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A person resourcing basically covers on the various modes of approaches utilized by employers in resourcing their respective organizations so as to meet their goals. Resourcing therefore comprises of a set of management activities which bring about success to the four groups of P& D objectives. These objectives include; performance, administration, staffing as well as change management. Staffing objectives `are to the effect that, the organization ought to have sufficient number of staff for the intended good of the organization. In this case, it is vital that an organization retains existing employees, recruit new employees and where necessary dismiss some of the said employees. The performance objectives come into \place after the staffing objectives where the employed personnel are expected to perform their duties effectively so that they can meet the organization’s goals. This be achieved by ensuring that these `employees `are less absent and are well motivated to work accordingly.

When it comes to administrative objectives, we see that the organization management ought to ensure that the existing employment relationship is sufficient. This means that they ought to apply their managerial tactics guided by the laws, natural justice as well as professional ethics. It is thus vital that, P&D policies be written in documents of employment such as job description, contracts and disciplinary warnings. This will in turn develop accepted procedures in the field of management. Under change management objective, there ought to be proper recognition and appreciation or change in a given organization. The resourcing function is thus vital playing the role of an agent who attracts, motivates and retains staff in a given organization.

The Twin Sickness: Absence and staff turnover

1. Staff Turnover

Basing n Ralkes and Vemier, 2004, the key strategy in achieving financial success of an organization is attraction and retaining. When a turnover occurs, an organization is greatly affected in terms of inter alia costs. Turnover affects even humanitarian organizations to which the decrease of performance in relief and aid agencies is evidenced. Retaining staff members can be very challenging, majorly because today the youth have a change of attitude towards work. This consequently makes them have a lower degree in terms of loyalty. The youth today respect knowledge and expertise as opposed to titles, and thus would not have much interest working for an employer who does not give them this challenge. Over the years the turnover rates that have been evidenced have been calculated using the formula as below;

Total number of leavers over period x 100

Average total number employed over period

In computing the rates and main trends, it is vital that the total figure includes all leavers; this also applies to persons who left the organization in question voluntarily, retirement, dismissal and redundancy. The formula further makes no significant distinction between turnover dysfunctional and functional turnover. By virtue of the UK (CIPD 2005b) research, turnover is of recent around 15% and the fact that, the biggest share is consists of the voluntary turnovers. This is contrary to previous assumptions of majority of turnovers being as `a result of termination of contract or even retirement.

Basing on the CIPD (2005b) report, one of the factors that cause turnovers is the attraction of new jobs outside the work force. Furthermore, dissatisfaction is also another reason that leads to turnovers so as to find alternative employment. In the humanitarian sector, it is evident that dissatisfaction with the employing agency has contributed much in resignation. According to Loquercio, 2005, the issues relating to turnovers that are more evident in the humanitarian sector include inter alia, the quality of life. Most employees under humanitarian agencies work in areas that are mostly in conflict and characterized with heavy workload. This hence gives them a limited privacy as well as comfort. Therefore, the employees usually accept such working conditions for a particular amount of time. Furthermore, under humanitarian agencies, the turnover is caused by the aspiration of workers to have a family. This aspiration is incompatible with the reality of the nature of the work they do, which limits them family time. Moreover, Loquercio’s research reveals that, majority of the young adults perceive their engagement with the aid sector to be a limited part o their professional \life. This is majorly because b y the fear of letting their market value suffers from their prolonged absence from their countries of origin.

Having realized the main causes of turnovers in humanitarian organizations, it is vital that such an organization considers the maintenance of employees so that the organization can succeed in its goals. However, when looking at the issue as to whether or not to retain staff, it is important that one looks at the quality o staff in place. Since Hansen’s research (2005) reveals on the fact that voluntary turnover is low, involuntary turnover is much higher today owing to the managerial reluctance in discharging poor performers. A report by Deloitte (2004) reflects on the fact that, people stay put in their jobs due to the economic state that has proved to be very low and thus creating less job opportunities. Organizations ought to find out which profiles, position and skills are considered most vital to them. They should further put effort in the reduction of turnovers in the given categories. The retaining of staff members that have long lost motivation is very detrimental for any given organization. However, it is also evident that the degree of motivation accrues from the management and HR actions of an organization. Organizations therefore ought to increase the engagement of their workers so as to increase productivity and boost the general success of their organization.

Basing on the results accruing from Towers Perrin report, it is vital that employees gain the willpower, passion, sense of mission and pride that will consequently give them motivation in their work performance. Furthermore, workers need to be facilitated with the necessary resources, tools and support from the organization so that they can effectively act on their sense of passion and mission.

In the child care sector related to humanitarian organization, it is evident in the sectorial level that  staff turn over in the said sector causes skill shortages. Despite the fact that the child care sector is expanding, the labor from which to recruit is diminishing. According to Simon et al, 2003, this causes by inter alia, the fact that there exists low pay as` well as low status for the workers. Childcare worker have low academic qualifications and have thus joined child care due to the few carrier options available for them toady. Due to the fact that 99 % of the persons to be recruited are females, the current education system that has made women study more and gain higher qualification makes the child sector less attractive to them. Consequently, these women have higher career expectations and have a wide range of better-paying jobs to choose from. Child care jobs have become less attractive by virtue of their low payments which are less `desirable and thus turnovers in such sectors have become rampant. Furthermore, some researcher like Smith et al., 2004 came to the fact that, the child care work does not easily support with the act of one caring for one’s own children. Conclusively, staff turnover in humanitarian organization has for long been a major=r threat to development. As discussed above, there are many reasons that cause staff turnovers in humanitarian organization, these reasons are can either be general or specific as portrayed in the above discussion.

2. Sickness Absence

According to statistics, thousands of workers each year leave their employments due to injuries or illness. It is also evident that less has been done in the HRM literature in terms of policies `and strategies to which an organization can utilize to reduce such job losses. This working climate exists despite the fact hat; employers are capable of placing arrangements that may enhance the employee’s return to work. The fact that HRM literature has committed such strategies is against the background accruing from policy developments as ell as debates that are for purposes of facilitating the return to work of the sick. The existing Disability Discrimination Act of 1995 gives an employer the obligation to provide reasonable adjustments in supporting the continued employment for workers who become disabled.

The most common cause for employee long-term absence are acute medical conditions, stress, musculoskeletal injuries and mental ill-health. Basing on statistics, approximately 86% of employers often record the cause of absence in their respective organizations. In comparison, the private sector is likely to this 81-84% as compared to the public sector 94%.The man cause of most short-term absence in organizations (a month or less), is minor illnesses for non-manual workers and inter alia musculoskeletal in juries for manual workers. The factors that influence an employee’s absence in an organization includes the fact that older workers may be more reliable, some of the personalities may be more prone to absence than others. Moreover, the culture, work ethics transport difficulties and home commitments may also affect ones absence from work. Fear of being unemployed can however encourages diligent attendance. Conclusively, the other factor that greatly affects humanitarian organizations is absenteeism from workers. As discussed above, this absenteeism may be as a result of sickness or any other factors that have been reflected above.

