Pollution And Environmental Impacts Of Acid Rain - 1536 Words

Sulfur Dioxide Pollution in Sullivan County The environmental issue that I have chosen to talk about is sulfur dioxide pollution, specifically in my community and surrounding communities. â€Å"The environmental impact of acid rain is that it is a major contributor to acid rain† (Sulfur Dioxide). Acid rain is just normal rain but with a lower pH, â€Å"this slightly more acidic water gets into ponds and streams and can alter the biodiversity of it by making the water not suitable for certain species. Another effect of acid rain is that it can leach aluminum into the soil, aluminum is harmful to plant life and wildlife† (Effects of Acid Rain). â€Å"The impact on people is the increased likelihood of someone developing short term or long term respiratory†¦show more content†¦Just saying switch to a sustainable energy source does not say much, there needs to be a plan in place with milestones to reach along the way. Solar would be the most practical of the renew able energy sources for my community because it only requires a small amount of space and the sun. The easiest way to encourage solar energy is going to be to incentivize it, there needs to be some tax deductions for having renewable energy sources. The most effective way to do this is at the state of local government level, by lowering property taxes or cutting taxes for those who have solar panels will greatly incentivize it. This should take anywhere between 5-15 years to get people to switch over to renewable sources of energy. I look at a city not too far from my town Rutland Vermont, they have been slowly converting to solar over the past 5 years and now they have many sizable solar farms that produce power for the city’s residence. So picture something like that in a small town setting where most people have solar panels and power their own homes. There are a few challenges associated with this, people are going to need to spend money on something that will not be maki ng or saving them money until a few years down the road. People will only see the short term high cost of installation and it might dissuade them from converting to a renewable energy source. Another is some people might think that solar panels would be out of their grasp because of the high price tag.Show MoreRelated Environmental Impacts of Fossil Fuel Use Essay606 Words   |  3 PagesEnvironmental Impacts of Fossil Fuel Use One of the main issues involved with fossil fuels are the environmental impacts that occur from their use. These problems; such as acid rain, oil spills, climate change, global warming, etc., are not only occurring with fossil fuel usage, but are also increasing due to the increase in the use of fossil fuels. This essay will vaguely explain the area of environmental impacts from fossil fuel use, and will attempt to change, or further increase your understandingRead MoreSustainable Development : The World Health Organization853 Words   |  4 Pagesconcerns, but has plans to address environmental, sanitation, sustainable energy, safe work environments, climate change and environmental pollution (World Health Organization, 2015). The United States and Norway are both developed countries, but still have much work to do to become sustainable for the future. In the United States there are many sustainable development goals that are being addressed, both that affect health directly and indirectly. An environmental concern that comes to mind when thinkingRead MoreEssay about The Industrial Revolution1394 Words   |  6 Pagesmoney with which to buy more things. This started the cycle that created a society largely dependent upon manufactured goods. There is no doubt that the impact of the Industrial Revolution was good for the human society, but the impact that the high concentration of smoke producing factories, careless disposal of toxic materials, lack of environmental regulations had on the environment was disastrous. Lead and production by-products were dumped into local rivers without a thought to the consequencesRead MoreEssay about Energy and the Environment: Fossil Fuels511 Words   |  3 Pagesand wha t impacts their use has will always be an issue. Even though fossil fuels provide for the most percentage of energy usage in the world, there is still the issue of pollution and other environmental impacts. Just oil and natural gas alone provide for more than 60 percent of the energy consumed in the United States (US Dept. of Energy). With this amount of fossil fuel usage taking place, and the fact that burning, transporting, recovering, and processing fossil fuels creates pollution, one canRead MoreThe Effects Of Indoor Air Pollution On The Environment996 Words   |  4 PagesDespite the other numerous environmental problems in the world, air pollution is the greatest ecological problem around the globe because of the devastating and harmful effects it has on humans and the environment. Air pollution is not only in the outdoors but also indoors too. Air within buildings and rooms such as a gym, shopping mall, hospital, classroom, office or home can also be polluted. Indoor air can be desecrated by smoke, chemicals, or gases. Unlike outdoor air pollution, the effects of indoorRead MoreEssay on Acid Rain1116 Words   |  5 PagesAcid Rain I am for, the reduction of sulphur dioxide and nitrogen oxide, emissions, by 90% by the year 2010. We need to take drastic action because the effects on us are all very serious. We must protect ourselves and safeguard our future. Acid rain is the term used to describe one of the worst effects of nature. Acid rain is a mixture of sulphur dioxide, and nitrogen oxides, which are gasses being emitted into our atmosphere. These gases combine with waterRead MoreGlobal Warming and Climate Change783 Words   |  4 Pagessurface temperature of the earth. It has several negative impacts on the environment and on its inhabitants. Many factors can cause global warming, but the significant one is greenhouse gases. Greenhouse gases have negative effects on climate and cause melting of polar ice caps, acid rain, and ozone layer destruction. The significant effect of global warming is emission of greenhouse gases, which has numerous negative environmental impacts. Fossil fuels are known as a big cause of global warming.Read MoreAcid Rain Essay1249 Words   |  5 Pagesdeteriorate buildings, but acid rain can do all of that. This lethal precipitation originates from both natural causes and those made by man. It has the potential to destroy ecosystems, including aquatic life and forest life. In addition to harming nature, it can also cause economic problems. However, efforts are being made to minimize the negative effects of acid rain, and they’re working. Any form of wet or dry deposition from the atmosphere with nitric and sulfuric acid levels higher than normalRead MoreAcid Rain And Its Impact On The Environment1475 Words   |  6 Pages Acid Rain and Its Impact on the Environment Jason A. Flores Environmental Science 101 Farmer MSJC/Beaumont High School December 19, 2016 Introduction Acid rain, according to the EPA, is any form of precipitation such as rain, fog, sleet, snow, hail, or even dust that contains acidic components (2016). It can also be called â€Å"acid deposition† and will usually contain compounds such as sulfuric or nitric acid in their wet or dry forms. While acid rain might not have an immediate apocalypticRead MoreEnvironmental Issues of Coal Mining1728 Words   |  7 PagesENVIRONMENTAL ISSUES OF COAL MINING INTRODUCTION Coal is the most abundant fuel resource in India. It is the prime source of energy and perhaps the largest contributor to the industrial growth of the country. It is a crucial and enduring element in a modern, balanced energy portfolio, providing a bridge to the future as an important low cost and secure energy solution to sustainability challenges. Some important facts about coal industry in India are as follows: †¢India is

The Most Notable Irish Politicians Of The 19th Century And...

