Corporate Governance in Malaysia Essays

Corporate Governance in Malaysia Essays Corporate Governance in Malaysia Paper Corporate Governance in Malaysia Paper Corporate Governance is an idea wherein it has been presence for quite a long time; despite the fact that not in the specific structure that it has come to be seen today (Anandarajah, 2001). The term corporate administration was presented in Malaysia in 1997 during the Asian Financial Crisis. It additionally drew the public’s consideration on the shortcomings of the Malaysian corporate administration practice (Nor Azizah Zainal Abidin, 2007). Other than that, the defeat of Sime Bank, the Bumiputera Malaysian Finance (BMF) outrage, the abnormalities in Renong Berhad, the Perwaja disaster and the inside administration issue looked by Malaysian Airline System (MAS) constrained government to improve corporate administration guidelines (Norwani, Mohamad, Chek, 2011). The High Level Finance Committee Report 1999 on Corporate Governance in Malaysia characterized corporate administration as the â€Å"process and structure used to coordinate and deal with the business and issues of the organization towards improving business thriving and corporate responsibility with a definitive goal of acknowledging long haul investor esteem, while considering the enthusiasm of different partners. † (Malaysian Code on Corporate Governance, 2012). The code that administers the corporate administration in Malaysia is known as the Malaysia Code of Corporate Governance (MCCG). This code was as of late amended in March 2012 and it is known as the MCCG2012. Other than giving applicable data to financial specialists, this code likewise means to energize straightforwardness the board of organizations, to empower speculators to manage the bearing of the organization (Nor Azizah Zainal Abidin, 2007). The MCCG 2007 was modified with the expect to upgrade the directors’ obligation to the organizations. With the reconsidered MCCG 2012, there are as yet numerous issues emerging from corporate administration. Be that as it may, somewhat there are enhancements in some territory of the corporate administration. The changed MCCG 2012 contained a couple of upgrades in the suggestion. This Code currently builds up clear jobs and obligations where moral standard ought to be formalized through the set of accepted rules by the board to guarantee its consistence. Through the company’s set of accepted rules, it commands the board to figure arrangement of consistence and moral guidelines. In addition, it additionally incorporates guaranteeing that the company’s systems advance manageability. There are numerous enhancements made under support of freedom. 3. 1 order sheets to embrace a yearly autonomous executive appraisal. For a person to fill in as a free chief, 3. 2 order an aggregate term to nine years. Under 3. 3, defense and shareholder’s endorsement is required if the board holds as an autonomous chief. What's more, finally MCCG 2012 suggests that a larger part of free executives must be in the board and the board administrator isn't an autonomous chief. These were not in the MCCG 2007. The most significant improvement under the MCCG 2012 is to guarantee convenient and great revelation. Under this the board should make certain the suitable revelation methodology and approaches of the organization. Likewise, for compelling dispersal of data, board ought to urge the organization to use on data innovation. This is to advance better utilization of innovation. Moreover, with the current suggestion, MCCG 2012 additionally express that the board ought to likewise empower pool casting a ballot all together for reinforcing the relationship f the organization and investor. This forces obligation to advise the investors regarding their entitlement to request a survey vote by the regular gathering director. The worry here is whether the updated MCCG have improved the corporate administration of the organizations in Malaysia. This code calls for willful consistence, combined with the necessity in the posting rules of KLSE which make commands exposure of the degree of consistence with the best practice sets out in the Code, while taking into consideration some adaptability in its execution by organizations. The point here is to give important data and urge exposure to financial specialists who depended their assets to organizations, with the goal that they can screen the manner in which it is being run (Finance Committee on Corporate Governance, 1999). This Code has some way or another decreased the quantity of money related embarrassment however unquestionably not totally clean it up. There are numerous situations that organization falling because of monetary outrage as what was started by the BMF (Bank Bumiputera Finance) embarrassment. The law administering director’s obligation comprise of different types of law. These obligations have been watched likewise contain a majority of legitimate fields, for example, organization law and work law (Hee, 2003). Segment 132(1) of the Companies Act 1965 requires an executive to utilize sensible ingenuity and to act genuinely in the release of his obligations. The obligation to act to the greatest advantage of the organization in general additionally from custom-based law covers the aggregate enthusiasm of both existing and planned investors. It is proposed that the precedent-based law guardian obligation to keep away from irreconcilable circumstances ought to be classified to permit chiefs to be clear about their commitments in strife circumstances. KLSE posting Requirements specifies that open recorded organizations must got in any event two free executives. People who are explicitly avoided from being qualified to go about as free chiefs incorporate significant investors, proficient consultants or family members of an official executive or significant investor of the recorded organization (Hee, 2003). This gives a superior balance of forces among executives and autonomous chiefs. The evaluator really gives a keep an eye on the data part of the administration framework instead of having a direct corporate administration obligation. As generally perceived, the obligations of the review boards of trustees have been identified with interior review money related revealing and outside inspector. The significance of a review board of trustees in the system of corporate responsibility is the place review panels are relied upon to go about as the watchman of investors’ premiums and corporate responsibility recommended by the wide appropriation of review advisory group (Saidin, 2007). The fundamental obligations are to assess and shape a sentiment concerning whether the budget summaries have been drawn up as per the money related