MNCs in China: Recruitment and Selection Practices

MNCs in China: Recruitment and Selection Practices Research Proposal: The Study of Recruitment and Selection Practices of MNCs in China As an increasing number of organizations enter the global business arena, the number and extent of business representatives crossing international borders has surged dramatically (Graf, 2004). It is, thus, imperative for multinational corporations (MNCs) to attract, select, develop and retain employees who can live and work effectively outside of their own national borders (Caligiuri, 2000). Simultaneously, accompanied by the increase of local employees, these MNCs have begun to recruit qualified members from local labour market in their host-countries. In China, owing to these MNCs competitive salary and good work condition, the recruitment often attracts many peoples attention. However, Chinas historical development, political structure and culture, international relations influence its economy and foreign trade. Also, Chinas special infrastructure and energy structure, legal framework pose a challenge to business. Therefore, some standardized recruitment and selection methods dev eloped in home country have to be modified according to Chinese situation. In that case, the study of recruitment and selection practices of MNCs in China, actually, illustrates how to develop IHRM practices under conditions of high cultural and institutional distance between partners. LITERATURE REVIEW Nowadays, a number of studies have examined the degree to which subsidiary HRM practices resemble those of host country organizations, an indication of transfer of practices from the MNC parent company to overseas units (e.g. Lu Bjorkman, 1997; Wang, 2002; Dana, 2005). These body researches have identified a range of host country, MNC home country, MNC, and subsidiary factors associated with the pattern of HRM in overseas units. However, these literatures speak more to describe the continuity and change between home- host-country in strategic level and analyze the different patterns of HRM in foreign subsidiaries than to concentrate on one area of HRM practices in a specific and systematic way and the means of transfer. Additionally, the limited empirical work that has been carried out on the processes of HRM transfer has typically adopted an MNC control and coordination perspective to describe and explain how HRM is diffused across borders, often revealing the use of multiple mech anisms both direct and unobtrusive in nature (Myloni Mirza, 2004). In depth case studies, on the other hand, have typically focused on a broader range of mechanisms or HRM practices, but have typically concentrated only on cultural or power relations explanations behind their usage (e.g. Martin and Beaumont, 1999; Ferner et al, 2005). In light of the above discussion, my study will focus on recruitment and selection practices of MNCs in China through which detailed practices are transferred to foreign subsidiaries. The goals of this research are 1) to describe these recruitment and selection practices how to manipulate in their Chinas subsidiaries in a specific and systematic way, especially concentrate on their recruitment and selection methods in practical, 2), to analyze the means and influences of transfer these recruitment and selection practices to Chinas HRM and 3) to find out why there are systematic differences found in the use of integration mechanisms for different recruitment selection practices. As Gary (2006) said that there was basically no enterprise-level human resource management in China between 1949 and the 1990s. Until now, in terms of selection and recruitment process, Chinese enterprises do not have systematic policies as complicated as those of MNCs. When MNCs import the selection and recruitment process from their parent company, actually, they also introduce the advanced selection and recruitment concept to China. However, they have to pursue recruitment rules in line with the local legislations. Therefore, studies on the manipulation and transfer of recruitment and selection practices in MNCs will come to further recognise the pertinence of the individual HRM practices and the HR function. Furthermore, it is significant and practical to study the MNCs recruitment methods in China, which can help us to have a further understanding to the IHRM and the development of the HRM in China. This study seeks to fill the gap by evaluating the MNCs recruitment and selectio n practices in China and provide a new perspective to Chinese local enterprises in how to introduce these practices and manipulate them. From it we can know in what aspects the MNCs recruitment and selection practices are more rational and scientific than Chinese local enterprises. RESEARCH QUESTIONS The purpose of the paper is to determine and empirically examine the multinational corporations how to manipulate recruitment and selection practices in China. For the purpose of this paper I present followed questions in order to exhibit a panorama of MNCs recruitment and selection status quo in China. The first question is Who do they want? Large multinational corporations, along with domestic Chinese companies, are finding that acquiring talented employees is more than ever, one of their greatest challenges in China. Strangely, China has long been known as a largest source of labor. Why these MNCs still feel the shortage of employees? What kind of people do these MNCs want? Do they have some common characteristics? Do they have some different requests when they recruit people in China and from their parent country? Therefore, the first step is to define the job and the person firstly, namely, how to determine a job vacancy in these MNCs? How many steps to determine it? All of these relevant