John Dillon is one of the most notable Irish politicians of the later 19th century and early 20th century. He was an avid home rule advocate, a leader in the Irish Parliamentary Party, and a devout follower of Charles Parnell. He was jailed several times for his political activity within the home rule cause. In May of 1881, he wrote this letter out of Kilmainham Gaol, where he was imprisoned. One of the first notable things seen is the actual stationary, which is has black edges. Black-edged stationery was mostly used for mourning stationary during the Victorian era. It was used when a family member died. Dillon’s sister Christina had died from tuberculosis in December 1880, prompting him to use the black-edge stationary. Dillon wrote the letter in Kilmainham Gaol, located in Dublin. It was opened in 1796, and was used to house political prisoners, as well as others. Notable prisoners held here were Dillon, Dillon’s mentor Charles Stewart Parnell, Robert Emmet, The Invi ncibles, along with other Home Rule advocates and independence seekers. It was abandoned in 1924 due to aging infrastructure. Interest in its refurbishment began in 1966. Today, the gaol serves as a museum open to the public, operated by the Irish Office of Public Works. The letter was written on of May 30th, 1881, and was addressed to Cowen. This can be presumed to be Joseph Cowen, who was an English member of Parliament for Newcastle upon Tyne from 1874 until 1886. Cowen was a member of the Liberal Party,Show MoreRelatedTerrorism : A Standard Definition Of Terrorism1652 Words   |  7 Pagesofficials by stabbing. Also, the Assassins used the tactic of sending a lone assassin, who would go as far as sacrificing their own life pursing their perceived enemy. As non-state actors, these classical examples of terrorism serve as the models for 20th and 21st terrorist organizations. 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Liberalism encompasses several intellectual trends and traditions, but the dominant variants are classical liberalism, which became popular in the eighteenth century, and social liberalism Read MoreThe Beliefs of the Republicans/Nationalists and the Loyalists/Unionists4996 Words   |  20 PagesLoyalists/Unionists There are a number of differences between Nationalists and Unionists and their beliefs. The Nationalists are predominantly Catholic and they do not want Ireland to be part of Britain. They see the British as an occupying army and most believe that the British have no right to be in Ireland, they think its unfair that the British came into Ireland in the 1600s and have stayed there. They feel angry about how the British have persecuted the Catholics in the past, andRead MoreNew World Order in Conspiracy Theory13987 Words   |  56 Pagesinfluential  cabaloperating through many  front organizations. Numerous historical and current events are seen as steps in an on-going plot to achieve world domination through  secret political gatherings  and decision-making processes.[2][3][4][5][6] Prior to the early 1990s, New World Order  conspiracism  was limited to two American countercultures, primarily the  militantly anti-government right, and secondarily  fundamentalist Christians  concerned with  end-time  emergence of the  Antichrist.[7]  Skeptics, such as  MichaelRead MoreCoco Cola18335 Words   |  74 Pagesvariety of issues, including health effects, environmental issues, and business practices.  The Coca-Cola Company, its subsidiaries and products have been subject to sustained criticism by both consumer groups and watchdogs, particularly since the early 2000s. Allegations against the company are varied, including * possible health effects of Coca-Cola products, * a poor  environmental  record, * perception of the companies engagement in  monopolistic  business practices, * questionableRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 PagesCataloging-in-Publication Data Essays on twentieth century history / edited by Michael Peter Adas for the American Historical Association. p. cm.—(Critical perspectives on the past) Includes bibliographical references. ISBN 978-1-4399-0269-1 (cloth : alk. paper)—ISBN 978-1-4399-0270-7 (paper : alk. paper)—ISBN 978-1-4399-0271-4 (electronic) 1. History, Modern—20th century. 2. Twentieth century. 3. Social history—20th century. 4. World politics—20th century. I. Adas, Michael, 1943– II. American HistoricalRead MoreProject Mgmt296381 Words   |  1186 Pageswave This page intentionally left blank Project Management The Managerial Process The McGraw-Hill/Irwin Series Operations and Decision Sciences OPERATIONS MANAGEMENT Beckman and Rosenfield, Operations, Strategy: Competing in the 21st Century, First Edition Benton, Purchasing and Supply Chain Management, Second Edition Bowersox, Closs, and Cooper, Supply Chain Logistics Management, Third Edition Brown and Hyer, Managing Projects: A Team-Based Approach, First Edition Burt, Petcavage, and

Strategy in direct and interactive market - MyAssignmenthelp.com

Question: Discuss about the Strategy in a direct and interactive market. Answer: Background of the product or services: Stadtler (2015) opined that business organization primarily aims to draw the attention of target market by maintaining superior quality of products as well as services. As per the point of view of numerous eminent scholars maintaining product and service quality is not the only factors, based on which the business organization can maintain image and reputation. Along with maintaining the product and service quality, business organization would have to focus on making effective promotional plan with the help of value analysis. DHL is one of the most prestigious logistic divisions occupying a predominant place in the realm of logistic sectors. After staring their journey as effective courier and parcel service providers from Hawaii into Pacific Rim to mid-east and European Continent, the organization has focused to make in-depth overview about the importance of expanded their entire business wings in the international market (Dhl.com, 2018). This kind of courier service is surrounded w ith 170 countries by involving 285,000 employees in various sectors. DHL while running the entire business process in different multinational countries has aimed to deliver the services within time. As a result, customers do not have to wait for a long time in receiving the services. More than 76,200 vehicles are purchased for maintaining the shipping method properly to the destination. The supply chain managers with the help of advanced method of technology can keep a constant update regarding the deliverable of services. The employees associated with the shipping department are well trained in maintaining an effective communication with the clients. As a result, the entire services can be delivered in smooth and systematic way (Christopher, 2016). This very specific study has aimed to deliver the entire services in stipulated time along with low cost. In quest of maintaining an effective shipping method DHL would have to make effective promotional plans and policies. More than 50% of the express of DHL shipments is delivered to Indonesia. After maki ng an effective value analysis it can be concluded that DHL is one of the leading groups with 480,000 in over 220 countries. Research method: Research method is the systematic procedure of collecting appropriate data and information with the help of numerous methodological tools. In order to gather relevant data and information regarding entire supply chain process of DHL, some of the most effective issues of DLH within shipping procedure have been identified. Chosen research design: In quest of acquiring proper knowledge about the necessary threats of DHL in maintaining supply chain method and their challenges in tracking the customers location properly the study has focused to select positivism research philosophy. This very specific research philosophy is highly effective in maintaining in-depth observation about the research issue. By using deductive approach, the researched has made an in-depth case study on how the supply chain managers have to face difficulties in delivering the product towards proper destination (Golicic Smith, 2013). In order to evaluate the research issue the study has chosen descriptive research design as well. Descriptive research design enables the researcher to explain the entire research problem from different point of view. By maintaining a keen observation on the research problem, necessary information has been collected