We are Immigrants at a Community College - 596 Words

As a immigrant and a community college student, I enjoy changes and challenges. I wish to transfer to a four-year research university to study in a more challenging and diverse academic environment. College of Art and Science at University of Pennsylvania will be a great fit for me because of its academic rigor and liberty, premier Ivy League education, and vast research opportunities. Benjamin Franklin is my hero. I sincerely admire his versatility. His contributions on electricity is remarkable. Moreover, his bravery in his kite experiment always motivates me to concentrate on my research, never deterred by any potential danger. I wish to develop my personal qualities at Penn and the inherit Benjamin Franklin’s spirit and philosophy. Academically, I look forward to attending an institution where I can personalize my education. College of Art and Science at Penn resonates with my educational goals. The College Curriculum satisifies my desire for well-rounded higher education. I can flexibly decide my class schedule and learn across disciplines. I can study a wide range of art and science knowledge and broaden my horizon. While discovering the fundamental principles of nature, I can enjoy the beauty and charm of humanity and art. This general and specialized education, like the Penn student Kramar who speaks in the video, enables me to integrate creative art into my scientific research to better understand the pattern of microscopic world and ignite lot of innovative ideas.Show MoreRelatedThe Dream Act Of The United States1208 Words   |  5 PagesThe DREAM Act Since early in the 17th century, immigrants from different places on over the world have come to America to seek for freedom and opportunities. They have contributed in a large portion of the United States’ economy as well as culture. As a result, the impacts on American communities have turned into arguable issues, and one of them comes from educational field, the DREAM Act. In a simple way, DREAM Act (Development, Relief, and Education for Alien Minors) is a program that offers permanentRead MoreLiving With And Around Immigrant Community1684 Words   |  7 PagesLiving with and around immigrant community gives me personal experience of how legal and illegal immigrant families lives in United States. I have heard and experienced so many incidents of immigrant families that makes me question equality of immigration system of United States. Six year ago friend of mine came to United States at the age of 12. After finishing school and college he wasn’t able to find the job he was looking for and within certain period of time if he doesn’t settle in United StatesRead MoreThe Undocumented Teenagers And Future Generation Of Children1003 Words   |  5 Pages13% of the United States populations is made up by immigrants. About 11 million are undocumented out of the 40 million foreign-born in the United States. 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Analysis Of Balm By Lonnae O Neal Parker And My...

The attitudes and arguments towards and against black hair in â€Å"Balm† by Lonnae O’Neal Parker and â€Å"My First Conk† by Malcolm X are contingent because they express two distinct views on black hair. Malcolm X pleads that manipulation of our hair by straightening or covering by wig is self- degradation. While Parker believes that the time she spent doing her daughters hair is translated to the love she has for them. This time not only assures the girls that they have a loving mother, it assures Parker that she could send them out into a world that would appreciate them because they had someone who put time (love) into the girls. Parker is aware of the scary truth that our worth by outside world is one dimensional and fuel by aesthetics. Both Lonnae O’Neal Parker and Malcolm X have analyze the importance of hair in the black community. Parker praises the â€Å"black hair ritual† while Malcolm criticizes it. Even though their topics differ, bo th essays share the act of taming natural hair, and the motifs of love and pain Taming the natural state of black hair is the key idea in both essays. Parker associates taming her daughters’ hair with the amount of love she has for them, and that of her mother had for her. She reflect to when she rushed through her daughters head pulling apart kinks and coils, this saddens her. Now she can cherish the time she has with them more because she understands how precious it is. Each time she does her daughters’ hair there is a bonding experience

The Robin Hood Tax †Summary Free Essays

