Financial Forecasting CheckPoint Essay Example for Free

Financial Forecasting CheckPoint Essay The reason type of companies such as brand new companies, family-owned companies, and long-standing companies would need a financial forecast is to develop projected financial statements; a series of pro forma. The information developed by a series of pro forma provide a sort of estimate on inventory, payables, receivables as well as what would be required for profit and borrowing. A projected financial statement provides a kind of advantage in any of the companies listed above as it gives the firm an insight on operations. A pro forma would help guide companies in deciding how to best operate and succeed. When starting a brand new company a financial forecast is essential. A financial forecast would help a brand new company decide on how much inventory would be needed, cost of start up and production, and how much capital is needed. Obtaining a financial forecast would also help guide a brand new company on how much profit the company can make, whether a bank loan would be needed to start up and how many individuals can be hired. Family-owned companies need financial forecast just as much as a brand new company. A family-owned company would need a financial forecast for obtaining information from the simplest of things like how much inventory is in stock, profit sharing, expected expenses and profit for the future. A family-owned company would need a financial forecast to also make good decisions on continuing a successful business, which department needs revamped or tweaked. It is essential for a family-owned company to obtain a financial forecast to also estimate whether sales income would be enough to cover expenses and whether cutbacks need to be made.

The organization of the police department Essay Example for Free

The organization of the police department Essay An organization is said to be a group of people that is established to achieve a common set of goals through general approaches. (McNamara, 2007). Among the organizations rarely subjected to scrutiny is the police department. Although there are some investigations that study police organizations, many of those are focused on the study of the people within the organization and not the organization itself. Before a person can fully understand the people and the task within an organization, it is imperative for one to know their organizational context. (Cited in Wilson, 1989). The organization of the police department is said to be bureaucratic in structure and applies paramilitary style of operation. The practice of bureaucratic organization is considered to be the most efficient of all organizational forms (Cited in Gerth Mills, 1946) and is also a formal social organization which is characterized by its complex organizational structure, specialized sections, policies and procedures, a define hierarchical structure and career movement (Cited in Blau Marshall, 1982; Dantzker, 1999; Gerth Mills, 1946; March Simon, 1978; Wilson McLaren, 1977). The police department is said to practice the bureaucratic way of administration because it maximizes efficiency, it is also considered to have a paramilitary style of operation because it incorporates the military-style of operation. Furthermore the police organization is also classified as tall and hierarchal meaning the organization follows chains of commands and the power is only applicable for the few who are on top especially those who are in the position of the command level. â€Å"Police organizations†). The aim of this paper is to answer the following question: Why is an organization is important to the effectiveness of the police department? Like any other people-oriented institutions the efficiency of a police department is accounted to its organization. In order for an organization to function well several important aspects are needed to be considered like the purpose. An organization is binded by common purpose and according to Kenney (1972): The police are the primary civil agency of government responsible for criminal law enforcement, regulation of conduct and the protection of life and property. In a general sense they are responsible for assuring that orderly processes of government, business, industry and society as a whole may proceed with a minimum disruption. They also share responsibility for creation of an orderly environment in which social and economic change may take place with a minimum disorder and disruption. Since the required tasks of the police are increasing nowadays, specialization is implemented in order to divide the labor. Based from a study, specialization reflects the principles and traditions of an organization and it is considered to be the basic feature of an organization. These specializations allows the organization to increase its complexity and as for the people working in the organization it allows them to develop their expertise, increase the comradeship among the members and upsurge their effectivity and efficiency. (â€Å"Police agencies are organizations†). Although the police department may have a certain goal, the organization within the department is responsible for creating a diversified pool of members for the agency by determining and marking the capabilities of each person, the responsibility that they are assigned is properly placed to avoid the neglect of a mission. (Cited in Wilson and McLaren, 1977). Furthermore, the organizations establishment of specializations creates a ground for cooperation and open communication among the members as well as diversity and yet it is still able to maintain the overall picture of the organizational goal. The organization of the police department plays a big role in giving directives to line officers in the area of its responsibility and to dispatch police officers to respond to the problems encountered by a certain area in the earliest time possible. In a study done by Dantzker (1998), he said that an organization is organized by a given time of the day or area. This is common in the organization of the police departments. One example that Dantzker gave is the patrol services. Generally the service is a 24- hour-a-day function thus most of the police departments uses 3 shifts. The shifts are often coordinated by the areas like beat, zone, district, division and other geographical locations. It was suggested that it is imperative to know the needs of the environment where the organization will function so that fulfilling the goals and objectives will be much easier. Also, most of the actions taken by the line officers during their duties are accounted to the directives given to them by the directing officers and it was suggested that when officers are directed to high-crime areas and hot spots of crime makes patrol officers more proactive (Cited in Sherman et. l, 1997). However, not all the activities are directed to the officers in duty, some of the shifts are unassigned allowing officers to have self-initiated routines (Famega et al, 2005) and making them learn the value of accountability. In summary, the organization of the police department is imperative in the effectivity and efficiency not only of the whole agency but also the people within the circle . The organization of the police department creates a common ground for the officers to know and give emphasis on the goals of the organizations and generally take part in doing their assigned roles. Needless to say the organization allows the department to work in accordance to what is directed and yet still be able take initiative on some of the assignments assigned to them so as to learn the value of accountability. Furthermore the organization of the department reflects the people who are moving within the agency and the whole operational process of the whole department.