on how supply chain managers are facing difficulties in their operation process. Data collection technique: Data collection is the systematic technique of gathering appropriate data and information from different reliable and valid resources. Data collection procedure is constituted with two major types including primary source of data collection method and secondary source of data collection method (Huo, 2012). In this very specific study, primary source of data collection technique has been used by involving 50 employees associated with supply chain management. On the other hand, 5 supply chain managers have also been involved in order to collect quality data resources. An effective interview session has been conducted for collecting direct feedback from the managers. The researcher has gathered information how to the entire supply chain process of DHL is going to be expanded in various geographical boundaries. Data analysis procedure: Data analysis is the systematic method of evaluating appropriate information from different point of views. While collecting various data the researcher can use various statistical tools like hypothesis testing, regression analysis, finding central tendency (Walker Jones, 2012). In this very specific study, the researcher has found central tendency by evaluating mean, median and mode of data. With the help of a graphical representation the entire findings of data is presented at a glance. On the other hand, the feedback of the five supply chain managers has also been presented in data analysis part. The managers have stated their own point of view on how employees have to face difficulties in delivering the product to proper destination. Sampling method: Sampling method is the systematic procedure of collecting appropriate data and information from a specific number of people amidst large population (Yang et al., 2013). Sampling method is constituted with two major types including probability sampling technique and non-probability sampling technique. This very specific study has focused to select non-probability sampling technique by involving 50 members from logistic sectors. Non-probability sampling method enables the researcher in involving specific group of people instead of selecting randomly. In this kind of situation, appropriate data has been collected on how DHL had to face challenges in tracking customers destination. Based on the challenges, the business experts of this organization have focused to make promotional plans in making awareness among the target customers. In quest of reducing the unnecessary cost among entire operation process of DHL the business experts have designed to focused on some most effective areas where value proposition can be reduced. Reducing cost on intermediaries: Design systematic assemble order of inbound logistic Using technology for reducing unnecessary labor cost Figure 2: Design the areas value cost reduction (Source: Liao, Egbelu Chang, 2012) Value analysis: Value analysis is one of the most effective ways of reducing operation cost. With the emergence of technology, DHL has reduced their operation cost in order to render more profit in the logistic sector. Supply chain managers of DHL before making value analysis have decided to identify the areas where business experts have to bear unnecessary costs. The purpose of identifying those areas is to highlight where the organization is bearing additional costs (Rod Ashill, 2013). As per revenue structure of 2014, DHL has total 56.63billion revenue with the profit level of 2.016 billion among $41.42 billion assets. On the other hand, as per the annual data of 2016 the revenue growth of DHL has been increased up to 2.7 percent. In quest of increasing the entire profit level on 2020 DHL has focused to reduce unnecessary cost in several areas within the supply chain process. Following are the specific areas where the organization like DHL is bearing unnecessary cost (Malhotra Mackelprang, 2012 ). In search of reducing the cost of values within entire supply chain process of courier services of DHL Porters five force of value chain analysis is conducted: Inbound logistic: It has already been identified that DHL should design a systematic assemble order for designing and storing the products. The products should be stored by following a proper line. Otherwise, large number of workforce strength is required to maintain inbound logistic storage (Lozano, 2012). On the other hand, if the supply chain managers of DKL can make a simple storage line the supply chain executives do not have to face difficulties in distributing the products from warehouse. Therefore, on one hand, the organization can reduce labor cost. On the other hand, employees can save their time of deliverable as well to proper destination. Operation: The emergence of technology is one of the most effective ways of reducing operation cost. If the organization can invest money for technology for once, the business experts do not have to bear the employee cost (Choy et al., 2012). For an example, DHL by using SAP based ERM (Enterprise Business Management) process can control the entire data technologically. Employees do not have to put effort in maintaining the coherence of data. Outbound logistic: In order to reduce the cost of outbound logistic DHL can render a change on intermediaries. DHL should not invest money on any transportation agency for delivering the services within time. After the business expansion in various international boundaries, DHL should purchase more vehicles than 76,200. As a result, both the service providers and service users can equally keep a track on the overall delivery process of products. On the other hand, radio frequency identification is the system of keeping a constant track of transport. Both the service providers and service users can equally keep the transportation track (Chuang, Liao Lin, 2013). As a result, customers do not have to take additional burden about the certainty of product delivery. Marketing and sales: In order to reduce the entire operation cost marketing and sales is one of the most effective factors based on which value can be reduced. DHL after expanding their business in global market should focus on digital marketing communication. Digital marketing communication is the systematic method of promoting the products and services in different geographical locations. The marketing managers in order to sale their concept does not have to invest large amount of money for social media purpose (Kumar Chandrakar, 2012). On the other hand, digital media is the only communication tool based on which DHL would be able to grab the attention of large number of customers of multinational countries. Services: Delivering couriers and parcels are the primary products with which DHL deal in satisfying customers needs and demands (Kwateng, Manso Osei-Mensah, 2014). If the organization can reduce transportation cost, operation cost, distribution cost within supply chain procedure the value of the product would be increased automatically. The profitability level of the company would be enhanced. Market promotional plan: Along with making an effective value analysis method, DHL should make an effective promotional plan based on which the organization can draw the attention of customers from global market. As per the target customer of DHL, the business experts have selected the market of Indonesia, San Francisco, Honolulu and Germany for delivering products. By making effective geographic, demographic and psychographic market segmentation, the organization has selected the target customers effectively. Market segmentation plan for making promotional activities: As already stated, Indonesia, San Francisco, Honolulu and Germany are the specific geographic areas based on which the service process of DHL is surrounded. As per the demographic market segmentation, people having average level of income status can easily afford the services of DHL within proper time. In addition, this particular organization always intends to maintain antidiscrimination within the services (Hazen et al., 2014). As a result, both male and female customers can get equal priority and response from the service providers. In addition, psychographic market segmentation believes that organization of various geographical boundaries and attitudes can show equal interest in purchasing products and services. DHL never tends to show their biased attitude to the customers. People from different cultural attitude and backgrounds get equal