Remedial Recommendations

1. Staff Turnover

As revealed in the given discussion above, staff turnover has become an issue of concern in organizations today. There is thus a great need to maintain workers in such an environment by management. Distinct managerial approaches towards retention can be employed to humanitarian organizations. It is thus vital that a retention strategy is first designed to find out the reasons why people leave their employment, why they stay and what could consequently make hem stay even longer in their jobs. This has been proven vital basing on the research conducted by Hinkin et al. (2000) who observed that, where it is seen that a significant share of workers stay only for a limited period before leaving their jobs, then this is a symptom of a problem that ought to be addressed.

Organizations ought to create encouragement at greater levels of communication as well as trust between the employers and their employees. This can be accomplished through involving the employees more in the organization band empowering them. The organization can adopt practices such as staff association, self-managed teams, circulation of information, staff surveys and staff association. Furthermore, the human resources practices ought to target creating of skills within the given organization via appraisals, mentoring, training, job performances and review of training needs. The organization can also embrace reward and commitment practices that should be aimed at creating a greater sense of belonging for the employees and consequently commitment to the organization. These practices may include job rotation, flexibility of job descriptions as well as family-friendly policies that have non-pay benefits.

Deloitte (2004) recommends that humanitarian organizations ought to put emphasis on developing, connecting and deploying their employees. The development should be in terms of skills not only through training but also teaching them hoe to find information that could sharpen their skills. This can also be enhanced by coaching and mentoring. The report further explains on the need for deployment. Employees  require lateral experiences which result to growth and have challenges. An organization therefore should encourage greater mobility so that it can be able to inspire a more committed workforce thus promoting greater strategic flexibility. Organizations should have strategies that enable them to stay engaged with alumni because persons who are granted latitude so that they can explore new jobs may often return with new insights and vigor. On the aspect of connection, Deloitte urges organizations to develop rich networks on both internally and externally. This for instance can b e done via informal discussions over a cup of tea or coffee.

Human resource strategy ought to be an integral part of an organization’s strategic and operational plans. It is vital that action be taken at agency level in order to make recognition of the role of HR function as well as integration in strategic planning. Funding is also an issue that needs to be addressed so that poor HR practices are not able to negatively impact on the quality of agencies programs. Agencies in humanitarian sectors get more turnovers and thus ought to train their employees to gain more knowledge and skills. Some of these agencies are more reluctant in investing in staff training due to fear that if the particular employee does not stay with them at the lapse of his untenured, they would have lost their investment. Organizations need to realize the fact that, training is very beneficial if adapted to the needs. Lack of staff ought to be an incentive for them to have even greater likelihood of leaving. This is because such a policy will be perceived `as unfair and also endangering the existing employability of the employees.

CIPD (2005b) further recommends that, organizations should maximize opportunities so that individual employees develop their skills so that they can move to their own careers. Despite the fact that the traditional approach was via career progression as well as advancement, this may not always be possible but employees can accept this if the selection process for promotion is viewed as fair. Another option that the organization can adopt is the redesigning of job descriptions and the promotion of laterally as opposed to vertically. Humanitarian organization should also take steps in offering more possibilities `for staff development as well as training. This can be done through encouraging employees in taking a year off to further their studies in University (Loqurcio)

The adoption and development of the increasing use of advanced IT technology is another way of allowing affordable and much easy contact between field offices in a given organization, and its headquarters. Headquarters can in this way avoid the form o0pf expatriate presence in the field while allowing a more flexible distance management. This can greatly improve the interactions and relations with national staff that can in turn make better use at the local level and longer commitment to the same agency and location by staff members.

2. Sickness Absence

Sickness absence can be managed by humanitarian organizations in various ways depending on whether the sickness is that of short-term absence or long-term. Incase it is short-term, an organization can conduct return-to-work interviews that will consequently trigger modes of reviewing attendance, provision of disciplinary measures for unacceptable absence and supplying sickness absence information to head managers. In case of long-term absence, return to work interviews are carried out, disciplinary methods for unacceptable absence as well as occupational health involvement are often utilized in management of long-term absence.

The punitive approaches in managing absence could b inform of disciplinary sanctions, reduction of pay or docking pay for the period not work for. Furthermore, punitive measures may also include the taking of attendance records into account when deciding on whom to promote. Incentive approaches involve the issuance of lotteries, attendance bonuses; well pay plans, team bonuses and profit sharing. An organization may also take preventive approaches by adopting to work rotation, better supervision  and training, team working, job enrichment, encouraging employee participation, , psychological contract that is based on both confidence and trust, giving employee well-being benefits ,change the cultural way of working for long hours to working towards intensification and improve on employer-employee communication. The above mentioned strategies can be employed in ensuring proper management of absenteeism due to sickness within organizations.

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An emergency response plan is crucial for management and avoiding risks in any given city. The capacity of people living in the city has relentlessly increased meaning that the vulnerability to accidents or emergencies has shot up too. There is need to cautiously formulate strategies that respond to unexpected catastrophic events brought by human activities or natural disasters. The strategies will work to protect people, save property and lives in case tragedies occur (Baker, 2008, p.24).

The recent years have seen emergency response plans significantly improved through coordinated efforts of departments involved in emergencies as well as the government (Nudell &Antakol, 1988). This has increased funds and support making preparations swift. Institutions that work in managing emergencies are expected to be alert and ready to respond to emergencies at any time. Amongst the oldest departments involved in managements are the fire departments (Siarnicki & Gist 2010).

The fire departments are well organized and have a heart for protection of human life. Following the enacted fire code enforcements they are able to inspect and note violations which are risky (Ruckriegel, 2011, p.65).They risk their lives through the fierily hot furnace to save human lives. Whenever there are cases that pose as a threat to human life for instance open boreholes and ditches, fire fighters are there to cover up the dangerous holes and protect further threat to life. Their efforts are recognized in every city as they work day and night to ensure safety prevails. Fire departments understand all steps that need to be followed incase of an emergency so as to rescue lives (Nudell &Antakol, 1988). Bearing this in mind makes fire departments worth the opportunity of leading disaster management in the city.

The fire departments are organized in a hierarchical system making it easier to coordinate the sub departments through a chain of command system. The top authority is fire chief who heads the agency, followed by deputy chiefs, battalion chiefs who act as middle men, company chiefs and firefighters who work directly in the fire company (Marsar, 2010). Having such an organization ensures efficacy in delivery of safety services as well as coordination. Responsibilities are evenly distributed making management of crisis a shared responsibility.

Emergencies and accidents are always astonishing they endanger life and make it difficult to live normally again. The fear instilled in individuals can be traumatizing and make the recovery process challenging. However, since a department like fire has dealt with many emergencies they are able to adjust and recuperate well after the emergencies. Departments have also developed therapies that will help in adjustment after dealing with emergencies. I feel that the process of moving from normal operation would do well outside the scope of duties assigned to fire departments (Baker, 2008).It has already been dealt with by fire departments.

Deciding policy and identifying resources largely require s approval from higher authority. Since the decision made will affect the city the government and law have to give a go ahead for the formulated policies. If the policy is found unfit to deal with emergencies or resolve threats it is terminated. Good policies must put the city interests first (Siarnicki & Gist 2010, p.163). Identifying resources requires intervention from donors, activist groups and governments so as to implement suitable strategies as well as buy machines and emergency kits.

Assessing threats is a critical factor since we are dealing with handling emergencies which are a threat to life and property. The extent of threat will give a link to resources required for dealing with it, the people who will be involved amongst other crucial emergency details. Each of the mentioned factors works collaboratively to yield successful results and help manage crisis and emergencies in the city diligently.