Identifying Work Place Hazards Construction Essay

Identifying Work Place Hazards Construction Essay Injuries at the place of work are of major concern for all people involved in the business operations for an organization. The issues which cause accidents took place in the workplace and work-related ill health are called as Hazards. The demand for methodical organization of OHS hazards and their associated risks applies to all business/unions/organizations etc and all activities and functions within an organization. It is of worth importance to differentiate b/w hazard, risk and exposure when undertaking risk management. Hazard is the probable for harm, or unpleasant effect on an employees health. Everything that can cause injury or illness to anybody at or near the place of work may be called as hazard. Risk is the likelihood that a hazard will cause injury or ill health to anyone at or near a workplace. The level of risk increases with the severity of the hazard and the duration and frequency of exposure or vulnerability. Vulnerability/exposure happens whenever anybody comes into contact with a hazard. Risk management process consists of four steps; Identifying the Potential Hazards Assessing The Risks Associated With The Hazards Controlling the risk Reviewing the process The first and most significant step in reducing the probability of an accident/mishap is hazard identification. This means recognizing all workplace situations or events that can lead to cause an injury or illness. The second step is an evaluation of the level of risk of the hazards that have been identifies during the first step. This step engages in collecting information and building conclusion. It is imperative you consider the level of the damage/destruction or consequence from a hazard and the likelihood of harm occurring. If your assessment is that an unacceptable risk to health and safety exists, you must introduce controls to reduce the risk to an acceptable level. There are three categories of, you might take, while control measures. You can; get rid of the hazard reducing the risk introducing back-up controls (this point will be applied, after all other options in the last two categories have been worn out). The third step in successful risk management is to initiate and maintain systems which provide opportunity for day to day evaluation and review procedures. Evaluation means examining control measures to ensure risks are eradicated or minimized and no unacceptable risk is being caused by new hazards. The assessment system applies to the risk management process on the whole and checks the process is working efficiently to identify hazards and manage risks. Management of the Risks is an organizational issue and a productive program needs the assurance and cooperation of all. All the program managers and their staff need to recognize the fundamental importance of OHS risk management, for it to work. The most valuable practice is implanting OHS risk management into daily usage at all levels of an organization. Best practice can be achieved if you can integrate risk management principles and practices into everyday business practice. 1. IDENTIFY THE HAZARDS Hazard identification The 1st step in minimizing the probability of an accident/mishap/disaster is hazard identification, which relates to identify all situations or events that may cause to an injury or illness. Eliminating/minimizing place of work hazards requires a methodical approach. It is necessary to try and anticipate all potential hazards at the workplace recognized as the what if? approach. What is of Hazard? It is a source or potential source of any individuals injury, illness or disease. Anything which might cause to an injury or illness to anyone at or near the place of work is a hazard. While a number of hazards are quite clear and easy to recognize, others are not; for example exposure to noise, chemicals or radiation. Classes of hazard Hazards are classified into five different types. They are Biological hazards comprises of animals, Bacteria, Insects, Mildew, Mould, Vermin, Viruses. Chemical hazards comprises of chemical stuff such as acids or poisons and those that may cause to fire or explosion, cleaning agents, dusts and fumes from various processes such as welding. Mechanical and/or electrical hazards comprises of cranes, dangerous goods, Electricity, Equipment, fork lifts, hoists, Machinery, pressure vessels. Physical hazards comprises of air quality, excessively loud and prolonged noise, falling objects, fire, Floors, heat and cold, ladders, manual handling (lifting, pushing, pulling), poor lighting, radiation, slippery surfaces, Stairs, steps, ventilation, vibration, work platforms. Psychosocial environment hazards comprise of workplace stressors occurred due to a variety of sources. Note: some chemical and physical hazards can direct to explosion, fire and other safety hazards. METHODS FOR IDENTIFYING HAZARDS The 1st step in control of a hazard is to recognize and list them. Many other methods which are useful for identifying hazards, includes; benchmarking against or liaising with similar workplaces. considering Occupational Health Safety implications, when analyzing work processes. consulting with workforce, health safety responsible persons and OHS Committee members receiving feedback from workers can often give precious information about hazards, since they have hands on experience in their area of work injury and ill health records evaluate your employees compensation data and ensure the occurrence, mechanism agency of injury, and the cost to the organization. The organization can be altered to examine the information of presence of hazards investigating workplace incidents and near hits reports in some cases there may be more than one hazard contributing to an incident performing walkthrough surveys, checking or safety audits in the workplace to review Health Safety system of the organization. 2. ASSESS THE RISKS Assessment of risks When a hazard has been identified, do a risk assessment. A risk assessment process means you collect information about every identified hazard consider the number of people exposed to each hazard and the duration of the exposure use the information to assess the likelihood and consequence of each hazard use a risk assessment table to work out the risk associated with each hazard Factors for consideration The following factors should be considered during the risk assessment process; the hazards nature posing the risk combinations of hazards injuries or illnesses types predictable from exposure consequences of duration and exposure to the hazard layout of workstation workplace working stance and position new work processes introduction employees skill experience level personal characteristics of employees exposed to the risk (colour blindness or hearing impairment) existing control measures in place such as the use of clothing and personal protective equipment. TABLE FOR RISK ASSESSMENT Using risk assessment table is the one method of assessing risks. Record the risk rating for each hazard you have identified. To construct an assessment matrix, you can; set up a specialist risk assessment team get expert/specialist recommendation brainstorm within the workplace, particularly with employees, health and safety representatives and OHS committee members they are often a valuable source of information and experience. Before introducing new or changed work practices, substances