priority and response from the service providers of DHL. The primary objective of creating an effective promotional plan is to draw the attention of customers from different geographical boundaries and attitudes (Bartolacci et al., 2012). In order to expand the entire business process in global market the marketing executives of DHL have given priority on digital promotional activities rather than using traditional media tools. Social media marketing: Facebook, Twiter, Youtube are the social media promotional tools based on which DHL can grab the attention of customers. As per the current market scenario, this specific organization is in the quest of business expansion in different geographical boundaries. Social media pages are one of the most effective tools where the marketing executives can reach the doorsteps of global consumers (Fry, 2014). In addition, the business experts in order to communicate with the international customers have to render multilingual flexibility so that both the customers and the service providers can make an effective communication with each other. In order to make an effective visual effect, the marketing managers of DHL can easily upload visual effects of their products and services. Based on the views response and feedback business strategies are made and prepared. Online marketing: Online advertisements, online promotional campaign on official websites and e-mail marketing are the several ways, based on which the attention of international customers can be drawn. In order to draw the attention of young generation the significance of online marketing is undeniable. Indonesia, San Francisco, Honolulu and Germany is completely technologically advanced countries (Bayne Cianfrone, 2013). Inhabitants belonging to this very specific country are very much advanced in technology. In this kind of situation, online marketing would be very much beneficial for both the service providers as well as services users. Traditional promotional activities: As per the point of view of Ward Yates (2013), young generations are not the primary target customer of DHL. In order to draw the attention of middle-aged customers the organization should focus on dealing with traditional media tools as well. Newspapers, electronic media, hoardings, billboards are the necessary traditional media vehicles based on which the organization can introduce their products and services (Rizwan et al., 2013). As a result, marketing executives would be able to grab the attention of various customers from different age group. One of the most effective drawbacks of using traditional media tool is that this particular promotional tool is not effective for drawing the attention of international customers. A budget has been prepared for making an effective promotional plan for DHL. Before investing money in different promotional vehicles, the business experts should get a clear and in-depth overview about the value of promotional activities. Promotion Tools Amount (in $) Digital Media Marketing Tools Facebook $4,000 Twitter $5,000 Youtube $8,000 Total Social Media Marketing expenses $17,000 Other Online Marketing Media E-mail Marketing $20,000 Online Display advertisements $10,000 Other Online promotional Campaigns $30,000 Total Budget for Online Media $60,000 Traditional Marketing Media Newspapers $15,000 Magazines $35,000 Total Print Media $50,000 TV Channels $80,000 Billboards $30,000 Total $110,000 Total Required Budget for Promotion $237,000 Figure 2: Required budget for promotion (Source: Created by the author) Conclusion: The study has focused to make in-depth overview on how DHL has faced innumerable difficulties in delivering their courier services to international market. By implementing market segmentation strategy and promotional mix strategy, the business experts have made an effective promotional plan in order to draw the attention global customers. With the help of effective value analysis, the study has evaluated the current market position of DHL. Some of the major issues have been highlighted that DHL has faced immense difficulties in tracking the customers location properly. By applying methodological tools like positivism philosophy, deductive approach and primary data collection technique the feedback of organizational managers have been collected on how DHL has to face challenges while shipping the products. Reference List: Bartolacci, M. R., LeBlanc, L. J., Kayikci, Y., Grossman, T. A. (2012). Optimization modeling for logistics: options and implementations.Journal of Business Logistics,33(2), 118-127. Bayne, K. S., Cianfrone, B. A. (2013). The effectiveness of social media marketing: The impact of Facebook status updates on a campus recreation event.Recreational Sports Journal,37(2), 147-159. Choy, K. L., Chow, H. K. H., Poon, T. C., Ho, G. T. S. (2012). Cross-dock job assignment problem in space-constrained industrial logistics distribution hubs with a single docking zone.International Journal of Production Research,50(9), 2439-2450. Christopher, M. (2016).Logistics supply chain management. Pearson UK. Chuang, S. H., Liao, C., Lin, S. (2013). Determinants of knowledge management with information technology support impact on firm performance.Information Technology and Management,14(3), 217-230. Csikosova, A., Antoov, M., ?ulkov, K. (2014). Strategy in direct and interactive marketing and integrated marketing communications.Procedia-Social and Behavioral Sciences,116, 1615-1619. Dhl.com. (2018).DHL | Global | English. [online] Available at: https://www.dhl.com [Accessed 24 Jan. 2018]. Fry, A. (2014). The biggest winner: Using statistics to assess the effectiveness of an e-resources promotional campaign.Journal of Electronic Resources Librarianship,26(1), 1-16. Golicic, S. L., Smith, C. D. (2013). A meta?analysis of environmentally sustainable supply chain management practices and firm performance.Journal of supply chain management,49(2), 78-95. Hazen, B., Huscroft, J., J. Hall, D., K. Weigel, F., B. Hanna, J. (2014). Reverse logistics information system success and the effect of motivation.International Journal of Physical Distribution Logistics Management,44(3), 201-220. Huo, B. (2012). The impact of supply chain integration on company performance: an organizational capability perspective.Supply Chain Management: An International Journal,17(6), 596-610. Kumar, R., Chandrakar, R. (2012). Overview of green supply chain management: operation and environmental impact at different stages of the supply chain.International Journal of Engineering and Advanced Technology,1(3), 1-6. Kwateng, K. O., Manso, J. F., Osei-Mensah, R. (2014). Outbound Logistics Management in Manufacturing Companies in Ghana.Review of Business Finance Studies,5(1), 83. Liao, T. W., Egbelu, P. J., Chang, P. C. (2012). Two hybrid differential evolution algorithms for optimal inbound and outbound truck sequencing in cross docking operations.Applied Soft Computing,12(11), 3683-3697. Lozano, R. (2012). Towards better embedding sustainability into companies systems: an analysis of voluntary corporate initiatives.Journal of Cleaner Production,25, 14-26. Malhotra, M. K., Mackelprang, A. W. (2012). Are internal manufacturing and external supply chain flexibilities complementary capabilities?.Journal of Operations Management,30(3), 180-200. Monczka, R. M., Handfield, R. B., Giunipero, L. C., Patterson, J. L. (2015).Purchasing and supply chain management. Cengage Learning. Rizwan, M., Javed, M. A., Khan, M. T., Aslam, M. T., Anwar, K., Noor, S., Kanwal, W. (2013). The Impact of Promotional Tools on Consumer Buying Behavior: A study from Pakistan.Asian Journal of Empirical Research,3(2), 114-130. Rod, M., Ashill, N. J. (2013). The impact of call centre stressors on inbound and outbound call-centre agent burnout.Managing Service Quality: An International Journal,23(3), 245-264. Stadtler, H. (2015). Supply chain management: An overview. InSupply chain management and advanced planning(pp. 3-28). Springer Berlin Heidelberg. Walker, H., Jones, N. (2012). Sustainable supply chain management across the UK private sector.Supply Chain Management: An International Journal,17(1), 15-28. Ward, C., Yates, D. (2013). Personal branding and e-professionalism.Journal of Service Science (Online),6(1), 101. Yang, C. S., Lu, C. S., Haider, J. J., Marlow, P. B. (2013). The effect of green supply chain management on green performance and firm competitiveness in the context of container shipping in Taiwan.Transportation Research Part E: Logistics and Transportation Review,55, 55-73.