announcing principles of Malaysia and the Companies Act 1965; to get sensible affirmation that the fiscal reports are liberated from material misquotes; and to look at and structure a supposition whether the budget reports give a valid and reasonable perspective on the budgetary situation of the Company as of the monetary year end and of its monetary exhibition and incomes of the year end (Yycadvisors, 2012). The relevant issue in corporate administration is because of botch, director’s obligation not all around performed, manhandling the minority projection/investors and not having gatherings frequently to refresh what is happening. The executives or board should rehearse the normally acknowledged standards of corporate administration, for example, autonomy, responsibility, jobs and obligations, respectability and moral conduct, and straightforwardness. A company’s board ought to have various free chiefs. They ought to be individual with no association with the organization other than a seat in the board. Likewise, chose free chiefs should meet the â€Å"independence† test under the administrative principles and furthermore to present with autonomy of psyches. This procedure of choosing free chiefs is probably going to keep up their autonomous mindedness (Rahman Salim, 2010). To make a framework that considers chiefs responsible while agreeing legitimate regard to their power over company is a difficult thing for corporate administration. The market, investor casting a ballot, and common and criminal risk is the customary responsibility component. In principle, to make motivations for stopping self-managing and different types of unfortunate behavior and for mindful dynamic these components cooperate. Be that as it may, in actuality, these contain blemishes that permit people to periodically practice a nonsensical attentiveness when settling on choices that will influence numerous others. The effect can be troubling for speculators, workers, and the economy when the administration framework falls flat (Jones, 2010). Given the control of freely held organizations, the board ought to be responsible to its top managerial staff. The board, thusly, ought to be responsible to the investors and different partners. The guideline of responsibility can be improved by numerous ways, for example, upholding rules and laws, securing shareholders’ rights, forcing obligations on officials and guaranteeing the examination of the company’s fiscal summaries by free inspectors (Rahman Salim, 2010). To give leasers, investors and investors noteworthy confirmation that they will swear off extortion exercises, monetary straightforwardness would be a significant component. Convenient and precise revelation ought to be made with respect to all materials matter concerning the company is one approach to guarantee brilliant corporate administration. The deliberate things uncovered in the yearly reports, the hour of the data to be discharged and amount of data affected by the governing body. In revealing all the applicable data in the monetary detailing, the BOD will be straightforward when they are autonomous and inspect their duty to be responsible to the investors. To guarantee the nature of the monetary revealing procedure is one of the fundamental capacities corporate administration play. Monetary announcing ought to be set up with uprightness which depends on corporate administration. Reliance of the respectability of money related revealing is profoundly on the exhibition and direct of individual included. What lead the organization to revealing disappointment is the point at which the corporate administration bombs where the vast majority of

Analysis of VSauce Essay Example | Topics and Well Written Essays - 750 words

Investigation of VSauce - Essay Example Inventive re-building and a few formative stages empowers VSauce to consolidate broadened mechanics that have seen them move the concentration from educative and useful channels to progressively logical and comprehendible gaming channels and conventions that require the shared effect and sees and additionally specialized advancement from the clients and creators in the network. This gives the channels an upper hand contrasted with different locales in that the decent variety of the perspectives and generative angles from the coordinated efforts help the site being developed and structure of forefront highlights. Customization of recordings as far as quality and the topic, video, gaming, sports and the intuitive angles, offers opportunity of trade and move of information. This benefits consideration as it consolidates the decent variety old enough, social and social foundation, financial wellbeing and opportunity of decision from the assortment which is the useful point of view of sit es and their applications (Brown 8). Vsauce joins the training perspective in the arrangement of computerized, clear and sequential logical movies in the field of science giving the crowd/scholastic guest an assortment of recordings which complete the hypothetical bundle instructed in homeroom air. This viewpoint enhances its tasks to a greater extent a blog, substance and chronicle webpage offering accommodation to the assortment of clients/guests. Additionally the fuse obliges enhanced interests of a solitary guest by orchestrating and giving various arrangements in a single site not at all like different locales that will give explicit answer for a particular intrigue/issue. For example, presentation of VSauce2 that has five repeating sections to cover unordinary information and innovation, â€Å"MindBlow†, a portion that covers the developments that are helpful and their criticalness to the general public are hilarious as well as contacts the collective and the educative part of the creation part learnt in schools and ever. Additionally the â€Å"FAK† fragment for realities and information, which includes unimportant inquiries, goes about as a psychological formative program for all ages which gives the site credit in inventiveness viewpoints and synergistic ones as the channel’s work is from the clients. Imagination is clear in the manner VSauce joins the decent variety of masterful gifts from the clients and the network when all is said in done. The joining of various â€Å"phases† of VSauce with time has seen improvements in the users’ commitment in understanding the user’s abilities and in accordance with the development and advancement objective of the site and offering back to the general public. For example, the ‘BiDiPi’ portion that represents assemble it, drive it and play it, consolidates the gifts of the networks and the site client/fans and brings the serious part of the site to the clients which go about as a persuasive instrument.