or plant review your original assessment. It is good management to do regular reviews. CONSEQUENCES LIKELIHOOD Very Likely Likely Unlikely Highly Unlikely Fatality HIGH RISK HIGH RISK HIGH RISK MEDIUM RISK Major Injuries HIGH RISK HIGH RISK MEDIUM RISK MEDIUM RISK Minor Injuries HIGH RISK MEDIUM RISK MEDIUM RISK LOW RISK Negligible Injuries MEDIUM RISK MEDIUM RISK LOW RISK LOW RISK Risk Assessment Table USING A RISK ASSESSMENT TABLE By using risk assessment table, assessments of likelihood and outcomes can be translated into levels of risks. High risk areas can be given first priority for removal or control in the place of work. Consequence or extent of the injury or illness were it to happen, can be rated in the following way; Fatal accident Serious or major injury (severe damage to health which may be permanent, wanting medical attention constant treatment). Such damage is likely to grip significant time off work Minor injury (temporary health damage, which may need medical attention but partial ongoing treatment). This is less possible to involve significant time off work Insignificant injuries (first aid only with little or no lost time). Unlikely to involve more than 1 day off work. Likelihood, or the chance of each of the situations or events actually occurring, can be rated in the following way. Very likely (bared to hazard continuously) Likely (bared to hazard occasionally) Unlikely (could occur but only rarely) Highly unlikely (could occur, but probably never will) This categorization would be used very rarely. Acting on the findings The probable conclusions which might be drawn from risk assessment process and the actions that might be taken are listed below; 1. Risks are not significant now and not likely to increase in future. Actions end current assessment and record assessment details review assessment if situation changes or in 2 years provide induction and ongoing training follow safe working procedures 2. Risks are considerable but already effectively controlled, could increase in the future. Actions conclude safety measures to retain controls and reducing the chances of higher exposure occurring conclude extra measures for regaining control if a high risk event occurs, despite safety measures conclude if monitoring or health observation is required to check efficiency of controls if situation changes or in 2 years then review assessment give orientation continual training reassure that safe secure working measures are followed. 3. Risks are significant now, and not adequately controlled. Actions recognize and employ instant measures for stopping or controlling exposure consider stopping the process commence review of longer term control requirements re-evaluate exposures when the upgraded control measures are in place determine if monitoring or health surveillance is required provide induction and ongoing training ensure that safe working measures are followed But if there is still uncertainty about risks and not enough information is available or unsure about the level of exposure, then the following actions should be considered. Acquire more/additional information. Apply good practice to minimize exposure until more information is available Get specialist advice if necessary Arrive at conclusion 1, 2 or 3 and take the appropriate actions. Summary of key points Assess all reasonably foreseeable workplace hazards which may affect the health or safety of employees or other persons at work. Ask yourself how serious could it be? what is the likelihood of its occurrence? what is the significance of the risks? are risks assessed following the hazard identification exercise? are risks to others considered? are records of assessment maintained? which identified hazards create a significant risk? 3. CONTROL THE RISKS Control measures Once a hazard has been identified then the correct course of action is to use control measures which normally fall into three categories which are as follows; get rid of the hazard reduce the risk use backup controls when all other options in the previous categories have been exhausted. The best way to control a hazard is to eliminate it. The elimination of a hazard is the first choice in a system called the hierarchy of controls. Hierarchy of controls The order of priority in hazard control is as follows; get rid of the hazard from the place of work completely. This is considered to be the best method to control a hazard. Removal of a noisy machine from a quiet area is an example of exclusion. Substitute or modify the hazard. This can be done by replacing it with something less dangerous, for example, by using a paint which does not contain asthma- encouraging agents. Isolate the hazard. This can be done by physically eliminating it from the place of work. Use engineering methods to control the hazard at its source. The tools and the equipment can be redesigned and the local exhaust ventilation systems could be used to block the cause of a hazard. Use of administrative controls is management strategies that can be introduced to ensure the health and safety of workers. introducing personal protective equipment (PPE) as a provisional measure for reducing exposure to a hazard. 4. MONITOR AND REVIEW A continual and repeated process Risk management programs are recurring; once the hazards related to current workplace are controlled successfully, then the process does not stop. Systematic monitoring and reviews must be implemented because of the probable for new hazards to be introduced into a workplace. These hazards can be due to a change in work environment (moving to a different office, staff reduction) the introduction of new staff with different skill/ knowledge levels. the introduction of new work practices or procedures the use of new technology, equipment or substances Planning Effective forward planning is an integral part of monitoring and reviewing risk management. You must address all issues before introducing new equipment and work procedures. For example, planning allows you to include OHS compliance into tender specifications for new equipment or services. Record keeping Record keeping is an important part of monitoring and review. Systematic records will help to identify hazards and review the effectiveness of risk controls. Keep records which show details of workplace inspections worksheets/checklists used to identify hazards methods used to assess risks control measures implemented reviews of workplace systems of work, or health and safety audits any action that has been taken to fix particular hazards instruction or training done to ensure staff competency health surveillance of staff maintenance of plant and equipment. Achieving the desired results It is important to keep checking that solutions to your workplace hazards are achieving the desired result. You can only ensure your control methods are working by regular monitoring and review. Meeting best practice Good hazard management will result in compliance with set performance indicators. This is a positive sign that your agency is on the way to OHS best practice. Achieving best practice in OHS risk management results in increases in staff morale decreases in workers compensation costs promotion of a safety-conscious culture in the workplace. Summary of key points Has the program achieved its purpose? Does it work? Is it being adhered to? What has been done to control the hazard and what remains to be done? Are new hazard control measures required?