questions will be addressed in this part. It will portray an explicit scene to readers about the preliminary phase demand of MNCs recruitment in China. The second question is How do they attract the people they want? As Iles and Salaman (1995) said, the actual channels or vehicles used to attract candidatesseem to influence whether the right kind of applicants are encouraged to apply, and to persist in their application. Organisaitons can choose from a wide variety of methods, including the use of informal personal contacts, formal personal contacts, notice boards, advertising, and external assistance. Which methods are the most popular and useful? How to choose the methods? Is it relevant to the level of the vacancy and its importance within the organization? The third question is How do they identify them? The stages described above constitute recruitment, and are primarily concerned with generating a sufficient pool of applicants. The focus now shifts to selection, and the net stages concentrate on assessing the suitability of candidates. There is no denying saying that various selection techniques are available, and a selection procedure will frequently involve the use of more than one. The most popular techniques will be outlined in my paper, and their validity, effectiveness and cost also will be discussed in Chinas context. Are they still useful? Are they need to be modified when introduce them to China? The last question is How do they know they have got it right? The final stage of the recruitment and selection process concerns measurement of its success, both qualitatively and quantitatively. ACAS guidelines suggest that any recruitment and selection system should be based on three fundamental principles: effectiveness, efficiency and fairness (ACAS, 1983). Furthermore, we should not forget that ethical issues arise concerning the treatment of people during recruitment and selection which always make the recruitment and selection be more complexity. Therefore, what methods could have been used to monitor the effectiveness of the recruitment campaign? And what could be done to integrate national and regional recruitment? RESEARCH DESIGN Research Approach To avoid analysis paralysis, it is important that the business analyst not delve into too much detail too early in a project. It is more important to understand the forest than worrying about each and every tree. Of key importance is not to fall into the black hole of technical detail and exception (Yin, 2003). Yet, as discussed by Whetten (1989), two different approaches may be taken, or combined. In the first, the researcher works within an explicit theoretical framework. Therefore, a theoretical framework becomes a researchers first cut at making some explicit theoretical statements (Miles Huberman, 1994). This approach is known as deduction. In the second, the researcher tries not to be constrained by prior theory and instead sees the development of relevant theory, propositions, and concepts as a purpose of the project. This approach is generally known as induction. However, it is often the case that much research starts with testing a given theory or literature bust also seeks to generate new insights into these topics possibly by investigating this in different contexts and therefore, this research is iterative in its approach to theory. It adopts a flexible approach by seeking to use the literature but extend this to different research settings to generate new insights in order to modify, adapt or qualify the existing theory on the field of study. In that case, in this research both approaches will be combined since the main intent is to study a relatively un-researched topic -from the practical manipulating perspective to study the MNCs recruitment and selection practices in the background of China, within the bounds of an already well-established research program (theory of recruitment and selection practices in MNC). Hence, I choose not to ignore previous work in the field. I intend to develop a conceptual model built on over ten years of research that is a conceptual advance on the literature. The model of the participation context within which MNCs in China operated is comprised of at least four sets of issues. These issues will be then used to develop the initial coding scheme for the qualitative analysis of data. However, given that this study is aimed at theory building, not theory testing, the theoretical framework and conceptual model will be used solely as a guide. It help make sense of what occurred in the field, e nsured that important issues will not be overlooked, provided a set of provisional constructs to be investigated, and guided my interpretation and focus. Subsequent analysis iterations can then delve into the exception situations and details. This use of the theory accords with Klein Myers (2001) recommendation that the empirical research needs to be guided by (or at least informed by) one or more social theories. Research Inquiry After this initial review of the research questions and research approach, the research inquiry most appropriate to the problem would be descriptive and exploratory. Descriptive research, also known as statistical research, describes data and characteristics about the population or phenomenon being studied. Descriptive research answers the questions who, what, where, when and how (Kotler et al., 2006). The object of descriptive research is to portray an accurate profile of persons, events and situations. Exactly, the first step of my research is to establish an explicit profile of these MNCs how to manipulate the recruitment and selection practices in China. Exploratory research, which also will be used in my dissertation is a type of research conducted because a problem has not been clearly defined (Kerlinger, 1986). Exploratory research helps determine the best research design, data collection method and selection of subjects. Given its fundamental nature, exploratory research ofte n concludes that a perceived problem does not actually exist. The results of exploratory research are not usually useful for decision-making by themselves, but they can provide significant insight into a given situation (Kotler et al., 2006). In my dissertation, I will focus on through clearing about the MNCs manipulation practices on recruitment and selection in China exploring new insight to this topic. When framing descriptive questions in research we must clarify our unit of analysis. It is the major entity that is being analyzed in the study. It is the what or whom that is being studied (Earl, 2005). The unit of analysis in my dissertation is group, the MNCs subsidiaries in China. Research Design Exploratory research often relies on secondary research such as reviewing available literature and/or data, or qualitative approaches such as informal discussions with consumers, employees, management or competitors, and more formal approaches through in-depth interviews, focus groups, projective methods, case studies or pilot studies (Kotler et al., 2006). And the descriptive research describes characteristics of a population on phenomenon and tries to understand the nature of the problem. Therefore, the secondary research and survey are the main research design. Secondary data, which is historical data mainly include previously collected, census of population and literature survey. And the survey design is most frequently associated with deductive strategy because it is often based on testing a theory. As Saunders et al (2007) note that surveys allow for the collection of a large amount of data from a sizable population. The survey data also allows a lot of control over the data an d makes generalizations by using sampling procedures rather than surveying the entire population. The type of survey is cross-sectional studies (also known as cross-sectional analysis), which form a class of research methods that involve observation of some subset of a population of items all at the same time, in which, groups can be compared at different sections with respect of independent variables (William, 2006). Research Site The type of organization that I would study is the subsidiary of MNC in China, especially the top 500 companies. Compared to other companies, these top 500 companies always have a good reputation at their mature, systematic and advanced management techniques. These companies almost spread all over the economic sector in China and produce important influences to Chinese economy and society. Furthermore, owing to these top 500 MNCs more competitive salary and good work condition, their recruitment often attracts many peoples attention. Most of these companies are concentrated on Chinese big cities, such as Shanghai and Beijing. The theoretical sampling is the sampling way I will choose. The goal of theoretical sampling is not the same as with the probabilistic sampling; the researchers goal is not the representative capture of all possible variations, but to gain a deeper understanding of analysed cases and facilitate the development of analytic frame  and concepts  used in their r esearch (Charles, 1994). RESEARCH METHODS There are mainly two research methods would be used in my dissertation. The first is the review of current relevant articles focusing on recruitment and selection practices in MNCs. It will help me to build the main theory framework of the dissertation. This method is often the most feasible one, particularly for students or others with restricted time and resources, and can legitimately be used provided its limitations are clearly understood and stated. Furthermore, it also has the bigger and more representative sample in related field. I will screen papers by recruitment and selection and by numerous variants of keywords, focusing specifically on China, MNC, assessment center, and work sampling etc.. Source papers will be chose just from refereed research studies, surveys and empirical reports conducted by companies official website, local offices of international HR consulting firms, and articles from professional journals and news sources. The second research method is the survey, which is the most important source of supplementary material to the dissertation. That is, based on the theory framework, the results of survey can be a supplement to these theories and provide practices examples to them. These surveys covered five areas, including the recruitment and selection process, the recruitment methods, the selection methods, the recruitment and selection principles, and other archival documents will also be collected. Furthermore, it also can provide some new insight to the dissertation through the open-ended interviews. Here, personal interviews, telephone surveys, mail surveys, and computer direct interviews will be conducted. In-depth survey, based on semi-structured questionnaires and open-ended interviews with general managers, HR directors, and employees in HR Department will be carried out over a period of two months. Now, there are a lot of chat groups on the internet through QQ (the most popular chat softwar e in China) and MSN. Once you join these HR professional chat groups, you can know hundreds of people who are engaged in the work related HR and get the contact way of them, most of time is email address. Through these chat groups I have known a lot of people who are working in different subsidiaries of MNCs in China. Some of them are employee in HR department, but some of them even are the HR directors in these company. Furthermore, some of my pre-classmates and friends are working in