Business Tax: Reading Week Notes The Robin Hood Tax * The idea behind the RHT is to generate hundreds of billions of dollars * That money could be used to kick-start the US economy and get America back on its feet * The RHT = 0. 5% tax on Wall Street transactions * Benefits: * It won’t affect the vast majority of Americans * It’s easy to enforce * It’s tough to evade * It taxes those who are to blame for the global financial crisis, rather than the average American * It will help limit riskless speculation that threatens financial stability The RHT is seen as justified as â€Å"the banks can afford it† * â€Å"It’s not a tax ON the people, it’s a tax FOR the people† * It will be implemented using a Financial Speculation (or Transaction) Tax (FST/FTT) * The FST is a small tax of less than half a percent on trades in derivatives, stocks, bonds and foreign currency * With an FTT, a small percent (between 0. 005% and 0. We will write a custom essay sample on The Robin Hood Tax – Summary or any similar topic only for you Order Now 5%) of the value of the trade is collected in tax revenue The tax will deter the most risky transactions and prevent some of the â€Å"gambling† which helped trigger the financial crisis * Why is the RHT needed? The financial crisis has left a massive hole in the US’s public finances and this needs to be filled. The money raised will generate jobs and strengthen public services * The money can also be used to fund new Green projects to help curb global climate change * Disadvantages The article is incredibly biased so it downplays this point: the tax will affect regular investors as well which could discourage normal people from investing * The tax will affect the value of pension funds, possibly discouraging trading which would see the value of pensions of many normal American’s fall * Banks may just past the cost of this tax onto the consumer * The affected companies may just move their business offshore or start trying to avoid other types of taxes * The tax could alter dealings between US firms and other foreign firms. For example, foreign firms will be less likely to invest in the US markets * Overall that article was disgustingly bias but it does make a good point of taxing those who have the money and those who have put America (and the rest of the world) in the global financial mess its currently in * The RHT is also sometimes incorrectly called the ‘Tobin Tax’. The Tobin Tax is basically the RHT except it focuses solely on taxing financial taxation between countries to reduce rapid foreign investment PAYE System Benefits| | Disadvantages| Simple| | Lack of accuracy| Provides real-time information to the government| | Reliance on Tax codes| Unavoidable| | No P45 form| Reduced the tax forms for employees| | Does not include Benefits in Kind (BIK)| No bad debt| | HMRC mistakes| Carbon Emissions Trading Scheme Benefits| | Disadvantages| Incentives for businesses to become environmentally friendly| | How many permits do you issue? What is the upper limit of pollution? Who decides? Reduces carbon emissions| | Low emission companies will have no incentive to reduce emissions further| Tax revenue for government| | Complicated system| Incentivises businesses to look for more environmentally friendly fuel sources innovation| | Inconsistent system| | | Higher costs for businesses passed onto consumers? | UK VAT System Benefits| Disadvantages| Difficult to avoid| Costly to implement| Simple| Users must be ‘tax savvy’| VAT is transparent| Regressive tax| Price does not increase when VAT is added| VAT is inflationary| Fairness| | Huge tax revenue for government| | VAT may be selectively applied| | Cheap admin costs for HMRC| | More efficient tool for macroeconomic policy than income taxes| | VAT charged on sale VAT charged on sale VAT paid on purchases VAT paid on purchases VAT Due VAT Due Input VAT Input VAT Output VAT Output VAT Exempt| Zero rated – 0%| Reduced rated – 5%| Standard Rated – 20%| Financial services| Cakes| Energy saving materials that are permanently installed (e. . loft insulation)| Too much to list| Insurance| Basic food| Mobility aids for the elderly| | Betting Gambling| First aid| Nicotine patches + gum| | Education| Books| Sanitary protection products| | Burials/cremations| Children’s clothes| Fuels| | | Public transport| Protective equipment e. g. baby car seats| | | Books + Newspapers| | | The supply is taxable Can reclaim ALL input tax paid The supply is taxable Can reclaim ALL inp ut tax paid How to cite The Robin Hood Tax – Summary, Papers

Corporate Governance Female Represeantation Board

Question: Discuss about the Corporate Governance for Female Represeantation Board. Answer: Part 1: Introduction: The AICD has emphasized on female representation in corporate boards. The Australian Institute of Company Directors has joined hands with the Business Council of Australia to enhance this approach in recent times. In Australia, 15.4 percent women hold CEO roles, 14.2 percent of board chairs and 23.6 percent hold directorships. The initial attempt in this regard by Nick Xenophon was rejected by the government controlled Senate Committee. Now the main task of achieving the 30 percent female representation has been put forward by the AICD by the end of 2018 (Mallin, 2007). The varied aspects related to the topic are being analyzed in the following section: Principles for empowering women on boards: A decent representation from the female population will ensure gender equality and establish high level corporate leadership. Active participation of the women will maintain fair treatment in the work place. The report can be measured and gender equality can be achieved. Women empowerment will help in their professional growth and education for overall development and prosperity (Hirschey, John and Makhija, 2007). Women if promoted to places of power and position can be role models for other women also. The female work force is capable of thinking independently to arrive at innovative results and decision making. An increase in women