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Whether someone is vegetarian or not the body requirements for meat related nutrition’s remain constant, vegetarians base their anti-meat diets on varying reasons like its against some religious doctrines, the pain caused to the animal, animal suffering and related diseases that an individual can acquire from consuming meat, digestive cancer that is caused by red meat such as of colon ,pancreas, esophagus , and stomach, fuel the chances of suffering from heart diseases not to mention the fatal risky of red meat been a catalyst of premature dead. Therefore if the meat nutrients can be substituted and have less harm than the harm caused by the meat, we should all be vegetarian.

According to UN Food and Agriculture Organization it takes 2400 liters to produce hamburger, and 7000 liters of water to produce a beefsteak! In contrast to 40 liters of water required to produce a slice of bread therefore meat industry is causing a lot of environmental impacts due to the water consumption. Too animal keeping is substantially contributing to global warming due to the emission of green house gases to the environment.  Five percent of American consider themselves as vegetarian as shown by CNN poll in 2002, this is due to the fact that health related risks reduce drastically such as digestive cancer, stroke and hypertension

Pain caused by human to non human is enough to turn someone to a vegetarian, this can be argued out that plants do not feel pain in contrast to what animals go through in the event of trying to get meat from them,it is a process that involves killing the animal as Singer (1990, P. 235) argues, that “nonhuman animal can feel pain”, and human should refrain from inflicting pain. In consideration of diets the one containing meat based products is not in any comparison better than that of vegetarian as the latter one is lighter and too its cholesterol free, not forgetting that meat contains less amounts of iron compared to beans. But if one is not eating meat products then he/she should take supplements of protein B12

Plant related diets makes somebody live longer, while on the other hand meat products causes clogging of the arteries  where by this gives kidney functions to be strenuous with excess  protein. Accordingly vegetarian diet is pocket friendly, economical and almost anyone can afford to put it on the table as compared to meat related diets

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US has been a dominant world economy for many years but following the rapidly advancing technology the probability of losing its supreme position is not a thought far from reality. After the global recession of 1960 which resulted due to oil crisis there was a marked rise in world prices and increased competition on world economies. This shook the strongest economies at the advantage of oil producing states. Investment, growth and consumption became consequences of the grave economic depression. Having been a dominant state economically and politically in the West, US would have never thought that it would be overthrown by another country as evident in the recent past (Mark, 2010).

Is US economic and political hegemony vulnerable?

            Watson in his works suggests that US economy and hegemony is vulnerable as other global powers are quickly taking up the lead positions. Perhaps the election of Obama may have raised hope for brighter economic days but that was just an illusion in the mind of hopeful citizens. As a new president expectations were high and the hope to fix loopholes in the US economy became elevated (Watson, 2010).

Some aspects that US may have overlooked can be highly attributed to the present financial crisis. The former president Bush for instance was well known for unilateralism unlike Obama who came up with multilateralism. Pursuing financial socialism to rescue private and public finance in was an unprecedented step taken in an attempt to save the US from recession by the former government. This has forced Obama to follow the steps though with a lot of difficulties. The past committed mistakes have led to crisis that may never be easily recovered especially when we talk about US as a supreme state. It is evident that American policies have more than what meets the eye leaving severe effects for the future of America. Foreign governments also hold millions and billions of debts squeezing the US economy. The potential rival of US hegemony China being the one holding a large debt only worsens the situation. The US can therefore not hope to keep China as a subordinate bearing in mind its economic situation (Haore, 2008).

The use of unilateral military power in Iraq led to distortion of its image making it to be labeled as a leading terrorist state. US hegemony is vulnerable as it has to deal with the negative image it has created making other nations view its culture with hostility. The display of violence by US has on the other hand been viewed as projection of its hegemony having brought intervention between Iraq and Afghanistan (Ikenberry 2008).

The economy and political hegemony of the US is vulnerable due to its isolation from European allies and international communities. For US to succeed there is need to employ good relations with other nations as setting itself apart only makes it harder to interact and trade. For it to establish new relations Obama may have to open a whole new chapter something that may need lost trust to be recovered. Relationship building however is something that Obama has openly aimed to achieve. It may not be easy for Obama to solve single handedly all the deep rooted problems so as to avoid US from being overthrown by the new emerging powers. He may try to recover the political and economic hegemony but nature will take course giving credit where best deserved (Watson, 2010).

China becoming a formidable global power

            Being the worlds most populace country only puts China in a position to be better than the other powers. At that rate that this country is technologically advancing US may have to join and if not beat them. Notable to the entire world is the accelerated speed of new invention and innovations taking place in China everyday. It is one of the dominant states manufacturing multibillion dollar electronics and heavy industrial plants. The fact that technical and managerial skills are more needed as compared to labour is to the advantage of this world power. Investment in public work and industrialization has opened many job opportunities for the young generation leading to a rapid growth of the economy.

China has steadily been growing at a rate of 9.5%annually. IT and access to internet is another factor that has made globalization prevalent having its origin in China. China has shown an interest in the middle east which the world s largest oil producing state and Africa. Its military will have an advantage when it comes to challenging US dominance in the pacific. The young population in China is literate, graduating around 60,000 engineers and scientists annually as compared to the US which graduates fewer students. There is also rise in consumer class having the biggest base of cell phone consumers and expecting to be the best in passenger car sales. Being a permanent member of the UN also puts China in which is central if one is to successfully build the universal body and a great power (Ikenberry 2008).

Historical uniqueness implies the ability to retain ones original roots and practice so as to base it for a greater future.

Contrast the different ideological positions regarding the US

Watson in his work seems uncertain about the US power winning the battle for supremacy ahead. He is also says that the fact that US has secluded itself from other nations and prefers to work unilaterally may be a threat to its future as a power. China may be advantaged being a permanent member of the UN as it is safely guarded and has the potential to relate and interact well with other states standing a greater chance. Ikensbury on the other hand is optimistic viewing every opportunity as a chance to make better what is not there.

The fact that US have been a world power for many years will not stop China from taking over. Of importance is the peaceful agreement between the two states as conflict has been used in the past by world powers. Accepting defeat and giving room for the incoming world power should be easier said then done. Viewing the success of another state as an advantage to the world economy is the ideology that should prevail especially as we plan to welcome the new economic world power. China on the other hand should play its game diligently and avoid any intentions that may provoke the US bearing in mind that they still own a lot of money which belongs to the US government (Harman, 2006).

Taking over from US to China should not be something that causes blame and views of inferiority. Obama for instance would have done little if anything to prevent this from taking place due to many internal and external factors that come tied to government’s policies. A change is as good as rest and we should be open for the new power so as to embrace the advantages tied to it.

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The interaction between a child and trained therapist with an aim of relieving harbored or distressful feelings in a systematic process defines play therapy. The major tenets of play therapy are relationship (making the child feel accepted) release, (catharsis release is used), recreation (exploration of important events that cause pleasant feelings), re experiencing (linking past events and connecting it with current behavior) and resolving (acting on the understanding of acquired therapy) (Henderson and Thompson, pp 567).

When the Helen a five year old girl walked into the room it was evident that she was in distress and fear. Her shy look indicated that she had gone through cruel upbringing and was never able to recover from the harsh life in her past. The therapist started by letting her sit down then gave her a big do. She does not pick it and stares blankly indicating no connection and interest of play. No indication of sensory and projective play. The lack of attachment shows that she lacks connection to play.

