporates not just compensation, but also the direct and indirect rewards and advantages the representative is furnished with consequently for their commitment to the organization. To decide compensation, companies should build up a pay and compensation program that diagrams a fair process for repaying workers" ("Compensation and Benefits," n.d.). This approach is a critical piece in helping HR to deal with staying aggressive and successful in the worldwide business sector. All through this paper we will talk about the compensation and benefits methodology of WE Energies and recommendations on the...
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...Software Applications For my report I have selected to use one software program that works directly with management, finance, and accounting departments inside a business. Sage Peachtree Pro is a helpful tool for small-businesses. Peachtree works very well with Microsoft Office programs and has many tools that can help a business struggling with accountability and organization. Sage Peachtree Pro 2011 is a software program for small businesses to give tools needed for management, finance, and accounting. Sage Peachtree links directly with Microsoft Word and Excel to create financial reports and print out flyers for marketing. Peachtree has a detailed job revenue system that shows a business’s spending, estimated profits of a certain job, and how long a job is scheduled to last. Creating individual departments inside Peachtree will allow the user to create detailed budgets that will assist in schedule and planning of a job. A manager can create individual reports for each job center that helps assists in program control and oversight. The program screen has a business status page that has charts and graphs showing key company data such as account balances, customers who have debts outstanding, and vendors who have not been paid (Murray, 2009). Paying bills online is an easy task with Sage Peachtree. Setting up payments is easy and with Peachtree the user can create the date for a payment in the future, this can be very important tool for many businesses. Each transaction...
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...PHRM KÁTIA VASCONCELOS TABLE OF CONTENTS INTRODUCTION RECRUITMENT FUNNEL PHASE 1 - CV REVIEW PHASE 2 – PHONE INTERVIEW PHASE 3 - FACE TO FACE INTERVIEW PHASE 4 - COMPLETE ONLINE QUESTIONS PHASE 5 - PREPARE TASKS PHASE 6 - LINE MANAGER INTERVIEW PHASE 7 – MEDICAL EXAMS PHASE 8 – JOB OFFER COSTS AND TIME INVOLVED PHASE 1 – CV REVIEW PHASE 2 – PHONE INTERVIEW PHASE 3 – FACE TO FACE INTERVIEW PHASE 4 – COMPLETE ONLINE TEST PHASE 5 – PREPARE TASK PHASE 6 – LINE MANAGER INTERVIEW PHASE 7 – MEDICAL EXAMS PHASE 8 – OFFER TIME LINE FINAL CONCLUSIONS – OUTSOURCING? 3 5 5 5 6 7 7 8 9 9 11 11 12 12 13 13 14 14 14 17 ERROR! BOOKMARK NOT DEFINED. 2 INTRODUCTION The following assignment has the main objective to design a recruitment process for Harrods, a British institution operating for 162 years. With a unique reputation Harrods is associated with Britain, Luxury, Sensation and Service. In order to keep the standards of the organization...
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