MNCs, they also can help me to finish the surveys. Therefore, I intend to distribute approx 400 questionnaires through email and at least 20 interviews through face-to-face, computer, or telephone to achieveà ¯Ã‚ ¼Ã…’ from June through August of 2008 in Beijing and Shanghai. Compared to the telephone interview, face-to-face interview, and computer direct interview, email surveys are both very economical and very fast. It allows the respondent to answer at their leisure, rather than at the often inconvenient moment they are contacted for a phone or personal interview. For this reason, they are not considered as intrusive as other kinds of interviews. However, many people dislike unsolicited email even more than unsolicited regular mail. (Selwyn and Robson,1998). Furthermore, in order to get more detail data, face-to-face interview is necessary. Longer interviews are sometimes tolerated. Particularly with in-home interviews that have been arranged in advance. People may be willing to talk longer face-to-face than to someone on the phone. Considered some inconvenient factors, telephone interview and computer direct interview also can be a supplementary method. METHODOLOGICAL CONSIDERTATIONS The empirical paradigm holds assumptions based on the supposition that an external world of objects exist, that the assumptions can be measured independently of one another, that these objects are lawfully interrelated, and that the relationships are mediated by a real force in objects that is called causation (Cook, 1983). In order to determine causal relationships in a test environment, generalizability is of utmost importance (Runkel and McGrath, 1972). Yet if I wish to generalize my findings, scope and variance must be emphasized generalizability. One solution to this problem is to perform a greater number of observations, which has a dual effect: first, it increases the sample population, which heightens generalizability; second, precision can be reasonably maintained because the random errors between observations will average out. However, no matter how carefully these three forms of generalizability are applied, there is no absolute guarantee that the results obtained in a stu dy will occur in every situation outside the study (Firestone, 1993). Reliability refers to the degree of consistency with which instances are assigned to the same category by different observers or by the same observer on different occasions. As mentioned in above, through studying MNCs recruitment and selection practices in China, I hope it could be a good reference to Chinese local enterprise when they introduce and use these recruitment and selection methods. Therefore, I should consider more related environmental and social factors in a big background. Furthermore, in order to enhance the reliability of study, all of the respondents I will choose are those who are working in subsidiaries of MNCs in China. Generally, in qualitative research measurement validity is considered to be high because the researcher is close to the research setting and is responsible for data collection. Therefore, in qualitative research validity always relates to whether there is a good match between researchers observations and the theoretical ideas they develop (Bryman, 2001) On the one hand, I choose to use the literature review to build the basic framework of the dissertation, which can make sure I can get the most reliable, extensive and completed data. On the other hand, questionnaires and interviews can help me to get new insight and practical examples to this topic. Furthermore, there are a lot of conventional approaches to enhance the validity of qualitative data. Generally, theoretical sampling which I intend to use in this dissertation can be viewed as a technique of data triangulation: using independent pieces of information to get a better fix on something that is only partially known or underst ood (Charles, 1994). Also, the Refutability Principle which I will obey stresses that we must avoid the temptation to jump easily into conclusions just because there is some evidence that seems to lead in an interesting direction. Instead, we must subject the evidence to every possible test. Compared to other practices, recruitment and selection are always assumed to have high compatibility between countries because they are characterized by the technical ingredients attached to various positions (cf. Anderson, 1992; Watson, 1994). However, owing to directly utilizing some commonly-applied western theoretical frameworks and instruments, findings may not fully detect the cultural nuances in the Chinese employees; the narrowly geographically-concentrated sampling and access may prevent generalization of findings to the broad Chinese context. Obviously, with the limitation of the data, additional research is needed to develop the topic further, which until now has been largely black-boxed. References Anderson, G. (1992) Selection. In Towers, B. (ed.) Handbook of Human Resource Management. Oxford: Blackwell, pp. 167-85. Bryman, A. (2001), Social Research Methods, Oxford: Oxford University Press, pp. 271. Caligiuri, P. M., (2000), Selecting Expatriates for personality Characteristics: A Moderating Effect of Personality on the Relationship Between Host National Contact and Cross-Cultural Adjustment, Management International Review, Vol. 40, No. 1, pp. 61-80. Charles C. Ragin (1994), Constructing Social Research: The Unity and Diversity of Method, Pine Forge Press. Cook, T.