In another case I attempt to establish parent child interaction therapy. This therapy aims at eliminating behavior that is mutinous and aggressive from children. Conduct disorder in this case is rebellion while social learning theory is applicable. The theory mentioned is relevant in that it suggests parenting styles which result to good or bad conduct of the child. The sessions are weekly where I start by counseling parents on the importance of creating time to play with the child while ignoring negative attitudes and focusing on the positive behavior also referred to as a child directed interaction. They promise to set apart every Wednesday afternoon for play with their daughter. On the following sessions I instruct the parents to create and develop compliance rules also referred to as parent directed interaction. The following two weeks mark tremendous results with decline in the rebellious attitude and more compliance to set rules. Besides that I am able to achieve better communication, the child can freely release strong inhibited emotions and a strong relationship is build (Carroll, 2002).

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Andrew Carnegie was somebody who was born wise and ambitious in getting whatever he wanted. Though born in a family that was not well up financially this seems to be of no issue to him and he knew what he was after. His dream was to find his platform in United States rather than in Scotland. Immigrating to US in 1848 at a young age his talent came to play.

At a very young age of 12 Andrew showed his hard work and his industrialism and also the passion and determination to succeed in life. He started being bobbing boy in a factory where cotton was made and due to his flexibility he could also do other jobs. Andrew still in a tender age he could consider getting literate because he knew the importance of education and he went to night school and he educated himself in writing and reading. He wanted to become wise no matter what it cost him even if it was through borrowing money.

At the age of 14 Andrew found another job where he was a messenger at a telegraph office, while in this job a superintended of Pennsylvania Railroad Company called Thomas Scott noticed him. In 1953 Carnegie was lucky since Scott decided to make him his private secretary and also a personal telegrapher. This showed that his hard work was noticed. At the age of 23 in 1859 he succeeded Scott and he also used this position to expand his potential. It was said that the root to his success was this point of life and it is at this time Scott helped him in the venturing to bigger business. This process was to some extent an illegal deal with the president that governed Pennsylvania at the time and was none other than Edgar Thompson. There was corruption going on which would bring Andrew to the pedestal of his start to great success. All this was done by Scott.

This is when he made  investment in business of Woodruff Sleeping car .This is a company where he made an introduction  of the first sleeping car in America’s railroad .This shows that by coming up with this company had a role in his success towards  recognition in the industrial greatness. It also shows that he was a great thinker and he came up with a company which would not face competition from other common companies in those days.

This set a path to more investments like key stone Bridge Company, another being Rail mill and also he was also involved in investment of Blast furnaces, iron mills inclusive of the Pittsburgh locomotive works. He also had many other companies in which he was in partnership with the president and also he decided to buy the competing company in the year 1988. He was able to achieve profitably and to the heights on the oilfield located in Pennsylvania. During these years he had bought many shares from different companies.

Andrew Carnegie had so many qualities and characteristics that helped him to his achievement and the goal he had dreamt of. Being a small kid he was a hard working boy and so he started being employed .He had a mind of an achiever. He also thought that education would be of great help in the future and he also went on to gain it by himself and though he was born with wisdom he was to add it through education.

The way to his greatness in the United States industrial world was through his entrepreneurial success in the steel and iron companies and many other companies he managed to have. Though there was some corruption deal done by Scott and Edgar who helped to the greatness he was not involved and may have not intended to do that in his opinion. The vertical integration in his manufacturing companies did the companies well on the side of the raw materials. His writing of different books would also contributing to the industrialization

Joseph (1979), by the year1889 Andrew properties which were include in his companies which were manufacturing steel, there was a limitation in the partnership that later would become so great in the industries that were known to manufacture steel. For the first time in history the United States out did the Great Britain in the industries that manufactured steel was in the year 1890.The credit could be given to none other than Andrew himself for effort he had made to reach to this level. This would be said to be a great success because it was even immune to the upset of the depression that came up during the strike of the union. The strike affected the companies that dealt in the manufacture of steel. Carnegie had looked ahead and had a strong goal for his company.

From the information given by Joseph it is clear that Carnegie played an important part in the escalating of industrialization in the country of United States. In the earlier years America was mostly well oriented in the world of agriculture but this man had big part to play in turning that around. His clever ideas helped him even overtake the country which is Britain where he borrowed the ideas. This shows clearly that Carnegie was a captain of industrialization and credit should be given to him. After selling his company to J.P. Morgan his character as philanthropic shows that he was helpful and he understood very well where he came from.

According to the biography of Andrew Carnegie and how he achieved his wealth it is clear that it was out of his handwork and his innovation. But him being robber Barron was just an assumption that people had in that time period that there was rapid growth of industrialization.        The retirement of Andrew Carnegie was in 1901 when he turned 66 years of age and he would make the final negotiations on his business in March that year. He then decide toform a corporation of the U.S steel which was to thrive and become the greatest with the capitalization of market of just over 1 billion dollars.

Up to his death in 1919 Andrew was said to be a kind, generous man and clean individual in his business deals. His life can be said to be celebrated through his good deeds. It was clear that Andrew is a legend and is well recorded in the history of U.S for his handwork. Contribution to building different major institution in America and also in Netherlands is a great achievement for instance the Hague.

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All the individuals in a team should not be free riders instead they should be actively involved in the activities of the team. We were all keen in delivering a project that will have a great legacy in the future. At first we were harmonious as a team but we were still being faced with many difficulties in communication and team work. As a group we improved our working skills and developed a positive conflict which enabled us not to be any more limited in thoughts and we were also able to generate a grater variety of innovative ideas.

As a group we started meeting regularly because we found out that the reason as to why we avoided conflicts is because we had not known each other for long and feared embarrassing each other. Some of the members in our team are non-native English speakers and as a result some of us who are native English speakers communicated with our external beneficiaries. As an individual I became more motivated as compared to before and instead engaged in thorough research to enable the team get potential partnerships for our group to communicate with. This was not yet enough and as result I proposed identification of more than one charity and finally all members became more involved since the deadline was approaching and as a result we were successful in creating legacy with UK online centers.

As a group when working together you should all have some personality that should help in making the team grow in the right way. There is a need to develop team working skills, have positive conflict in your team so as not to be limited in your thoughts and also to enable you generate great variety of innovative ideas. You should not avoid conflict in fear of embarrassing each other but instead you should learn to respect other peoples’ idea. Issues in the team should be raised up and also problems in the group because failure to do this can lead to even greater problems in the process of delivering the project. Interested people in our group contributed in various ways in the growth of the team, partnering with the UK online Centers enabled us generate legacy with the Career Services Centre  and Volunteering and this enabled the team to further promote the project and pass it on to people outside the group who were willing to contribute to the project.

            The people interviewed at the career Services Centre regarding to our project expressed interest in the project in that they believed our idea to be successful as it created a legacy in continuing with the project. The interviewees found it fascinating in that it not only provided a great social impact but also a learning opportunity. When people express interest in your work as a team you get to know whether they are confident in you or not and in return do not hesitate in giving you a credit, for instance when the UK online Centers expressed interest in our project and believed that we had the ability to deliver the project as a success since we had the skills and methods necessary for that particular project. Getting such commends from people whom we  have partnered with was  of great importance and motivated us even more and in return we became more efficient in carrying out our duties since someone was having a great interest.