Should Salaries be Transparent in Your Company

Should Salaries be Transparent in Your Company When we talk about transparent salaries, we mean that salaries are common knowledge to everyone in a company or salaries are released publicly. Traditionally, how much an employee makes is meant to be kept in strict confidence for most private companies. However, some companies with salary transparency policies publish the salary data of its employees. This may be for compliance with tax reporting requirements (i.e., nonprofit organizations) or as a response to public companies’ shareholders who would like to know the earnings of their top executives.For some jobs in the public sector, salaries are determined strictly by their tenure and title. Thus, although a particular employee’s salary is not being published, the organization’s wage rates are still open to everyone. Moreover, salary transparency has become typical for high technology companies, particularly small startup companies that are trying to compete aggressively for talent in markets in Seattle, Silicon Valley, and New York City.Whatever the case may be, the trend towards transparency has been driven by a couple of variables, at least according to the Society for Human Resource Management. One is the rising availability of such data from sites like Salary.com, Glassdoor.com, as well as compensation benchmarking programs such as PayScale.com. Another is the ever more tightening labor market and the recognition of pay equality. The last is the effect of millenials, who are used to transparency and openness in social media. © Shutterstock | DooderThere are advantages and disadvantages to informing employees how much their fellow employees are making. At any rate, it is still a very tricky subject on whether a company should reveal how much their employees earn. This article will feature the advantages and disadvantages of companies making their salaries transparent. Moreover, it will discuss whether you as an employer should make salaries transparent in your company, given your circumstances.ADVANTAGES OF TRANSPARENT SALARIESAbility for Employee Negotiations. In knowing how much the range is for particular positions, employees and job candidates have the evidential support to negotiate for higher raises and higher starting salaries, respectively. This, of course, benefits the employee or would-be employee. In so doing, salary transparency can also help address any pay inequalities.Closes the Gender Gap. Based on a survey by Salary.com, 36% of men always negotiate their salaries when they receive a job offer, while only 26% of women do. This hesitance of women to request for more money is a main contributing variable to the existing gender gap. Furthermore, in a study conducted by the American Association of University Women, they found out that the full-time beginning salary of newly college graduates were 18% less for women, compared to their male counterparts.By being transparent with your salaries, it can aid in increasing your female applicants, since it lowers their uncertainty on working conditions and salaries for your company. Research shows that women are less likely to negotiate their pay compared to men. However, research has also shown that the transparency can aid in closing this negotiation gap in salaries among men and women. Encourages Trust. When a company is more transparent with something as sensitive as salaries, it shows that its employer and its management trust its employees sufficiently to allow them the information of other people’s salaries. This can l ead to more satisfaction in their jobs and hence, better productivity.Hires Applicants with Better Fit. Since applicants have more and understandable information about your company, this can better improve the job matching process. This means that even before they apply, they already know whether a job provides too low a salary range for their liking. In the long run, it would decrease unemployment periods.Holds Human Resources Accountable. By being transparent in your salaries, it would hold your human resources responsible and accountable for precisely gauging the salaries for the true value of a job. Think about it this way â€" in order to make someone accountable, you would need information. With the lack of information (or even valid data), actions made by individuals are difficult to ascertain and could be gravely misconstrued. The secrecy of information makes it challenging to hold organizations and individuals accountable for their actions and behavior. It also makes it prob lematic for those who are treated unjustly to establish a case for just treatment, in this case, in terms of salaries.Motivates Productivity. Transparent salaries can motivate employees who are paid higher to work even harder and in a productive manner. In a way, they are trying to demonstrate their higher value to their peers and management. According to research, employers that move from pay secrecy to pay transparency undergo big and permanent increases in their productivity levels. When pay information remains a secret, employees typically overestimate the salaries of others, leading to job dissatisfaction and lower productivity levels.