(1983). Quasi-experimentation: Its ontology, epistemology, and methodology. In G. Morgan (Eds.), Beyond method: strategies for social research , Beverly Hills, CA: Sage, pp.78. Dana B. Minbaeva (2005), HRM practices and MNC knowledge transfer, Department of International Economics and Management, Copenhagen Business School, Copenhagen, Denmark, Emerald Group Publishing Limited, Vol. 34 No. 1, pp. 125-144. URL: www.emeraldinsight.com/0048-3486.htm. Earl Babbie (2005), The Practice of Social Research, 10th edition, Wadsworth, Thomson Learning Inc., Ferner, A., Almond, P., Colling, T. (2005), Institutional theory and the cross-national transfer of employment policy: the case of workforce diversity in US multinationals, Journal of International Business Studies, Vol. 36 No.3, pp.304-21. Firestone WA. (1993) Alternative arguments for generalizing from data as applied to qualitative research. Educational Researcher 22:pp.16-23. Gary Dessler (2006), Expanding into China? What Foreign Employers should know About Human Resource Management in China Today? Graf, A., (2004), Screening and training inter-cultural competencies: evaluating the impact of national culture on inter-cultural competencies, International Journal of Human Resource Management, Vol. 41, No. 1, pp. 31-44. Iles, P., Salaman, G. (1995), Recruitment selection and assessment, in Storey, J. (Eds), Human Resource Management: A Critical Text, Routledge, London.,. Kerlinger, F.N., (1986), Foundations of behavioral research, Holt, Rinehart Winston, New York. Klein, H., Myers, M., (2001), A Classification Scheme for Interpretive Research in Information Systems, chapter 9 from Trauth (2001), 218-239. Kotler, P, Adam, S, Brown, L Armstrong, G (2006), Principles of Marketing , 3rd edn, Prentice Hall, Frenchs Forest, NSW Russell K. Schutt, Investigating the Social World, 5th ed, Pine Forge Press Lu, Yuan and Bjorkman, Ingmar (1997) HRM practices in China-Western joint ventures: MNC standardization versus localization, The International Journal of Human Resource Management, 8: pp. 614 628. Martin, G. and Beaumont, P. (1999) Co-ordination and Control of Human Resource Management in Multinational Firms: the Case of CASHCO, International Journal of Human Resource Management, 10, 1: 21-42. Miles, M., Huberman, A., (1994), Qualitative Data Analysis: An Expanded Sourcebook, Sage, Thousand Oaks.. Myloni, B Mirza H.R. (2004), Host country specific factors and the transfer of Human Resource Management practices in Multinational Companies, International Journal of Manpower, vol. 25 (6), pp. 518-534. Runkel. P and McGrath.J, Research on human behavior: A systematic guide to method, Holt, Rinehart Winston, New York (1972). Saunders, M, Thornhill. A, Lewis. P (2007) Research Methods for Business Students (Fourth Edition), Prentice Hall, pp. 138. Selwyn, N. and Robson, K. (1998) Using E-Mail As A Research Tool, Social Research Update, issue 21. Wang, Cindy (2002), Human Resource Management in Transition: A study of MNEs in China, Manchester Metropolitan University Business School Working Paper Series, October. Watson, T. (1994) Recruitment and Selection. In Sisson, K. (ed.) Personnel Management. Oxford: Blackwell, pp. 185-252. Whetten, D., (1989), What Contributes a Theoretical Contribution?, Academy of Management Review, Vol 14, No 4, pp 490-495. William M. K. Trochim (2006), Research Methods Knowledge Base, Web Center for Social Research Methods. URL: http://www.socialresearchmethods.net/kb/timedim.php Yin, R., (2003) Case Study Research: Design and Methods, 3rd Ed, Sage, Beverly Hills, California

Simple Machines :: essays research papers

Simple Machines Definitions: Machine- A device that makes work easier by changing the speed , direction, or amount of a force. Simple Machine- A device that performs work with only one movement. Simple machines include lever, wheel and axle, inclined plane, screw, and wedge. Ideal Mechanical Advantage (IMA)- A machine in which work in equals work out; such a machine would be frictionless and a 100% efficient IMA= De/Dr Actual Mechanical Advantage (AMA)- It is pretty much the opposite of IMA meaning it is not 100% efficient and it has friction. AMA= Fr/Fe Efficiency- The amount of work put into a machine compared to how much useful work is put out by the machine; always between 0% and 100%. Friction- The force that resist motion between two surfaces that are touching each other. What do we use machines for?   Ã‚  Ã‚  Ã‚  Ã‚  Machines are used for many things. Machines are used in everyday life just to make things easier. You use many machines in a day that you might take for granted. For example a simple ordinary broom is a machine. It is a form of a lever. Our country or world would never be this evolved if it wasn't for machine. Almost every thing we do has a machine involved. We use machines to manufacture goods, for transportation, ect.   Ã‚  Ã‚  Ã‚  Ã‚  In the W=F*d equation the trade of between force and distance is as you use a machine the force goes down and distance goes up. If there was no friction they would be equal and trade.   Ã‚  Ã‚  Ã‚  Ã‚  There are six simple machines. They are a lever, pulleys, inclined plain, wheel and axle, screw, and wedge. The lever is used very often an example of a lever is a broom. Your hand is the fulcrum and when you sweep it is a lever. A lever consist of a fulcrum, effort, and resistance. A pulley is used to lift or pull objects with a advantage. To get a advantage it matters how many lines are going to the load. For example if there is 3 lines to the load it is a 3/1 advantage. A inclined plain is used to lift an object easier but with more work. Instead of lifting it straight up you push it a greater distance but with less force. A screw is a inclined plain wrapped around a cylinder post. Its like a ramp around the screw. A wedge is a inclined plain with one or two sloping sides. Chisels, knives, and ax blades are examples of wedges.   Ã‚  Ã‚  Ã‚  Ã‚  IMA is ideal mechanical advantage meaning a frictionless world with 100% efficiency. It is saying that work in and work out are exactly the same.