            Contributors to the group activity also have an impact in the way the group is run. This is because you get to know better the kind of clients you are working with and their expectations. After we had an interview with a contributor to our community project we could better detect the mentality and true feelings of the people who are directly involved in our services. If you get a response you are likely to get more motivated and even improve you activities. When you get this information as a group you can decide on what step to take next. We can say that all the people who are involved in any activity in the organization have different roles to play thy have different abilities, behaviors, feelings, plan and they react differently to outcomes.    Organizations can be social, cultural or even business oriented and are made up of individuals who are involved in different activities in the running of the organisation. People in an organization have different relationships among themselves depending on how they know each other and the extent to which they interact with one another. This gives rise to team dynamics. Team dynamics can be described as unforeseen forces that operate in groups of people who are in teams and are engaging in the same activity. Team dynamics in organizations can strongly influence the way a team reacts to situations and this can have either a positive or negative effect in the team. (Woodman, 1993).

Knowing one another in a team or not having knowledge of one another can have effects in the way the organization undertakes its activities. I and my team mates met with each other only for a short duration of time prior to our project .This made us act courteously and in a polite manner and as a result we always compromised with one another easily when one of the group members raised an idea and as a result our thoughts were limited hence restricted from generating a variety of innovative ideas the reason being that we did not want to embarrass each other. This in return made us face a lot of hindrance in delivering the project.

Existence of diversity among team members can also be a source of dynamics within the organization. In our team we had people from different nationalities and also people with different mentalities. People of different diversity always have different opinions on matters, this is the reason as to why we found it difficult to understand each others’ opinion because we all see things form different points of view because of the difference in cultural difference. Individuals who have diversity and are working together are supposed to try their best so as to understand each others’ thoughts better and this can be achieved by taking time to know one another better where by during the meetings each individual is given an opportunity to express ideas and the whole team to engage in discussion so as to decide on whether to take the suggested idea or to ignore it.

Forms of communication that a team uses while communicating among the members can also be a cause of team dynamics. Teams should put into practice formal communication methods which are vertical, horizontal or diagonal in nature. Where informal communication methods are used the team can suffer negative team dynamics. If a team allows grape vine which is either in form of gossips and rumors, individuals involved in the gossips may get discouraged if the rumors were negative and they are likely to withdraw from the team which may cause a great lose to the team.

Communication barriers which may be in form of language, failure to listen and time can have effects to the team. In our team English which was the language of communication was a second language to some members in the team and as a result it became a barrier in our communication and as result we had to rely on native English speakers in communicating with our external beneficiaries where else the non-native English speakers used the non-verbal forms of communication which includes writing and sending emails. Lack of a common language of communication can be a cause of misunderstanding among team members and as a team you can have problems in making of important decision that concerns the whole team.  Where there are communication barriers the team members are likely to fail to understand one another hence there may be difficulties in making some important decisions that concern the team.

As a member of the team I realized that the wide organizational context is highlighted by processes, values, timings, business logics and various ways through which things are done in the organization and as a result Team dynamics in an organization must be recognized so that the concerned persons should put emphasis on positive dynamics which are likely to improve the organization and instead avoid negative ones which can affect the organization in a negative way. To recognize team dynamics, as a team you need to put into consideration forces within the team that may influence the team in terms of its behavior.

PART 3

 

An organization is a formal or informal place in which all the factors of production normally are integrated and coordinated; they include materials, human resources, machines and the management which has a main aim of ensuring that the organizational objectives are met. This organizational process is continuous in nature and changes with time. Organizational Dynamics are evident in all forms of organization and focus on conflicts, problematic behaviors, challenges, concerns pertaining to change, communication and team dynamic which is difficult to handle. Leadership and staff issues interfering with individual’s productivity in addition to organizational goals form part of the organizational dynamics. (Kotter, 1973).

Organizational dynamics also refer to evolutionary change that take place within an organization and are in response to other external influences. They include organizational product or growth lifecycle, strategic plan changes, market forces, work place reform and work trend changes. Recognizing organizational dynamics is important especially as pertains to the impact they may have on career development path of clients hence a corrective action should be taken in good time to eliminate chances of adverse effects in the organization.

Organizations have formal structures, processes, values, timing and patterns of interacting. As a member of a team you should know the kind of structure that the organization you work for has and also its components. This will enable you know the constituents of the organization you interact with and the dynamics that may arise within it and the effects of this to the whole organization. Like any other religious, social, and cultural organization a company has its set objectives. This is of most importance because the set objectives determine management pattern and sales of operations. The organizational structure should be built up in a way such that it will fulfill the objectives relating to the particular organization. Structures differ from one organization to another and their implementation give rise to organizational dynamics because the various activities concerned in ensuring that the set objective is met is exposed to very many determining factors. (Allcorn, 2005).

Each organization has principles that it uses in directing the efforts of the employees or team members. Each organization has a different organizational structure and as a result the principles governing one organization may be different from the other. Although the guiding principles of a particular organization may be different from the other Henri Fayol laid down some principles that are applicable to all the organizations and once an organization follows them it becomes possible for it to run its affairs smoothly. These principles include;

• Subordination of an individuals’ interest to the common good of the organization
• Division of labor
• Discipline
• Authority and responsibility
• Unity of command
• Unity of direction
• Order
• Justice
• Hierarchy
• Remuneration of team members
• Centralization

Organizational dynamics may arise when the management attempts to administer various principles in order to be in the same path with organizational structure which comes along in different ways. These are;

• Line or scalar organization- authority originates from the top in this organization, it then flows to the subordinate executives through the various departments.
• Functional or staff organization- Authority originates from the top and flows functionally to the subordinate executives.
•  Line and staff organization- It’s a combination of the two types of organization; scalar and functional or staff and line or scalar organization. Line organization is for departmental set up and defining lines of authority used in the organization. The functional organizational provides advice and assistance which is done by staff officers though this falls outside their main duty.

Team work should always be operated at an intelligence level well below individual work the reason being that team learning is hindered when the team employs defensive routines and as a result teams should aim at preventing to incur it. Conflicts in teams are always evident and are essential elements as they encourage creative thinking. Different approaches that teams employ in handling conflicts and defensive routines indicate competencies of that particular team. Defensive routines are habits for which most people get used to not revealing their real way of thinking so as to prevent embarrassments. This habit becomes reinforced in an organization and it eventually becomes part of that organisational culture.

Defensive routines should be criticized as an obstacle against the groups collective learning. Some recommendations that can be used to reduce defensive routines includes mutual inquiry and self- disclosure for which the individual is supposed to reveal his real thinking to the group members as well as motivating one other to do the same. Team members ought to be aware of defensive routine signals, and then try to discourage the bad habit so that the team can learn and advance team goals.

I and my team mates had various choices available, in order to deliver a sustainable project we were to take some and leave others behind. First there was a need to develop team working skills and stop compromising with each other when one of us raised an idea .Having conflicts amongst ourselves was also necessary if the project was to succeed, there was also a need to contribute ideas especially during the initial stages of our project. A clear leader was also required for the team. These choices were for various intended outcomes though some other unintended outcomes also came about.