Problems of Nokias Performance

Relationship Between Rewards and Employees Motivation

Relationship Between Rewards and Employees Motivation Literature review Employees are among the fundamental stakeholders in almost all organisations and their wellbeing is normally paramount if an organisation wants to succeed in the vibrant business world.Advertising We will write a custom research paper sample on Relationship Between Rewards and Employee’s Motivation specifically for you for only $16.05 $11/page Learn More As the commerce world and its management grow towards a more complicated business and organisational environment, which has been a challenge to thrive through, a continuum of challenges is gradually becoming eminent. Hence, keeping employees on board is essential for corporate growth (McCooey, 173). Organisational management together with its competence and its strategies towards managing human capital coupled with how it maintains the paramount rapport amongst workforces has been forming numerous global businesses controversies (Zingheim, Schuster, and Dertien 3). A culminating numb er of researches like studies by Elton and Gostick (56-98), Gordon (84-112), and Kaye (106-139) have actively engaged on common approaches that organisations employ to recruit, retain, and retrench their employees with substantial evidence indicating that these factors have been invariable core controversies in numerous organisations. The willingness of an employee to remain loyal and dedicated to his or her organisation depends on reasonably several factors and most of them have always remained underrated and miscalculated by organisations and governments. On global synopsis, surveys and studies conducted within developed nations, especially the United States of America have indicated that despite the audacious unemployment rates that are constantly becoming pandemonium to economic growth, there is considerably an acute talent shortage in these countries. The U.S. Bureau of Labour Statistics (BLS) â€Å"reports an increasing trend in voluntary terminations, and the rate of unemplo yment for people with college degrees is about half of the national unemployment rate and is decreasing† (Scott, Mullen, and Royal 2).Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More From this statement, one would then understand that retention of critical talents especially the skilled and experienced employees who are active performers is paramount during economic recoveries particularly in the recent decades where aggressive market competition is eminent. As stated by Scott, Mullen, and Royal, key talent normally contributes to current and future organisational performance since they become reliable movers of firm success (2). A continuum of studies demonstrating a positive correlation between employee reward strategies and employee Retention is growing exponentially. Employee retention and its status in ME Any organisation determined towards achieving its missio n, vision, and objectives or even gaining a competitive edge in the market, has to understand the imperativeness of respecting and bearing in mind the significance of having potential employees, customers and other stakeholders. The quest to improve performance in organisations is driving the business world into understanding aspects concerning employee attraction and retention, and successive years may rip much from the current interventions (Philips and Connell 93). In its most straightforward manner, employee retention may refer to management strategies placed by organisations to maintain their personnel, workforce, or labour force. Naris and Ukpere assert, â€Å"Qualified employees are scares and therefore institutions should be proactive when developing retention strategies and that retention should start with the job descriptions, orientation program, recruitment and selection† (1078). Human resources retained and respected by their organisations, while provided with di verse professional and economic expansion opportunities including empowerment and rewards on their substantial performance, feel motivated and in turn reward their firms through positive working (Hafisa, Shah, and Jamsheed 327).Advertising We will write a custom research paper sample on Relationship Between Rewards and Employee’s Motivation specifically for you for only $16.05 $11/page Learn More Employers employ reward strategies for employee retention. Employee retention in companies operating within the Middle East countries where market for both human capital and industrial products is growing significantly has been an affair of great socio-economic concern. Drawing lessons from their counterparts in most developed nations including Germany, The United States, the United Kingdom, Japan, and China, companies in the Middle East have slightly began noticing the significance of utilising reward strategies in retaining their workforce. However, it is still a paradox. According to a recently concluded 2012 survey conducted by Deloitte, â€Å"employee morale has been dwindling in Europe, Middle East and Africa (EMEA) as Europe struggles with debt crises, the future of the euro, and increased borrowing costs† (11). In this same survey, of all industrial workforce, interviewed, approximately half of EMEA that accounts to 47 per cent reported decreased levels of morale for the past year, as contrasted to 38 per cent in American companies and only 33 per cent Asian Pacific zones (Deloitte 11). For the successful companies with these nations, reward strategies were eminent. Common Forms of reward strategies As a way of appreciating and recognising the imperativeness of rewarding key talents and skilled workforce that are core features of firm’s growth, some companies have been using a variety of rewards strategies. Typically, two forms of reward strategies are employed by organisation in compensating their workforce and t hey include financial and non-financial rewards (Hafisa, Shah, and Jamsheed 332).Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Financial rewards are monetary endowments that employers offer to their workforce depending on different organisational rewarding protocols principally to enhance motivation. According to studies by Podmoroff (72-108) and Thomas (63-127), rewards that do not involve monetary payoffs form part of the critical reward strategies that employers use to motivate employees. This form of intrinsic motivation is the best form of motivation and it applies socio-psychological approaches. Not surprisingly, â€Å"financial incentives help drive employee satisfaction, with nearly seven in ten (68 per cent) highly satisfied employees†¦reporting good pay package, but the quality of a company’s non-financial incentives s also a strong indicator of overall satisfaction† (Deloitte 5). This aspect means that both of these rewarding employee schemes have always been significant in ensuring employee job satisfaction, motivation and more importantly, organisational success or aims accom plishment. Reward strategies and high employee turnover While trying to understand the significance of reward strategies as approaches towards employee retention, one must understand the unforeseen challenges resulting from employee turnover. Since employee turnover simply implies to the rate at which an organisation depending on its employment policies lose or acquire its workforce, a subject of interest from current research is rising from this angle (McCooey 172; Silverstein 84). An auspicious relationship linking lack of reward strategies and the continually growing challenges regarding controlling high employee turnover is diverse and convincing. Employer’s lack of commitment to improve their rapport with their workforce is raising questions about the high labour turnovers experienced recently within the contemporary global employment realm. Rewarding dedicated, competent, and skilled critical professionals in a given organisation have