Slave Women in Harriet Jacobs Incidents in the Life of a Slave Girl an

Slave Women in Harriet Jacobs' Incidents in the Life of a Slave Girl and Toni Morrison's Beloved Slavery was a horrible institution that dehumanized a race of people. Female slave bondage was different from that of men. It wasn't less severe, but it was different. The sexual abuse, child bearing, and child care responsibilities affected the females's pattern of resistance and how they conducted their lives. Harriet Jacobs' Incidents in the Life of a Slave Girl, demonstrates the different role that women slaves had and the struggles that were caused from having to cope with sexual abuse. Growing up as a slave Jacobs was constantly exposed to sexual abuse from her master. She was forced to learn what it meant to be a slave that was a women and the exploits that she would have to endure. A...there is no shadow of law to protect her from insult, from violence, or even from death; all these are inflicted by fiends who bear the shape of men."(Jacobs,361) The insults and violence that Jacobs endured from her master shaped the choices she made in life. He whispered foul words to her, causing Jacobs much pain. She was forced to lose her innocence early in life. Her master owned her so he was able to treat her and violate her innocence as he pleased. By losing her innocence Jacobs felt that she had done something wrong. She soon realized how she was different by being a slave that was a women. "She will become prematurely knowing in evil things. Soon she will learn to tremble when she hears her master's footfall. She will be compelled to realize that she is no longer a child."(Jacobs,361) The choices that Jacobs took in life were influenced by the position that she was in. She gave birth to two children, hoping they would hel... ...hat clearly inhibits motherhood. She would rather see her child dead in peace before she saw her child as a slave. However this did not happen this way because Beloved came back to haunt the family which resulted in her two boys leaving because they could not stand the pressure of living in a haunted house. So, again motherhood was inhibited because with out any children there is no mother hood and this is all because of slavery. Although Sethe prevented her children from being put back into the evil forces of slavery, there is a greater question of importance. Can Sethe be thought of as a heroine for releasing them from slavery or is it murder? These questions must also be related back to the real-life character Margaret Garner. Works Cited Morrison, Toni. Beloved. New York: Ransom House, 1987 Jacobs, Harriet. Incidents in the life of a slave girl,1861.

Talented teenagers: The roots of success and failure :: teenagers, learning, integration

1. Complex attentional structure is mentalities formed by habits enforced in early childhood development environment that eventually become the person natural behavior such as personality trait. Related because the perspective of the theory is defined by a process of two opposing forces that mutually combined to further an individual’s development to a higher level. Piaget thought that cognitive development was stimulated by the mind taking new information comparing or incorporates with already existing learned information. Also, that the mind adjusted to accommodate to the new information. These are the same concept applied to the theory of attentional structure that without incorporating certain parts creating a certain behavior influenced through our development the person will be delayed. 2. Integration and differentiation are systems that stand for general dialectical processes of constant and change. An integrated system is which an individual part is that cover the system true form successfully interconnected and reinforced. To integrate an item means to organize and incorporate different parts creatively breaking the rules to somehow make something that originally separate work great together. The differentiate system has a unique function that cannot be changed or molded. To differentiate is to be bias toward different parts that are unique to themselves. 3. Flow is a mindset that people feel when their mind is completely involved or focused on one specific task by losing track of time, unaware of fatigue, and oblivious to everything occurring around them except the task. Studies have that when an individual experiences flow they desire to experience the same joy again seeking after the same reasons. For the reasons that the person continues to set clear goals is flow compared to a motor for development of talent because as the person develops they must continually be actively involved in the skills they would love to develop. As the person begins to loss themselves subconsciously the person no longer stresses if they are amazing or not but more participate because of the joy felt during the activity. Lastly, the person must constantly find techniques to further their skills and continue to challenge them self or they may become bored bringing the motor to a halt or change of pace in development. 4. Flow affect adolescent talent development by experiencing flow when involved in different activities such as sport, math, games, religious practices, or anything that stimulates such feelings. When a teenager succeeds in experiencing such feelings when involved in a talent, the teen will not progress any further in learning and improving, but will enjoy the activity continually.