When working with a team you are supposed to encourage efficiency and effectiveness in the team work, encourage the team in moving on especially during critical moments and there is a need to assure that as team mates work is completed in good time so as to avoid delaying the schedule. As a group when working together you should all have some personality that should help in making the team grow in the right way. There is a need to develop team working skills, have positive conflict in the team so as not to be limited in your thoughts and also to enable you generate great variety of innovative ideas. You should not avoid conflict in fear of embarrassing each other but instead you should learn to respect other peoples’ idea. Issues in the team should be raised up and also problems in the group because failure to do this can lead to even greater problems in the process of delivering the project.

PART 4

The most important lesson that I have learnt from this project is that when choosing a team to work with I should identify a co-operative team that is positive in nature so that during the time when I will be working with it we will be able to set and work towards the achievement of our set objective. As an individual I should be in a position to take action should there arise a need that am able to take care of. (West, 2002).

For instance when we were doing our community outreach project as a team we had a difficulty situation of locating any form of organization that could be positive in  co-operating with the team during the specified  period of time you wanted. Even after communicating with a number of potential charities, as a team we found that we did not get a positive response instantly from them and realized that we had limited time. As an individual I became more motivated as compared to before and instead engaged in thorough research to enable the team get potential partnerships for our group to communicate with. This was not yet enough and as result I proposed identification of more than one charity and finally all members became more involved since the deadline was approaching and we were successful in creating legacy with UK online centers.

As an individual am not actively motivated in the first place when am assigned to complete something, though if under time pressure I can become participative than before. This should not always be the case because if I be inactive in the beginning of an activity that am supposed to accomplish in the long run I may suffer in that some of the activities that I was supposed to have accomplished at the beginning may not be done and this can result to problems in the team am working with and some objectives may not be met. Work should also be delegated to the people who are supposed to carry it as the activities of the team begin.Methods and processes of communication between the team members should be specified to ensure that the work assigned is completed effectively and within the time limit. Lastly every team member should be actively involved in the activities that the team engages in to ensure that all team members are motivated to continue belonging to the team that they all benefit from the effort that are collectively made by those who are much involved in the team.

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Criminal justice law was set up for reasons such as punishment and sentencing of crime. When strict measures are not taken to prevent vices, the society becomes a hostile and unfriendly place to be. People live under constant fear and are unprotected creating room for moral decay. Crime is also costly, asserts Cole and Smith (2006 p45) it forces the society to pay dearly in form of increased taxation, price rise and fear. One purpose of sentencing is mostly to give the deserved punishment in accordance to the crime committed. For a long time the decision to sentence was entirely left to the judge who in turn would use previous experience to sentence the crime presented.

Fundamental philosophies

As new crimes emerged the need to develop fundamental philosophies became urgent if criminal justice was to fairly sentence and punish crimes. Four basic philosophies are widely used to help understand and determine punishment and sentencing (Cole and Smith, 2006). Retribution, deterrence, incapacitation, and rehabilitation are four basic philosophies for sentencing.

Retribution is a philosophy that states severity of a crime only determines crime punishment. Other factors are not considered, the main focus is on how serious/ weighty the crime and no other circumstances.

Deterrence derived from the term means put off or discourage. It thus is a philosophy that suggests punishment should not only be for the offenders. Its severe consequences deter others from committing such crimes. The main thought is that if the punishment is severe potential criminals will avoid committing crimes (Cole and Smith, 2006).

Incapacitation states that on punishment the criminal will be in no capacity to commit the crime again. Separating the criminal from the society reduces criminal activity. Death penalties for instance are a sure way of eliminating crime forever. Once the criminal’s life has ended he can no longer kill or harm the society, it incapacitates him.

Rehabilitation philosophy is the sole purpose of all sentencing done. Modifying behavior and vice eradication is the main aim of punishment and sentencing and can be achieved through rehabilitation. Some crimes can be eliminated through if resources to make individuals productive are provided. Training on the consequences and effects of crime if properly done in the prison modifies behavior. Some criminals after release live a life free of crime as a result of acquired training in during the rehabilitation period (Cole and Smith, 2006).
Determining crime sentence

Most people look up to the jury and judge as determiners of crime sentence. What they do not realize is that several factors have to be examined to conclusively reach the verdict. How serious a crime is normally has a major role in determining sentencing, Some crimes like murder, robbery, homicide, rape and assault are ranked as serious crimes. The sentencing of such a crime is thus incomparable to minor crimes (Wyatt, 2010).

The defendant may be contrite and go ahead to plea guilty showing that they are regretful of the crime committed. A criminal who incriminates himself and pleas guilty may be viewed as an honest person leading to a sentence reduction.

Factors like first time offences are considered too as they prove the fact that he/she has no past criminal records. Factors like crime accessory are looked into, if they were an accomplice of another offender. He may have been forced to commit the crime by assailants.

Physical and psychological state at the time of the crime is also considered. Factors like stress, depression, paranoia, delusions contribute to mental instability causing people to commit crimes unintentionally. The nature of crime tells a lot and determines sentencing. If the victim was hurt, vindictive or property was destroyed clearly depicts violence. This in turn increases the term of sentencing.

Capital punishments

They have been ancient methods of punishing crime through death penalties like hanging, use of syringe, electrical chairs, burning, shooting amongst others. The life of a conscious person is seemingly put to an end and slips off. George goes on to describe how he witnesses ‘a life in its full bloom cut down because of a death penalty’ (Orwell, 2004). Any one witnessing the life of another human being come to an end is moved by compassion whether they are of support for the practice or not. They are viewed as inhumane and painful but the victims tell a different story.

Pros and cons

One reason perhaps why death penalty is a critical debate is the inability of humans to create life and therefore never end it. Those who advocate penalty there is no better way of punishing crime. Those who commit crimes are totally wiped off existence. It effectively deals with crime as we never witness repetition of crime from that specific individual. Victims of rape and other offences have to deal with psychological trauma for the rest of their live hoping that the criminal will never strike. It thus reduces crime and creates a sigh of relief for the society. For crimes such as serial killing and homicide living becomes safer as we no longer fear living home only to meet with a serial killer. To some extent homicide rates drop. The practice of an eye for an eye gives fair treatment for all (Wyatt, 2010).

For those who face death penalties it means that they can no longer have their behavior rehabilitated which is the sole purpose of punishment. Previous research by criminologists has proven that once a penalty is publicized, there tends to be an increase in the rate of a similar crime (Phillip, 2009). They die without transformed from the vices that got them sentenced in the first place. Not only is the practice highly condemned socially but is wrong according to many world religions. Human life is sacred and should go back to its author when it ends but not through a penalty. Human right activists view this as a barbaric way of modifying behavior. Unfair crime conviction may lead to death of innocent lives. Past evidence has revealed that many innocent lives are lost to unfair sentencing leaving behind painful memories (Child, 2009).

Debate influences on the decisions for punishment

Punishment and sentencing are methods that are suitable for putting to an ill behavior cropping up in our society. There is need to achieve fairness and justice especially to the accused and victims. Capital punishment has become a highly publicized issue resulting to positive and negative opinions. It is not only a political issue but religious, social and psychological. While some states like Taiwan approve it, some Western Europe states refer to the practice as barbaric (Wyatt, 2010). If capital punishment for instance never attains the purpose of punishment and sentencing, how can we achieve this? There should be establishment of accepted codes of punishing wrong doers. The society needs to air their opinions and suggest suitable ways of addressing the issue of punishment and sentencing. This is one way of achieving success especially in the hotly debated issue of capital punishment.