members in a team will be of great use in resolving conflicting issues. The aspect of gender diversity will strengthen the concept of Corporate Social Responsibility. Increase in female employees benefit teams and groups: Women are more committed towards their roles and responsibilities. Women workforce maintains a healthy and cordial relationship with colleagues and managers. Transparency and fairness are well maintained through an increased representation of females on boards. Smooth flow of communication is followed properly if there is diversified workforce on boards. Conflict resolution becomes effective if female representation in being increased. Innovation in the working techniques can be brought about through proper inclusion of female work population (Zingales, 2006). Benefits to organization by female employees: Turnover and absenteeism is comparatively less among the female employees. Hence they contribute in cost reduction to the management. The female work force facilitate in creating new markets along with developing loyalty among the customers. This will further help in enhancing the base of prospective customers. Profitability, increased productivity and engagement can be ensured through a fair participation from the women. Attracting quality workforce and retaining the same is possible with efficient female resources appointed in places of vital importance (CULLITON, 2006). Opportunities are being shared equally and the desired aims are being accomplished through mutual cooperation and effort. Inclusion of female employees helps the management in establishing a position in the minds of the existing and prospective candidates. Women employees effectively portray the roles of motivator, facilitator and counselor to help others perform their tasks with ease and confidence (Hirschey, John and Makhija, 2007). Measures taken by AICD on Diversity: To achieve a greater diversity on Australian boards AICD has launched wide ranges of initiatives. These are as follows: Chairmans Mentoring program: This approach has included ASX 200 directors and chairs for training and grooming 200 extremely potential female directors. This initiative has been conducted three times so far (Mallin, 2007). Board Diversity Scholarship Programs: Through this initiative, 280 women were provided governance education. This developmental program is jointly funded by the Australian government with AICD. Victorian Womens Governance Scholarship Program: AICD has launched this program and has been supported by the Victorian Coalition Government. The main purpose of this initiative is to provide governance education for women in the non-profit sector in Victoria (Sheikh and Rees, 2006). Board Diversity Website: A dedicated board diversity website has been developed by AICD that can offer quality research and information. It publishes the actual diversity statistics with relation to ASX 200 female appointees in board. Directorship Opportunities: Through this measure the female candidates are identified directly for board vacancies. This apart, it has also helped in popularizing on line directorship listing site to ensure access and transparency to all board openings. Board Ready Program: This is another comprehensive approach, which aims to provide experiential governance education to the extremely capable senior executives. These senior executives mainly report to the main board, or they can also be considered for joint venture or government advisory boards. Apart from these, they can also be thought for non-executive board roles (CULLITON, 2006). Education events: The educational events are being organized to create awareness about the importance of diversity on boards. Moreover, it also contributes with relation to poor representation of women on boards, the significance of structured and open process for appointing directors, the vitality of developing and adopting a diversity policy to document the progress for reaching greater horizon (Sheikh and Rees, 2006). rrows Boards: This is a book launched by the AICD to establish a positive correlation between improved corporate performance and diversity on boards. This book is also useful in knowing the practical implications for selecting and appointing the best directors. Last but not the least, the book has also documented well the utility of considering diversity as an element of board selection process (Mallin, 2007). Public Sector Mentoring Program: From the name itself, it is well understood that this initiative is tailor made for women who are willing to work in the public sector. Why Recommendation needed There are few recommendation that are required to be made in order to enhance the functioning and governance of AICD, which in turn will help in eliminating the loopholes of the organization. The governance approach of AICD clearly reflects the fact that the employment standard is not at par, as it does not promote equal employment opportunity for the women. As a result of this as well the working ethics is lagging behind and gets effected, which also needs to be developed. It also negatively impacts the brand image. As a result of these factors recommendations are required to be provided in order to deal with these factors and eradicate these mentioned issues in the functioning of AICD. Recommendation: Quality