Leadership Style Essay

Leadership is a role that not all can partake but that many have excelled at. When asked who I admire as a leader I had to think quite a while. I had to decide what category of leader I could relate to the most. Would it be a political leader, a spiritual leader, a business leader or even a military leader? Ultimately I decided that I want someone who is multi-faceted in that they can lead in many situations and scenarios. Further it seems that leading in unfamiliar and new situations can allow a leader more freedom in his direction without being swayed by observations of others in similar situations. This led me to choose George Washington as my admirable leader since â€Å"George Washington can be used as an example of strong and ethical leadership in virtually any walk of life.† (Rees 2007, p. preface) Growing up we all learned of George Washington and his role as the first president of the United Sates. We hear of his honesty as told through the story of the cherry tree an d so on. His leadership is what gave him this large mark in our history books and it was not only displayed through his presidency. He was first a great military leader. In this role he displayed leader characteristics such as toughness, persistence, bravery and organization. These characteristics earned him the respect of his troops and the ongoing admiration of an entire country. His time as a political leader is what he is remembered most for. He was able to use his charismatic presence and moral strength to maneuver through a turbulent political environment. The leadership traits of foresight and strategic planning allowed him to hold at bay the continental army from a brittle and new civilian government. Through his, and with the help of other great leaders, efforts the path was paved for the United Sates to become the world’s leading super power. Though other leaders have achieved similar feats throughout history this one stands out for me as I have directly benefited from George Washington’s leadership.  Lastly a notable leadership trait that I admire of George Washington’s is his moral leadership. This helps distinguish him from other leaders of world powers before and after his time. It was not uncommon for leaders like Hitler, Stalin, and the Caesar’s or Persian Empire leaders who accomplished similar â€Å"world power† feats to rule by an iron fist and without morality to reach their goals. George Washington used his moral compass to create what may be a much longer lasting arena in which to lead, one that could be passed on to other worthy leaders. Many would like to think that they have the characteristics of a great leader. The reality is that if I, or anyone else, had the perfect mesh of traits for a leader then we would in fact be leading. While I do manage staff, departments and facilities I see myself as a professional and only an aspiring leader. It is my hope that through this course and the others I with be involved in throughout my time at University of Phoenix I will come closer to actually leading. Currently I have some leadership characteristics. There are some that seemed to come naturally and others that have taken time, effort and education. I’ve always seemed to have a knack at argument, or for our scholarly purposes, excellent persuasion ability. I can think clearly during exchanges and use opposing thinkers own examples and analogies to further substantiate my position. I treat people with respect regardless of their status. I strive to have a perfect balance on confidence and humility. I do not fear collaboration and tend to communicate well. If I were to list all the things I would need to do in order to become a better leader this paper would never end. In order to avoid this I will talk only about the traits I feel are the most important and in need of further understanding and practice from myself. Leveraging team strength’s needs some attention from me. I tend to look at people in their roles and corner them there. If I open my eyes a bit more as to their aptitude in other areas I could find that shining stars are sitting right in front of me. I need to be more fearless and take more risks. I have a tendency to play things safe seeking acceptable outcomes when I could take risks and seek excellent outcomes. If I were to take on a little more compassion for things going on with the people around me I may be able to find ways to create more dedicated followers. Followers that know I believe in them and care for their own well-being as opposed to simply the desired outcome of my leadership. Ultimately I wish to lead by example. I want to  lead follower’s development and act as a resource for their advice and assistance (Daft 2008). The greatest satisfaction I can achieve as a leader would be not only for my own desired success in life to be experienced but also to carve a path for those around me to thrive as well. Good leadership in my opinion will always result in an accumulative good, not and individual good. References Daft, R. (2008). The Leadership Experience. Mason: Thompson Learning, Inc. . James Rees, Stephen J. Spignesi (2007). George Washington’s Leadership Lessons. Hoboken: John Wiley & Sons, Inc.