associated with greater possibiliti es of reducing high employee turnover and enhancing productivity as well (Naris and Ukpere 1081). With organisations blindfolded and incapable of seeing the direct cost relating to high turnover resulting from tyrannical leadership ignorance studies reveal that constant lose and gain of workforce results in organisational ineffectiveness since production becomes inconsistent. High labour turnover influenced by highly qualified and experienced employees, coupled by poor management in organisations normally results to loss of morale among workers. Reward strategies on retention As prospective affirmative correlation exists between reward strategies and employee satisfaction, motivation, empowerment and finally retention, much has protracted on the levels of labour turnover that is becoming difficult to manage. Labour turnover has been on regular debates in companies operating within Europe, Middle East, and Africa, with evidence revealing that high turn is becoming unmanageable due to lack of strategic management approaches that involve employee retention measures (Shields 130). From the same investigation by Shields (130), failure to provide favourable working conditions, coupled with minimal or non-existence of employee motivation-centred initiatives is creating unimaginable paradox in maintaining human resources in organisations, as organisations are overwhelmed to succeed with high staff turnover than keeping miniature, but skilled workforce. Most successful organisations have recorded paranormal perseverance in economic adversities by ensuring that they have engaged in employee comfort and motivation. Both financial and non-financial rewards have been key actors on motivating employees across broad business spectrums, with researchers and philosophers linking firm’s success to comprehensive utilisation of reward strategies. For employers to understand the significance of rewarding employees to maintain their rapport and retain them, one thing they ha ve never noticed is that hiring momentary workers with skills and professionalism becomes much expensive as they bargain for soaring payments on unreasonable contracts. Naris and Ukpere assert, â€Å"Implementing an innovative retention strategy will motivate staff members and commit them towards improving their qualifications† (1083). To understand well how rewards can or have been movers towards employee recruitment, or most importantly employee retention, literature has provided numerous cases in which awards contribute to employee retention. Prior literature from researchers has been crucial in explaining the correlation between reward strategies and employee retention. Some of the probable ways through which individuals can understand this aspect is first by examining the prevailing association between reward strategies and motivation, reward strategies and employee-satisfaction reward strategies and cooperation as well as reward strategies and productivity. The aforemen tioned elements, according to Breaugh and Starke (367), are pointers that underscore how rewards contribute to employee retention. Reward strategies and motivation Motivation comes from the word motive, which may refer to a force or intention that pushes individuals towards undertaking activities or performing certain duties. Reward schemes or programs are essential since any form of compensation, incentive, or remuneration given to promote talent or as recognition towards job well done creates substantial employee motivation (Randall 45). Both financial and non-financial rewarding strategies have a significant impact on employee motivation. Employees are normally willing to continue serving their organisations competently and diligently and dedicatedly, if they notice that there leaders trust them, respect them, and feel concerned about their wellbeing (Randall 41). A motivated worker usually possesses a self-driven motive towards performing specific organisational duties including voluntary ones, feels secure, appreciated and in turn respects his or her employer, and hence a reciprocated relationship subsists. It is only in organisations where workers have motivation, created through financial and non-financial incentives that constancy, trustworthiness and competence become part of organisational culture. Labour turnover is becoming a controversial matter in numerous organisations and empowering a little, but competent workforce is paramount for success of an organisation. According to Scott, McMullen, and Royal, labour turnover is always costly in its management and it usually affects business performance directly, especially during economic hardship moment (3). Therefore, retention of key employees and skilled labour force becomes the most appropriate way of ensuring that organisations are in a position to control labour turnover, and subsequently enhances trustworthiness. A survey undertaken by Scott, McMullen, and Royal reveal that major issues that lea d to employees having a sense of job insecurity is lack of organisational appreciation, towards employees, lack of motivation and unawareness of their performance abilities (5). When reward strategies, policies and programs are in place, organisational workforce remains loyal to its company even when there is a significant downturn in the economy. In their study, Naris and Ukpere noticed that financial rewards, job contentment, and short of career opportunities motivate employees to relinquish (1082). Reward strategies and employee satisfaction Job satisfaction has been a critical matter in the contemporary organisation management paradigm and its pursuit is rising. Akin to issues pertaining motivation at work, rewards are focal in determining employee satisfaction in the sense that material and psychological wellbeing are crucial in employee performance and subsistence in a company as noted by research (Brown 211; Brown and Armstrong 90). After having a deep sense of motivation, wh ich is brought about by recognition where organisations compensate workers efforts through reward schemes, job satisfaction thereby becomes evident (Zingheim et al. 10). Poor working environment, unconcerned employers, coupled with challenging socio-economic issues in persistence, motivate workers to turn down their jobs. A substantial number of studies have revealed a significant correlation between availability of reward strategies in organisations and job satisfaction, which in turn results to high employee retention (Hafisa, Shah, and Jamsheed 329). By organisations dedicated their resources to improve employee’s welfare by offering rewards as employee compensation techniques, cases of misconduct especially relating to material and financial swindling, impunity and cheat reduce and thereby enhancing trustworthiness. Human satisfaction depends on material wellbeing and psychological comfort, and the two are paramount to social success and potency in undertaking duties. Dra wing empirical evidence from studies undertaken by Hafisa, Shah, and Jamsheed, external or extrinsic rewards including good pay package or simply comfortable salary, incentives, bonuses, job security, fringe benefits and job promotions are part of job satisfaction which results to employee’s willingness to stay in an organisation (327). Reward strategies that involve the provision of bonuses, fringe benefits, and incentives by organisations normally enhance the employee’s commitment and dedication towards their job and subsequently increase their possibility of staying within their organisations. Every employee seeks for jobs that provide favourable working atmosphere including excellent salaries, bonuses and other incentives (Zingheim et al. 8). Rewards involving on-job promotion gives an employee a sense of greater job security, confidence, and comfortability knowing very well that their organisation trusts them. Given the vibrantly growing competitive markets, manag ers in HR must