employees can be attracted and retained if women are given fair chance for selection. Work ethics can be maintained properly and business communication will improve if the women workforce is given opportunities to participate actively. Proper inclusion of female candidates to places of power and position can enhance the brand image of the company along with making the customers satisfied and loyal. Various mentoring approaches are to be adopted for effective training of women employees so that they can be appointed to places of power and position. Conclusion: From the above discussion, it can be well said that AICD is keen in increasing the female representation on boards to ensure diversity in work culture. As of now the contribution from the female workforce has been below 25 percent. So a target has been put where the inclusion rate of the women has to be 30 percent by the end of 2018. Different ways through which the women can benefit the business processes have been discussed. Innovation, creativity and exclusivity can only be brought about if decent contribution from the female workforce is being encouraged. The different initiatives that the AICD has adopted have been highlighted to assess and analyze the significance of female representation on corporate boards (Zingales, 2006). Women can effectively maintain work balance amidst conflicting situations. Moreover, they can also ensure equality in diversity for meeting the desired aims and objectives. Last but not the least, absence of female representation will create an imbalance and will disrupt the normal work flow (Sheikh and Rees, 2006). Part 2: Executive Summary: A whistle blowing policy is considered to be an indispensable part for smooth functioning of the internal control system. In todays tough and competitive business scenario whistle blowing policies help in the effectiveness of corporate governance. In this research paper the importance of adopting best practices of whistle blowing policies will be discussed with reference to the malpractices happened at Target and CommInsure in Australia (Mitka, 2012). At Target, the management was exposed by one of its employees from the accounts department. It resulted in termination of some employees and resignation of the CEO. On the other hand, at CommInsure, the Chief Medical Officer disclosed some unfair means followed by the doctors. In this case also he lost his jobs for not following the companys policy (Hirschey, John and Makhija, 2007). From the above two incidents, it is clear that a whistle blowing policy can actually prevent an organization from going into dearth and losing its brand value. Although it can be detrimental to the employees/employee who are/is acting as whistle blowers, but still the importance of adopting such policies cannot be undermined (Sheikh and Rees, 2006). Introduction: Australian Shareholders Association acts as the representative of free thinking and independent investors. This entity is highly concerned about the varied risks involved in investments in corporations. Hence, it is looking for the best practices that can be incorporated in the whistle blowing policies to minimize the risks (Hirschey, John and Makhija, 2007). The whistle blower policy is applicable to deal with corporate frauds with special emphasis on fraudulent financial documents or reports. The corporate cultures which do not focus in detecting minor wrong doings ultimately result in massive failures (Sheikh and Rees, 2006). In this case study the wrongdoings have been detected and it has made the significance of a strong whistle blowing policy all the more prominent. In the following section the utility and need of an effective whistle blowing policy has been discussed in detail. Whistle Blowing: There are number of safeguards provided to whistleblowers in order to protect them under Corporations Act 2001 so that they do not undergo any stressful situation. In order to ensure them emphasis is given on the aspect of disclosure i.e. to whom the disclosure has been made like ASIC. It further states that to the responsible authority only the identity of the individual is supposed to be disclosed. As a result of this, any kind of negative impact on the individual due to the disclosure can be prevented. Other than that, Corporations Act 2001 ensures protection of whistleblower against criminal or civil litigation which also includes breach of contract cases (Mallin, 2007). With the help of defense provided by the act any kind of action due to disclosure of protected information can be restricted. The termination resulting from disclosure of protected information can be replaced by asking to the court to provide back the individual with the previous or other position at a comparativ e level. In case a whistleblower is victimized due to protected disclosure is also prevented by Corporations Act 2001 by criminalizing such activities and making victimization of whistleblower a criminal offense. According to the legislation in case damages are faced by whistleblower due to disclosure of information, they are entitled for the claim of such damages made by the offender. It is essential to be mentioned here that, in order to protect the misuse of the information provided by the whistleblower and protect their identity, the aspect of