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Whereas the term utilitarian has been seen as an equivocal terminology, it is contextually used to imply the rightness or the wrongness of any action. This wrongness or rightness makes reference to the good side and the bad side of any activity. According to Bentham who developed this philosophical thought, the consequences and the returns of any action determine the utility of the action (Mills 1963). The actions’ utility nevertheless is always relative and therefore pecking the controversy over what is ideally utilitarian.

The utilitarian theory works on the presumption that the person has maximum happiness and pleasure. However, whereas one person will be having some pleasure, another would well be having a lot of pains. In view of this, the theory relatively appears to be farfetched and unrealistic. The explanation adopted in this theory on morality as being based on social extension with natural inclination is indeed non-founded.

According to this principle difficult situation with moral deliberations would be readily transformed into manageable and yet very empirical considerations. Whereas this assertion would still remain a relative consideration, it does stress on the happiness of the person seeking pleasure and remains silent on the environment’s effect and receptiveness of the acts (Frederich 1899). Ideally this seems to have a clear lee way for the perpetuation of injustices provided the person committing the acts is deriving happiness from the activities.

The theory emphasizes and stresses more on the practices that would make an individual happy.  Provided the environment supports the happiness of person (Mills 1963). The principle remains very silent on the aspect of human norms and natural rights.  Besides, the theory remains very unclear on the confines of happiness; there are no defined units for which happiness can be measured. The theory does not appreciate the fact that there would be the extraversion of the altruistic components in the event that the demands are strictly followed.

 

2          The capitalist nature of the present economic setup does approve of the market economy. Within the presets of the market economy, the going-on in the market should be determined by the forces of supply and demand. Ideally, the market economy demands that the law of demand and supply dictates the market prices without the interference of the state. Nevertheless, it is arguable there free market s are non existent and are only theoretical.

In an economic system where the price of good and services and other critical decisions are made through the interaction of the citizens, with the least government intervention constitutes free economy. The decisions of the consumers and the producers determine the course of the activities in the market

Command economy on the other hand is the direct opposite of the free market economy. In the command economy (planned economy), the government is fully charged with the control of market activities inclusive of the price control. In command economy, the government is able to explore the available resources without fail and this makes the economy more stable than in the market economy where the forces of demand makes the economy more prone to effects of the external forces such as international economic downturn (Planned economy vs. free economy

). Well planned command economies have reduced cases of surplus production and unemployment.

The planned economy fronts for collective benefits for the resident of the state. On the other hand the market economy like in the capitalist case ascribes to the principle of individual benefits dependent on the inputs of the person. Rewards to the benefits the economy accrues are shared on the basis of the services rendered. Profit making, unlike the free economy, are based on the state and not the individual.

In a world where inequalities are becoming a common phenomenon, the planned economy would offer the best solution towards the reduction of these inequalities. The activities carried out will benefit everybody within the economy; stabilizing and redistributing the wealth without fail. The culture of class alienation would be relatively reduced, resulting into increased social and economic justices. Continued free market economies would simply translate into a world with two divergent classes; the poor and the bourgeois.

 

3.         Stuart Mills was a philosopher who developed the harm principle asserting that provided an action does not cause harm then it should not be banned. Ideally according to Mills an act should only be banned if the act has some harmful effects on the person. Whereas there are a number of acts that are harmful, the liberals argue that these activities should be allowed altogether. Inherently, the harm principle sets minimal requirement for which an act can be justifiably be banned.

Harm according to the harm principle implies anything that does instill some pain or anything that deprives an individual pleasure. The harm would be psychological or physical. In line with the principles of utilitarianism for which Stuart ascribed to, as along as the individual got the most good out of the activity, then the activity was ideally rights and should not be banned.

According to the harm principle the activities of one individual can be prevented for as long as the activity is proved to be having harm to others. This school of thought asserts that any person can do anything provided the actions do not harm others. This system of believes hold that an individual is sovereign provided over their mind and their own bodies. The implication in this assertion is that the person can do anything with himself but the action to the others is subject to the effects on those persons.

Allowing this principle to take root implies that the persons should be allowed to do anything with their lives as long as the effect on the others are not harming. Ideally, this is tantamount to giving leeway to acts such as suicide. This would contravene most nations’ obligation of protecting lives. Besides, one would simply break person values in the name of observing the harm principle.

 

4.         Utilitarian postulates that provided the provided the persons committing anything are able to determine that it is right or wrong, the principle tenet of utilitarianism would be met and therefore.

Whereas liberty and toleration have always been argued as dependent on the formal principle of defense, any individual would not readily escape from unfruitful and inclusive disputes. On the contrary it is immutable forcing persons to be free. Though it is agreeable that toleration and liberty in terms of the autonomy of humanity are not ardently eliminated through the non liberal paradoxes, I do not agree that Mill’s defense of liberty is typically trapped in the paradox. I shall argue that Mill was particularly conscious of the paradox and anxious for overcoming it and that his efforts are still suggestive when we think of liberty and toleration today.

Secondly and interestingly so, suggestion which can be found in Mill’s arguments for toleration is related to the fact that he thinks that tolerating an action which we feel unpleasant or imprudent is compatible with our criticizing it and advising not doing it. If we think it desirable that toleration in the negative sense, unwilling forbearance should be transformed into toleration in the positive sense, chances for mutual understanding and changing one’s attitude to others , then, Mill’s suggestion that freedom of thought and freedom of action share a public character can be seen as an important step towards that transformation.

For Mill, dynamic collisions among various opinions about what kind of life is worth living should not be avoided. Rather, it should be welcome. It is true that he treats freedom of thought and freedom of action from slightly different points of view but he sees both of them possessing a public character in that they are open to discussion and criticism.

 

5.         Utilitarianism provides that for as long as one has maximum satisfaction form the activity, the activity is justified. The rightness or the wrongness of an activity is pecked on the person undertaking the act. Under the circumstances, the soldier was right, either way the bombs effects to the troop would still have been blamed on his lack of responsibility as the troop leader.

The case implies that death was inevitable under the circumstances and that the attempts he was making was simply to elude the fears of the loss of many lives him inclusive. In view of this argument and in the light of the utilitarian theory, his decision was justifiable by all standards. Death would not be evaded ideally, regardless of whether he did this or not, death was certainly imminent.

Whereas the soldier saw that right, it pecks the subjectivity of the argument of the utilitarian theory.  Whatever one may deem as right would end up hurting those around him or her. In this case the family of the soldier would have many aspersions on the exact cause of the death of their loved one, causing discomfort and anguish.  In view of this argument it is plainly evident that the utilitarian theory has very many flows and loopholes for the perpetration of injustices.

6.         Injustice is injustice regardless of the number of times it is done. The modest thing for Jim to do was to refute the offer, because whether one person is killed or all re killed; it is unjust.  Besides, which member was less entitled to life that Jim would have chosen onto to be killed? In view of these paradoxes, it is upon the incumbent to refute the offer. Perhaps this stand would show the perpetrator of the injustices that either way it was wrong.

Ultimately refuting the request would make the perpetrator to rethink the stance and ideally this is the right thing that would bring justice to all. And given that the tenets of utilitarianism demands that whatever one does should not harm the other, the victim chosen would be harmed by what Jim’s views as the right stand.