consider rewards to improve workforce retention. Reward strategies and Cooperation Reward strategies have been much imperative in developing and maintaining cohesion and teamwork among workers, with research insisting that collaboration results in a positive working environment and changed attitude among workers, hence high possibilities of employee retention (Scott, McMullen, and Royal 9). Employees usually are willing to continue offering their services to an organisation where aspects of cooperation, teamwork, collaboration, assistance and mutual aid prevail that allows them to share ideas, engage in decision making and interactively build working alliances in an organisation. Using a contingency model of pay system design, Boyd and Salamin (780) noted that, coupled with high levels of motivation that rewards provide to workers, psychological and physical comfort, employees create positive feelings about their work and working environment and thereby enhancing rete ntion. Employees manage to share their skills and talents when they engage in autonomous groups that result from cooperation and any feeling of misused abilities may lead to resignations. A company survey by Deloitte revealed that a â€Å"majority (42 per cent) of respondents seek new employment for their organisations make diminutive use of their skills and abilities† (12). Moreover, in the same survey, â€Å"a considerable number of respondents (employees) cited their willingness to switch jobs and companies following lack of career progress (37 per cent) and insufficient job challenges (27 per cent)† (Deloitte 17). These are core factors that generally influence their career decisions, whereby if maximum cooperation triggered by rewards and motivation are capable of minimising their influence. Drawing lessons from a survey undertaken by Scott, McMullen, and Royal, who surveyed finance, insurance, real estate, manufacturing, utilities, oil and gas companies among oth ers, the aspect of interactive working in relation to employee retention eminently appears (9). Of all the respondents interviewed in this study (approximating to 38 per cent in total) strongly agreed and agreed that lack of organisation cultures such as trust, work cohesion, teamwork, and collaboration are core motivators of employee acquiescence from their jobs. A strong intuition is that the existence of reward strategies increases competence, especially with the presence of teamwork and this aspect makes employees become competitive and focus on their present jobs. Reward strategies and productivity The primary objective of any organisation is to prove productive within its market share (Boyd and Salamin 780). The gradual development of the above-mentioned factors fuelled by rewarding employees in an organisation is what brings about the achievement of company’s stated targets, aims, missions and its anticipations. Given the growing number of empirical evidences from stud ies that are constantly culminating on these issues, denoting a greater positive correlation between rewards and high employee retention, productivity is what concludes the entire argument. Employee’s willingness to make decisions to continue offering services to an organisation principally hinges on the levels of personal productivity and organisational reputation. According to Ramlall, all organisations normally like affiliating with highly productive workforce and workers, in turn, feel attracted to organisations with a good public reputation that may be high productivity, good corporate social responsibility, among other related issues (66). It is with no concession or any compromise whatsoever, that very few managers would prefer hiring unproductive workers (Schuster 183). On the same note, as noted by Smith (119), the productivity of any given workforce hinges on the administrative techniques that the management team adopts. Numerous prior studies have concluded that th e chances of managers frustrating or disbanding an industrious workforce are minimal and the mutual understanding between management and workers is what determines the productivity of an organisation and retention of workers. It is only through rewarding and appreciation strategies aimed at motivating workers that make them to feel safe and trusted by their management. A study conducted by Ramlall noted that a good number of the respondents, accounting to 22 per cent believe that employees feel motivated, rejuvenated and advanced when they associate with competitive organisations, something which improves their productivity as they reciprocate through hard work and thus increase their chances of continuity with an organisation (66). Deloitte argues, â€Å"Rewards can reap the benefits of greater employee productivity and engagement by improving their talent strategies, developing leadership opportunities, and tailoring their retention practices† (14). Therefore, reward strate gies as postulated earlier are possible movers to successful organisations as they enhance employee productivity that in return triggers corporate efficiency. Research Methodology In a bid to examine the effects of reward strategies on employee retention, this study will employ a first study to ascertain the presumptions protracting from different prior studies over this topic. The primary purpose of this study is to examine the effects of reward strategies in employee retention, employee turnover and its impact in Air Arabia international Company. Certain principles and approaches will lead this study into achieving desirable finding over the argument inherent in this research. Reward strategies and employee retention are two distinct and independent variables in this study. This research will be a case study research design where only Air Arabia international Company will be the primary respondent to this study, with a large number of employees involved in enriching data to this a rgument. The study will utilise a triangulation method to collect data pertaining to the status of reward strategies and retention from different working departments in Air Arabia international Company. Research design In this case study research design, the study will include both qualitative and quantitative approaches to ensure that all the necessary information is in place for a thorough analysis to yield data that will result in knowledgeable conclusions. There will be a review of available literature on reward systems backed by the findings of this study. Research has revealed that much of the industrial and organisational research studies have always been successful when researchers employ a combination of qualitative and quantitative approaches (Borrego, Douglas, and Amelink 54). A combination of qualitative and quantitative research design as postulated by researchers and as per the aim of this study will aid in enriching the argument since descriptive data and prescriptive data are always imperative in industrial research. The study will combine figures and facts achieved from the collected data to solidity its argument in relation to the two variables identified in this case. Targeted Respondents and selection technique In determining the effects of rewards on employee retention in Air Arabia international Company, identifying specific respondents to participate in the study will be significant since perception may differ from different levels of working in this company. There is a possibility that a manager may provide information in favour of their justification towards the related subject, and employees likewise. To avoid capriciousness of data collected from the study, the study will involve all employees in Air Arabia international Company, especially lower management and subordinates who may have no personal interests in the company, since top management may fail to confide essential data. In selecting respondents, this study will use random s electing method where any employee may be capable of providing