The Chosen :: essays papers

The Chosen The Chosen, written by Chaim Potok may relate to many universal topics, it is clear that it directly relates to the field of education. Mr. Potok has brought us on a journey, which allows many of us to see from an outside prospective, all of the factors, which account for a healthy education. It is a difficult task to relate a novel to the field of education; however, Mr. Potok has made my job easy. The book has received rave reviews from many sources, and the Chicago Tribune said: "†¦Works of this caliber should be occasion for sinning in the streets and shouting from the rooftops.† The story is about the friendship between two Jewish boys, growing up in New York City. The catch is that they are from two different sects, and have different ideas about the future. The first boy we meet is Reuven Malter, the son of a Jewish teacher, David Malter. He raises Reuven alone as his wife passed away. The other boy is Danny Saunders, who is the son of a very devoted Hassidic Jewish tzaddik. Danny is cursed with the fate of taking over his father’s position, and he does not want to do so. Reuven wants to become a mathematician. The accident, which seems as if it will separate these two boys in hatred, actually ends up uniting them. It takes place on a baseball field, made up of concrete, and they are both on opposing teams. The incident occurs when Reuven is playing pitcher, and Danny is the batter. Reuven pitches the ball, and Danny hits it right into Reuvens eye. After being taken to the hospital, we find out that there is some glass in the eye and it must be taken out, and Reuven will remain in the hospital for several days. While in the eye-ward of the hospital, Reuven meets Mr. Savo, a retired boxer, with a patch over his right eye, and Bobby, a young boy who was blinded in a car accident. They have an impact on his life, as he can see that other people have it worse than him. The story takes place in New York City during World War II, and being Jewish, the stage is set for a turbulent time.