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The change in the conditions making the economy in the year two thousand and nine to a certain bit of two thousand and ten have negatively affected IGM Financial Inc. This has been due to high unemployment rate that has let too low demand for the goods and services provided by the firm. This was also due top other factors that are beyond the companies management. They entail but not limited to, foreign exchange rates, the international relations, global equity, we have funding risks and interest rates on borrowed funds among other factors. However the funds raised from various ventures including the issuance of debentures worthy $ 375 million, and the giving out of the preferred stocks in two thousand and nine was a clear indicator of the availability of funds for carrying out its investment activities. The redemption of the preference shares also indicated that there would be a reduction in the interest expenses to be paid out. The net income generally decreased from $730.8 to $113.9 million at the year end as the gross revenue generally decreased from $2.31 billion to $2.67 billion as was reported by ( IGM financial Inc. reports for 2009 earnings); given the positive information. But given the general growth in most of the factors in 2010 as compared to 2009 I i.e. Gross revenues, Net income, Earnings per share, I predict a positive growth rate of 5% that shall be used in the evaluation model.

There are the forecasted financial statements on the next page

The numbers have continued to grow from year to another due to the following assumptions

I.            All the factors affecting the industry shall remain constant hence the rate of growth shall remain at 5%. The justification is that they are only the new changes that will impact on the growth rate either negatively or positively.

II.            The rate of growth shall always remain constant. For this reason the figures shall increase at the stated rate of 5%.

Below is a the forecasted financial statements

Income statement

 

Fee and net investment  income
Management					$1,646,636	1728967.80	1815416	1906187	2001496
Administration					346,020	363321.00	381487.1	400561.4	420589.5
Distribution					257,427	270298.40	283813.3	298004	312904.2
Net investment income and other					62,297	65411.90	68682.5	72116.62	75722.45
Total Fee and net investment income					2,312,290	2427904.50	2549300	2676765	2810603
Operational expenses
Commission expense					808,482	848906.10	891351.4	935919	982714.9
Non-commission expense					614,222	644933.10	677179.8	711038.7	746590.7
Interest expense					109,864	115357.20	121125.1	127181.3	133540.4
Total operating expenses					1,532,568	1609196.40	1689656	1774139	1862846
Income before income tax					779,722	818708.10	859643.5	902625.7	947757
Income taxes					220,630	231661.50	243244.6	255406.8	268177.1
Net income					559,092	587046.60	616398.9	647218.9	679579.8

 

 

 

 

 

 

A balance sheet

				2009	2010	2011	2012	2013
Assets
Cash and cash equivalents				$945081	992335.1	1041952	1094049	1148752
Securities				1246259	1308572	1041952	1094049	1148752
Loans				671556	705133.8	740390.5	777410	816280.5
Investment in affiliates				598221	628132.1	659538.7	692515.6	727141.4
Differed selling commissions				850082	892586.1	937215.4	984076.2	1033280
Other assets				592908	622553.4	653681.1	686365.1	720683.4
Intangible assets				1128280	1184694	1243929	1306125	1371431
Good will				2613532	2744209	2881419	3025490	3176764
				8645919	9078215	9532126	1050363	1102881
Liabilities
Deposits and certificates				907343	952710.2	1000346	1050363	1102881
Repurchasing agreements				629817	661307.9	694373.2	729091.9	765546.5
Other liabilities				780329	819345.5	860312.7	380415.3	399436
Future income taxes				328617	345047.9	362300.2	380415.3	399436
Long term debt				1575000	1653750	1736438	1823259	1914422
Shareholders equity
Share capital
	Perpetual preferred shares			150000	157500	165375	173643.8	182325.9
	Common shares			1562925	1641071	1723125	1809281	1899745
Contributed surplus				32702	34337.1	36053.96	37856.65	39749.49
Retained earnings				2737785	2874674	3018408	3169328	3327795
Accumulated other comprehensive loss				-58599	-61529	-64605.4	-67835.7	-71227.5
				4424813	4646054	4878356	5122274	5378388
				8645919	9078215	9532126	10008732	10509169

 

 

 

 

 

Below is the statement of forecasted the cash flow for five years from 2009 to 2013

			A cash flow forecast statement assuming a 5%growth rate for ING Financial inc.
				Cash Flow statement
					2009	2010	2011	2012	2013
Operating activities
	Net earnings				$445,881	468175.1	491583.8	516163	541971.1
	Adjustments to determine
	net cash from operating
	activities
	Future taxes				-19864	-20857.2	-21900.1	-22995.1	-24144.8
	Commission amortization				25591	26500.95	27826	29217.3	30678.16
	Amortization of capital				25239	26500.95	27826	29217.3	30678.16
	and intangible assets				10760	11298	11862.9	12456.05	13078.85
	Changes in operating
	assets and liabilities and other				687106	721461.3	757534.4	795411.1	835181.6
	Commission paid				-156202	-164012	-172213	-180823	-189865
Financing activities
	Net increase in deposits and				-5995	-6294.75	-6609.49	-6939.96	-7286.96
	certificates				-286615	-300946	-315993	-331793	-348382
	Repayment of bankers acceptances
	Net increase in obligations related to
	assets sold under repurchase agreement				631258	662820.9	695961.9	730760	767298
	Issue of debentures				375000	393750	413437.5	434109.4	455814.8
	Issue of common shares				24580	25809	27099.45	28454.42	29877.14
	Common shares purchased for
	cancellation				16200	17010	17860.5	18753.53	19691.2
	Perpetual preferred share dividends paid
	Common share dividends paid				404300	424515	445740.8	468027.8	491429.2
					317728	333614.4	350295.1	367809.9	386200.4
Investing activities
	Purchasing of securities				-1167087	-1225441	-1286713	-1286713	-1351049
	Proceeds from the sale of securities				477611	501491.6	526566.1	552894.4	580539.2
	Net increase in loans				1147325	1204691	1264926	1328172	1394581
	Proceeds from securitizations				1071734	1125321	1181587	1240666	1394581
	Net addition to capital assets				-5581	-5860.05	-6153.05	-6460.71	-6783.74
	Net addition to intangible assets				-4385	-4604.25	-4834.46	-5076.19	-5329.99
	Acquisition of non-controlling interest				-1048	-1100.4	-1155.42	-1213.19	-1273.85
					-776081	-814885	-855629	-898411	-943331
	Increase in cash and cash equivalents				72551	76178.55	79987.48	83986.85	88186.19
	Cash and cash equivalent
	beginning of period				1232171	1293780	1358469	1426392	1497712
	Cash and cash equivalent
	at end of period				1304722	1369958	1438456	1510379	1585898

 

Sensitivity analysis

This analysis looks at two scenarios. Here we have the situation where the status remain as it is for now i.e. neutral scenario and secondly if they take a conservative state.

Should the status quo remain then we shall be having a 5% growth rate but if they decide to take a conservative state then it means they won’t be pursuing any new ventures to enhance growth. I recommend that they keep up a status quo scenario so as to continue growing at the rate of 5%. Stock Report. (April 2010). NYS Symbol.

Finding the terminal value

We make an assumption that there will be a constant growth beyond twenty ten. Considering that revenue and capital shall be stable over the same period, we do it as shown below;

Terminal value= FCF (1+g)/ (WACC-g): Where

• FCF is the firm’s cash flow.
• g is the growth rate.
• WACC the firms weighted average cost of capital.

 

Enterprise value should be found by discounting the firm’s current value and adding it up to the firm’s discounted terminal value.