substantial facts about the prevailing situation. Purposive selection will only apply in managers since there are normally few and distinctive managers in organisations. Stratified sampling will be useful in assisting workers to discuss important responses before coming up with informed data. About 150 respondents from Air Arabia international Company will participate. Variables, data instruments, and collection methods Reward strategies and employee retention are the two main variables that will remain significant in gathering information in this study. Self-designed questionnaires and interactive face-to-face verbal interview will be so useful in ensuring achievement of reliable data to comprehend this argument. Questionnaires have been the most common utilisable data instruments that are simple to design, easy to interpret and undemanding in analysis data incorporated using simple questions (Lietz 250). The study will administer questionnaires to all respondents targeted in this study acquire quantitative data while face-to-face interviews will yield qualitative data. The study will conduct a piloting study in some few departments in Air Arabia international Company, which is always an essential approach in familiarising with the study area and useful in validating the reliability of research instruments. Before the collection of data from the company, the researcher will avoid breaching valuable company and intuitional regulations by ensuring that both sides provide convincing permission. Borrego, Maura, Elliot Douglas, and Catherine Amelink. â€Å"Quantitative, Qualitative, and Mixed Research Methods in Engineering Education.† Journal of Engineering Education 98.1 (2009): 53-63. Print. Boyd, Brian, and Alain Salamin. â€Å"Strategic reward systems: a contingency model of pay system design.† Strategic Management Journal 22.8 (2001): 777-792. Print. Breaugh, James, and Mary Starke . Research on Employee Recruitment: So Many Studies, So Many Remaining Questions. Journal of Management 2.1(2000): 305-434. Print. Brown, Duncan, and Michael Armstrong. Strategic Reward: Implementing More Effective Reward Management, London: Kogan Page Publisher, 2006. Print. Brown, Duncan. Reward Strategies: From Intent to Impact, London: Chartered Institute of Personnel and Development, 2001. Print. Deloitte. Surveying the talent paradox from the employee perspective, 2012. Web. Elton, Chester, and Adrian Gostick. Managing with carrots: using recognition to attract and retain the best people, Utah: Gibbs Smith, 2001. Print. Gordon, Gil. â€Å"Managing for improved employee retention.† Employment Relations Today 17.4(2011): 285-290. Print. Hafisa, Nadia, Syed Shah, and Humera Jamsheed. â€Å"Relationship between rewards and employee’s motivation in the non-profit organisations of Pakistan.† Business Intelligence Journal 4.2 (2011): 327-334. Print. Kaye, Beverly . Love em or Lose em: Getting Good People to Stay, San Francisco: Berret-Koehler, 2002. Print. Lietz, Petra. â€Å"Research into questionnaire design.† International Journal of Market research 52.2 (2010): 249-272. Print. McCooey, Dawn. Keeping Good Employees On Board: Employee Retention Strategies to Navigate Any Economic Storm, New York: Morgan James Publishing, 2010. Print. Naris, Sylvia, and Wilfred Ukpere. â€Å"Developing a retention strategy for qualified staff at the Polytechnic of Namibia.† African Journal of Business Management 4.6 (2010): 1078-1084. Print. Philips, Jack, and Adele Connell. Managing employee retention: a strategic accountability approach, Burlington: Butterworth-Heinemann, 2003. Print. Podmoroff, Dianna. 365 ways to motivate and reward your employees every day: With little or no money, Florida: Atlantic Publishing Group, 2005. Print. Ramlall, Sunil. â€Å"Managing Employee Retention as a Strategy for Increasing Organisational Competitiveness .† Applied H.R.M. Research 8.2 (2003): 63-72. Print. Randall, Stacey. â€Å"Understanding Employee Attraction and Retention as Drivers in a Down Economy.† World at Work Journal 2.1 (2009): 41-47. Print. Schuster, Jay. Pay People Right! Breakthrough Reward Strategies to Create Great Companies, San Francisco: Jossey-Bass Publishers, 2000. Print. Scott, Dow, Tom McMullen, and Mark Royal. â€Å"Retention of Key Talent and the Role of Rewards.† World at Work Journal 2.1 (2012): 1-11. Print. Shields, John. Managing Employee Performance and Reward: Concepts, Practices, Strategies, New York: Cambridge University Press, 2007. Print. Silverstein, Barry. Best Practices: Motivating Employees: Bringing Out the Best in Your People, New York: Harper Business, 2007. Print. Smith, Gregory. Here today, here tomorrow: transforming your workforce from high turnover to high-retention, Chicago: Dearborn Trade Publishing, 2001. Print. Thomas, Kenneth. Intrinsic Motivation at Work: What Really Drives Employee Engagement, San Francisco: Berret-Koehler, 2002. Print. Zingheim, Patricia, Jay Schuster, and Marvin Dertien. â€Å"Compensation, Reward, and Retention Practices in Fast-Growth Companies.† World at Work Journal 18.2 (2009): 22-39. Print.

Toasting the Rebellion Essay Example | Topics and Well Written Essays - 500 words

Toasting the Rebellion - Essay Example The examples of how such public display of Celebration shaped the formation of various revolutions are explained quite vividly in the text. Some of the examples are, The Boston Massacre, Boston Tea Party and The Stamp Act Riots. The text points out that despite the idea behind such Toasting and loud singing are revolutionary the act in itself have been carried out in a very peaceful manner on various occasions. Thus, the focus remained on affirmation of political and national identities rather than public outcry. The significance of Toasts and Singing were usually carried out by huge amounts of drinking and singing in famous public places like Tavern and coffeehouses. At first the tradition was to play and sing songs that are mainly patriotic, however later the tradition moved on to playing satirical Ballads especially on politico-administrations. Usually its significance lay in venting oneself out, and to display one’s spirit openly. Most of the time, such Toasts and songs we re utilized in exerting enough pressure by certain politico groups. A huge amount of nationalism and collective consciousness was created among the people of similar beliefs, or even drawing people on one’s belief, during that time.

Asset Management Discussion Post 6 Coursework Example | Topics and Well Written Essays - 250 words

Asset Management Discussion Post 6 - Coursework Example For purposes of recording keeping, a broker may inquire about the customer’s name, address, and date of birth, driver’s license, employment status, annual income, and net worth. This information helps to verify identification of the client and check whether the client appears in any known or suspected terrorists groups or agencies. Other questions would be whether a brokerage firm and their annual income employ them. Details of telephone number and account investment objectives are also crucial questions. This information must be obtained in good faith but if the customer neglects to provide such information then a broker can break the rule of good faith in obtaining such information. As a broker, questions asked must be periodically repeated to check accuracy over a certain period. According to the SECs, rules every brokerage firm is required to send information obtained from a client periodically for verification (Markham, 2014). There are certain characteristics that a client must possess for the investment to make sense. The main characteristic of the client is the suitability for investments. The broker might inquire about the income of the client and their net worth. The broker may inquire about security holdings, risk tolerance, and investment objectives of the client. All this is contents that must be there for one to be deemed suitable to create a portfolio in any