Reconciliation Of Personal, Cultural, Organizational And Ethical Values Essay

The values and ethics people carry in their personal and professional life are important determinants of their growth and development. The eventual success of a person is realized through self understanding and actualization and not through relentless manipulation of material resources. Successful reconciliation of personal, organizational, and cultural values and ethics require a number of strategies, some of which are discussed below Communication: Communication is requires towards establishment of rapport with each diverse group. People within a large organization differ not only from their cultural, religious, and social orientations, but also from their professional orientation and interests. These differences widen when many different functional units of an organization, with their philosophies and approach towards work, are required to undergo technology amalgamation (Harris, 1993). These differences often lead to conflicts in the personal and cultural value system, which lead to conflict at workplace, distress in personal and professional life and issues in integration with the organizational setup (ibid). Communication is the key to resolve this deadlock, without causing any antagonistic and negative feelings. People should be aware that organizations are dependent on successful coordination among number of teams and people. Hence they should try to initiate measures that would avoid projecting any conflict or confrontation in interests within the organization. They should be sensitive to each other’s ethnic, social, religious and individual backgrounds and understand their views as sum of their personal growth Sometimes people resent opinions of others, involve their ego and stop to cooperate, coordinate or understand the need to assimilate their juniors and seniors to achieve organizational goals (Swanson, 2005). A successful communication strategy shall effectively address these problems at their inception point and ensure that they do not emerge as any significant stumbling block in ideological merging of various cultural groups (Rahim, 2001). Ensuring Interconnectedness Understanding the collective responsibility and appreciation of team work and group interaction is necessary in embedding the value culture that helps in the reconciliation approach. This would help people to come out of their individual shells and get integrated with their colleagues (Harris, 1993; Rahim, 2001). Understanding inherent organizational contradictions It is important to teach people about recognizing and respecting that contradiction occurs in other people, their experience and circumstances, their view points, their ideological background and their value based system. Understanding the role of crises A timely recognition that crises and conflicts are inbuilt of component of life and progress is achieved by incorporating them in the philosophy towards life should be able to show people that above all the things, they require harmony, and cooperation for things to successfully work (Rahim, 2001) Kinship with others The communication expert should specifically stress on building associations and help in realizing that every one is important and deserves equal respect from others. It is the first requirement of building strong and lasting bonds within any organization. When people are organized in teams, they share similar goals and they work towards joint growth and development (Harris, 1993; Rahim, 2001). Respecting the opposition. It teaches about taking opposition as constructive contradiction, instead of viewing it in negative perspective. A constructive opposition always helps in finding out mistakes in one’s own approach, rectify them and move ahead successfully. Negotiation: An important aspect of communication management is negotiation which has become important within organizational and social setups. As. Negotiation, requires interested parties to trade proposals for settlement. Generally the process of negotiation proceeds through motives that are competitive, integrative, cooperative and composite (Levy, 1999) . The approach of communication in the entire process of negotiation is concerned with the messages that are transferred among negotiators and the concerned parties. Reconciliation of Ethics Business and ethics are always considered opposite to each other. The general conception of business is that it is a commercial activity with aims to earn maximum income and maximize profit where levels of deceit, subterfuge, and conceit are much higher than socially seen or found (Swanson, 2005). However, this concept of business is archaic and medieval. Today, most of the businesses have developed their own philosophies, which although not exactly philanthropic, but contains a broad social and human vision, and attempts to see business activities as integral part of comprehensive human functions. Modern business is as much based on cardinal principle of profit maximization as on the neo-thoughts of values, morals and ethics. The foundation of business world is on ethics of honesty and commitment where contacts are honored, promises are maintained, and rights of property are observed. Observing ethical values and practices indeed brings positive results