Growth Potential Of Banking In India Essay Example Pdf - Free Essay Example

Sample details Pages: 6 Words: 1655 Downloads: 1 Date added: 2017/06/26 Category Economics Essay Type Analytical essay Tags: Banking Essay Study Essay Did you like this example? CHAPTER-1 INTRODUCTION ABOUT THE INTERNSHIP: The internship program is designed to provide students engaged in field experience with an opportunity to share their insights, to explore the links between studentà ¢Ã¢â€š ¬Ã¢â€ž ¢s academic preparation and field work, and to assist participants in developing and carrying out the major research project which will serve to culminate their internship experience. As a part of the internship experience, it helped me to have a participative and active role in the work assigned. Internship is an integral part of the academic curriculum of VTU MBA. Don’t waste time! Our writers will create an original "Growth Potential Of Banking In India Essay Example Pdf" essay for you Create order It is an initiative to bridge the gap between knowledge and its applications through a series of interventions it will enable us as a student of VTU MBA program to gain insights and exposure to industry. The research was carried out to analyze the fundamental analysis of LKP Securities. and thereby to evaluate the overall performance of LKP Securities. In the competitive field of Stock. The research helped me to understand the process of identify the high performing stock in the market. And it also helped to analyze and help the company to invest in the high performing stocks. TITLE OF THE STUDY: A study on Fundamental Analysis of Five PSU Banks listed in the stock market in India at LKP Securities. NEED FOR THE STUDY: LKP Securities is into advisory services and broking have huge number of clients investing in banking sector. This fundamental analysis study covers five top PSU Banks listed in the stock market. It helps to analyse the present and future earning capa city of the stocks based on analysis as a whole thereby to determine the Fundamental ratio of the stocks. This analysis required to suggest the clients about the performance of the Banks listed in the stock market. It helps the company and the clients to make a wiser decision on selecting the profitable bank stocks. OBJECTIVE OF THE STUDY: To study the growth potential of banking sector. To analyze the financial position of the Banks. To analyze the factors affecting the growth of the Banks. To find the fundamental ratio of the Banks. To suggest the high performing bank out of the five. RESEARCH METHODOLOGY: RESEARCH DESIGN: Type of Research: The proposed research is purely explanatory. The Proposed research is explanatory because it explains the evolution of high performing stocks in India- its benefits, limitations, disadvantages and the various tools for trading. Exploratory research helps determine the best research design, data collection method and selection of subjects. It should draw definitive conclusions only with extreme caution. Given its fundamental nature. Methodology: The study has been conducted with the assistance from the data collected through different sources. This research methodology requires gathering relevant data from the specified documents and compiling databases in order to analyze the material and arrive at a more complete understanding. Data Collection: Secondary Data Collection Method: collected the informationà ¢Ã¢â€š ¬Ã¢â€ž ¢s of Financial details like Balance Sheet, Company Profit and Loss account and Current trading price from Annual reports, NSE website and money control website. STATISTICAL TOOLS USED: The statistical tool used here is Fundamental Analysis: Fundamental analysis ratioà ¢Ã¢â€š ¬Ã¢â€ž ¢s LITERATURE REVIEW: Literature review is a study involving a collection of literature in the selected area of research in which the researcher has limited experience, and critical examination and comparison of them to have a better understanding. It also helps the researchers to update the past data, data sources and results and identify the gaps, if any in the researchers. Thus, the reviews in the present study consist of the ones discussed below and they reveal that there are very scant studies in India emphasizing on the fundamental analysis of the banking sector. Mark P. Bauman (1996) conducted a study named, à ¢Ã¢â€š ¬Ã…“A Review of Fundamental Analysis Research in Accountingà ¢Ã¢â€š ¬Ã‚ . This paper has outlined the development of different accounting valuation model and reviewed related empirical work. This paper identified three major issues associated with practical implementation of the model; the prediction of future profitability, the length of appropriate forecast horizon, and the determination of the appropriate discount rate. Rukmani Viswanath 54 (2001) reported that the Primary Dealers in Govt. securities are working on a new internal risk management model suited for the Indian market conditions. The attempt is to lay down general parameters for risk perception. The Primary Dealers Association of India (PDAI) is formulating a set of prudential norms for risk management practices. While internationally the principles of risk management may be the same everywhere, the Association is of the view that they have to identify the relevant issues and apply those principles in the Indian context. It strongly argues that it must work on a model that can help to manage liquidity and interest rate risk. While the existing RBI guidelines on risk management cover mainly statutory risk, the PDAI hopes that its new risk management model will be able to perceive real risk. These new norms are expected to help gauge several issues like, whether