confidentiality is emphasized by Corporations Act 2001, wherein disclosure of identify and information provided by whistleblower are only made with specific authorization of law (Asic, 2015). Section 127 of ASIC deals with the issue of disclosure and confidentiality related with the act. Process of a whistle blowing: The process of the investigation varies depending upon the nature and type of the misconduct. The main aim of the investigation is to substantiate the reasons for concern. Moreover, it also helps in rectifying the wrong doing to ensure safety from all possible aspects (Zingales, 2006). Then investigation has to be done following the established principles of the Australian Standard on Whistle Blower Protection Programs. The entire process is being carried in an independent, transparent and precise manner so that the desired aims can be met within a stipulated time period (Heyes and Kapur, 2007). Communication report and feedback: The person who prepares the report gets information from the Whistleblower Investigations Officer time to time about the possible outcome and course of the inspection. However, the privacy and confidentiality of the reporter is maintained. Normally the initial feedback is being given within a week after submitting the report. However, further notifications are being given on a fortnightly basis as per the progress of the matter (Solomon and Solomon, 2008). Protection of the reporter under a whistle blowing: Here the person who is taking the report can disclose the identity of the reporter to the Whistleblower Protection Officer. Apart from the officer, the identity will be kept confidential. This will help in maintaining safety and security of all documents pertaining to the report. Also, the information received from the reporter is to be kept in strict confidence (Hilb, 2005). The Whistleblower Protection Officer will take all necessary and effective actions and will take care to see that the reporter does not face any harassment, dismissal, discrimination and demotion. In such case if the reporter is being victimized and if the management fails to resolve the issue, the matter can be escalated to the Chairperson of the Audit and the Risk Committee (Heyes and Kapur, 2007). Why Recommendation needed The recommendation is required to improve the prospective of the whistle blower and the security in the course of conducting the job. In addition it also focuses on the audit and risk assessment related with the role of whistle blowing. In case the issue is not resolved then what is the next step. The protection of reporter by the protection officer and improving the time management demand recommendation. Recommendation: The identity of the reporter should be kept confidential. The reporter should be protected by the Protection Officer in case he/she becomes a victim of harassment, demotion, dismissal etc. If the management fails to resolve the issue of the victim, then he/she can seek help from the Chairperson of the Audit and the Risk Committee. The investigation officer normally communicates with the reporter within a weeks time initially. Further developments are being reported depending upon the nature and scope of the matter on fortnightly basis. Conclusion: From the above discussion it can be said that a whistle blowing policy is capable in maintaining the business process transparent and free from corruption. Various processes have been mentioned for designing a stable and effective policy for whistle blowing to prevent and safeguard the aspect for corporate governance and business ethics. The reporting structure for proper assessment and analysis has been stated so that the entire matter should be known to all supervisory and senior team members. Last but not the least, an effective policy in this regard will help in keeping a check to make the financial reports free from even minor fraud (CULLITON, 2006). References: Asic.gov.au. (2015). Guidance for whistleblowers | ASIC - Australian Securities and Investments Commission. [online] Available at: https://asic.gov.au/about-asic/asic-investigations-and-enforcement/whistleblowing/guidance-for-whistleblowers/ [Accessed 6 Sep. 2016]. CULLITON, B. (2006). Credit for Whistle-Blower Vanishes.Science, 244(4905), pp.643-643. Delikat, M. (2005).Understanding developments in whistleblower law 2 years after Sarbanes-Oxley. New York, N.Y.: Practising Law Institute. Greuning, H. and Brajovic Bratanovic, S. (2009).Analyzing banking risk. Washington, D.C.: World Bank. Heyes, A. and Kapur, S. (2007). An Economic Model of Whistle-Blower Policy.Journal of Law, Economics, and Organization, 25(1), pp.157-182. Hilb, M. (2006).New corporate governance. Berlin: Springer-Verlag. Hirschey, M., John, K. and Makhija, A. (2007).Corporate governance. Amsterdam: Elsevier. Kim, K. and Nofsinger, J. (2007).Corporate governance. Upper Saddle River, N.J.: Pearson/Prentice Hall. Mallin, C. (2007).Corporate governance. Oxford: Oxford University Press. Mitka, M. (2012). Whistle-blower Treatment.JAMA, 307(10), p.1015. Sheikh, S. and Rees, W. (2006).Corporate governance corporate control. London: Cavendish. Solomon, J. and Solomon, A. (2008).Corporate governance and accountability. New York: John Wiley. Zingales, L. (2006).Corporate governance. Cambridge, MA: National Bureau of Economic Research.