as ethical companies face less problems, less litigation and less regulations (Guy, 1990). Corporate Values and corporate culture Ethics are not stand-alone concepts or abstract morals that are hung on wall for ocular delights. They are values and best practices that should be embedded in the working culture that corporations, in their attempts to promote business ethics and best practices, should ensure that their employees are well aware of the values and principles that the corporation aims to pursue. The concept of organizational culture has emerged as most enduring and successful business concept in the ethical dimensions (Bjerke,1999). Business managers, academicians, and corporate leaders all agree that organizational culture as a part of business strategy is crucialfor a firm to maintain and sustain the high standards of operation, decision making and future planning while ensuring expansion, innovation, and entrepreneurship (Oden, 1997). The role of organizational culture, in promoting ethical behavior and establishing organization wide accepted norms and working principles is paramount and it is recognized in the corporate quarters, that evolving a healthy organizational culture is probably the best method to create ethical, value based, principled and visionary business practices (Swanson, 2005). Modifying Organizational behavior An organization is a product of the values and ethics its employees carry in and employ to attain the organization’s goal. The eventual success of an organization is realized not through manipulation of material resources, but on the ability of the organization to understand the human factor involved with it. This led to the concept of the organizational behavior (OB) that studies the human behavior in the organizations to help employees develop a better work related understanding of their surrounding, their co-workers and eventually about themselves. Today organizational behavior is seen as an powerful tool that is necessary for one’s career development and success in a complex and dynamic organizational process. The essence of organizational behavior is people. It attempts to understand their aspirations, hopes, personal and professional ambitions, desire for accomplishments, all set in the dynamic context of globalization, modernity, diversity, pressure of managing home and work, electronic and communication revolutions and continuously changing aspects of business and industry that raise new and unpredictable challenges and responsibilities to the management and consequently to the workers (Harris, 1993). Organizational Culture. While the employees’ individual values and ethics define their personal approach to work and workplace, there are some shared values and modalities of behavior that each of them reflects when working together. This shared notion of values and ethics that endemic to an organization is called as the Organization’s culture. Basically organizational culture is defined as system of shared values, beliefs, actions and best practices that evolve within an organization and determine the behavior of each of its member. While organizational behavior may remain same across multiple organizations, organization’s culture is typically particular to the organization and no two organizations may share the exactly same organizational culture Managing Diversity An organization that doesn’t understands or values diversity, doesn’t understand its employees. Diversity is an inherent part of human society. It becomes more important when globalization has made organizational employees lineup multi-cultural, with people from different religious beliefs, ethnic backgrounds and culture working together towards same goals and missions. Therefore it is vital that the organization values their diversity while integrating them as part of its own culture. Conclusion There is little disagreement on the challenges and difficulties in bringing about a complete reconciliation of all the elements discussed in this essay and some difference is bound to exist. However, the increasingly multi-cultured and multi-valued landscape of the world has its own coping strategies and requirements. Globalization has narrowed down the divides that formerly allowed separated existence. Today’s world is culturally congested and value crowded, where every person must create a harmony to maintain a secular balance and growth. References Bjerke, B. 1999. Business Leadership and Culture: National Management Styles in the Global Economy. Publisher: Edward Elgar. Cheltenham, England. Guy, M. E. 1990. Ethical Decision Making in Everyday Work Situations. Publisher: Quorum Books. Place of Publication: Westport, CT. Harris, T. A. 1993. Applied Organizational Communication: Perspectives, Principles, and Pragmatics. Lawrence Erlbaum Associates. Hillsdale, NJ. Levy, G. M. 1999. Resolving real estate disputes. Real Estate Issues; Chicago; Oden, H. W. 1997. Managing Corporate Culture, Innovation and Intrapreneurship. Quorum Books. Westport, CT. Rahim, M. A (2001), Managing Conflict in Organizations. Contributors: M. Afzalur: Quorum Books. Westport, CT Swanson, D. L. 2005. Business Ethics Education at Bay: Addressing a Crisis of Legitimacy. Journal Title: Issues in Accounting Education. Volume: 20. Issue: 3. Page Number: 247+.