a fall in the prices of securities or yields is a temporary or permanent situation etc. The areas the new norms are likely to address are the assessment of the liquidity situation and envisaging investor appetite for a specific instrument and their appetite for risk. According to the govt. securities dealers, these norms are expected to help them hedge their risks better. The primary dealers are looking forward to these norms to help them manage their internal risks. Prakash Tiwari Hemraj Verma (2009) conducted a study on à ¢Ã¢â€š ¬Ã…“A Fundamental Analysis of Public sector Banks in Indiaà ¢Ã¢â€š ¬Ã‚ . This article explains the position of the banks with reference to various ratios. Pramod Gupta, in his article titled, à ¢Ã¢â€š ¬Ã…“Indian banks going Innovativeà ¢Ã¢â€š ¬Ã‚ , published in à ¢Ã¢â€š ¬Ã‹Å"Professional Bankerà ¢Ã¢â€š ¬Ã¢â€ž ¢ Oct. 2003, reviewed that both public and private banks are spending large amounts of money on technology to provide innovative p roducts and services to their customers with more convenience and satisfaction. Technology is reducing the cost of transaction and helping to increase customer base and enable wider reach. Singla (2008) studied the financial performance of banks in India in view of increasing globalization and increased competition in the banking industry. He concluded that the financial position of banks is reasonable, debt equity ratio is maintained at an adequate level and NPAà ¢Ã¢â€š ¬Ã¢â€ž ¢s also witnessed a decline during the study period. Hirshleifer (Journal of Finance, 2001) provides a survey of research on investor psychology and asset pricing. He broadly covers 543 papers published up to the year 2001. Many à ¢Ã¢â€š ¬Ã…“behavioral financeà ¢Ã¢â€š ¬Ã‚  papers began to be published around this time and 110 of the papers covered in his survey were either published or distributed in the years 2000 and 2001. Understandably, the vast majority of the papers in this survey are drawn from finance, economics and psychology journals. Fewer than 10 papers in the survey are from accounting journals. Fundamental analysis and other accounting-related topics with possible behavioral foundations are not highlighted in this survey. Schwert (Handbook of the Economics of Finance, 2003) surveys the finance literature on anomalies and market efficiency. He covers 107 papers published in finance and economics journals between 1933-2003, including 23 papers that were 5 published or distributed between 2000 and 2003. No accounting papers are included in the survey. In the same handbook, Barberis and Thaler (2003) survey the behavioral finance literature. They cover 204 papers between 1933-2003, including 66 papers published between 2000 and 2004. They only mention one paper published in an accounting journal (Bernard and Thomas, 1989). Subrahmanyam (European Financial Management, 2007) provides a review and synthesis of the behavioral finance literature. He reviews 155 pa pers published between the years 1979 and 2007, with the majority of the papers published in the year 2000 or later. The vast majority of the surveyed papers come from finance journals and only one cited working paper was eventually published in an accounting journal. Finally, Byrne and Brooks (Research Foundation of CFA Institute Monograph, 2008) provide a practitioner-focused survey of the current state of the art theories and evidence in behavioral finance. They review 79 papers published between the years 1979 and 2008, with the majority of the papers published in the year 2000 or later. They include 33 papers published in the Journal of Finance and 7 papers published in either the Journal of Financial Economics or the Review of Financial Studies. Only 1 reviewed paper come from an accounting journal (Journal of Accounting and Economics). Jack Clark Francis2 (1986) revealed the importance of the rate of return in investments and reviewed the possibility of default and bank ruptcy risk. He opined that in an uncertain world, investors cannot predict exactly what rate of return an investment will yield. However he suggested that the investors can formulate a probability distribution of the possible rates of return. He also opined that an investor who purchases corporate securities must face the possibility of default and bankruptcy by the issuer. Financial analysts can foresee bankruptcy. He disclosed some easily observable warnings of a firms failure, which could be noticed by the investors to avoid such a risk. Preethi Singh (1986) disclosed the basic rules for selecting the company to invest in. She opined that understanding and measuring return md risk is fundamental to the investment process. According to her, most investors are risk averse. To have a higher return the investor has to face greater risks. She concludes that risk is fundamental to the process of investment. Every investor should have an understanding of the various pitfalls of inve stments. The investor should carefully analyse the financial statements with special reference to solvency, profitability, EPS, and efficiency of the company. LIMITATIONS OF THE STUDY: The major limitation was that the study was purely reliable on the information that was publicly available. But, there are many other reasons for the fluctuations in the financials of the companies that are not made publicly available. Thus, the study lacks such other information. Facts and figures for presenting data are bound to fluctuate depending on the economy and market conditions. The predicted values may be only for the current period this prediction wouldnà ¢Ã¢â€š ¬Ã¢â€ž ¢t be appropriate for the future. Due to time constrain study is conducted only on five PSU banks.