[slideshare id=53170437doc=paytransparency-150924204252-lva1-app6891w=640h=330]Prequalifies Applicants. If a company does not disclose salary data, you as an employer and your human resources department could spend hours going through resumes and interviewing job candidates â€" only to find out eventually that your top choice is disinclined to wor k for the salary you are offering. In revealing your pay scale and its structure, you can avoid wasting time on applicants whom you cannot pay to their satisfaction. Moreover, you can draw in candidates of high value who would have assumed that the salary would be lower than what they had expected.DISADVANTAGES OF TRANSPARENT SALARIESApplicants Request for the Highest Salary Possible. Many employers choose not to post salary ranges or exact salaries on their job listings because they think that job candidates would be adamant that they receive the maximum amount indicated in the posting. This is even when they cannot meet the qualifications and competencies for that level of salary. The problem that employers have with transparent salaries is that it makes negotiation for them a bit more difficult.Employees Getting Upset. If you are a new business and if you published your salaries since your inception, that is good and well. However, if you already have existing employees and did n ot reveal the salaries previously or maybe did not consider the factors that composed their salary composition in detail â€" allowing access to payroll information to all may cause strain in the office. There would probably be a number of employees who would protest simply because they do not want people to know how much they are earning. In polite conversation, money is still a sensitive and private matter.In addition, misinterpreting salary information may create larger problems than those caused by not being transparent with salaries. Since employees do not know all of the facts that factored into a salary decision, employees can end up being upset and demoralized without reason, just because they failed to view the full picture or know the decision-making process behind the scenes.[slideshare id=59640768doc=1155salaryformula-abumpywaytotransparency-160316161742w=640h=330]Harder Determining Consistent Salary Formulas for Big Businesses. Transparency has proven that it can work fo r many startup companies. However, can this translate to bigger companies that have many kinds of roles? A policy of salary transparency can create huge hurdles in the instance of buyouts and mergers, case in point.Holding Difficult Conversations. There are some instances wherein management and human resources would have to hold difficult conversations with its employees concerning their salaries. If you have a company with hundreds of sales representatives with basically the same job title, description, and incentives, it is not so risky to be completely transparent with them. Actually, such data could be encouraging for them and can offer a roadmap on how to be successful in the business.It can be difficult to discuss, however, if you are dealing with different kinds of job families in a company. Moreover, what if you have someone who has particularly specialized skills that is truly unique, who needs a higher salary? This can begin to reveal significant differences in pay that ma y be difficult to explain to your regular employees.Case in point, what if you have an administrative assistant who has been with the company for more than 30 years who is making more money than your assistants are or even your employees who have several degrees? How can you explain this? If you choose to be completely transparent, you have to be ready to go through some difficult conversations. Employers have to have credible and new information, wherein they can share how they made job salary decisions for different instances.Increases Overall Salaries. You have to remember that once you publish your salary levels, this would increase overall salaries. Not only would new hires want to be offered the amount published on the job posting, but existing employees would want to have salary increases as well, depending on the current standards of their level. Thus, if your books are still somewhere between a loss and breaking even, you may have to rethink about being transparent with sal aries, as it would definitely increase your salaries across the board, affecting your costs.Infringes on Some Privacy Levels. By revealing salary information on existing and new job positions, it could infringe on some privacy levels of your employees. This is because of traditional thinking of salaries. There used to be the notion that releasing salary information could go against the privacy of an employee. However, if these are clearly stated in your policies, rules, and regulations and your employees agree to such, you can feel somewhat safe in this case. No Backing Out of Transparency Once Started. Transparency is not something you can turn on and then off again. Once you decide to be transparent with your salaries, you have to stick with it â€" there is no going back. Hence, what is important to take note of, is that besides making salaries transparent, you should also be clear on the technology and methodology you used to get to decisions on compensation.SHOULD YOU MAKE SALAR IES TRANSPARENT: VARIABLES TO CONSIDERThere is no clear right or wrong answer to making salary information transparent in a company. You should consider your company in order to determine whether it is suited for this kind of transparency.Communication of Rationale and StrategyIf you think your company will be able to communicate your rationale and strategy for salary transparency well, then consider making salaries transparent. Effective communication is important â€" otherwise, you run the risk of alienating your employees instead of making them feel in synchronicity with the company.Create a communications plan and equip your managers with the important information so that they can better handle challenging communications with employees on how their salaries were decided. Employees would feel the reassurance when they find some market data on compensation and are shown how each salary decision was devised.Company CultureDefinitely, the approach to being transparent about salaries is not the same for all companies. Companies that are smart should take a more introspective approach to salary transparency. Know your employee demographic first. Case in point â€" millenials may be alright with their salaries being made public because they are used to sharing personal information via social networks; however, baby boomers might react negatively as they see this as an invasion of privacy.Moreover, your choice in salary transparency depends on your culture. As soon as you have a viewpoint on your compensation, look at how you would communicate this message to your employees. Will they see the compensation as how the company values them or will they see it as the company not taking care of them? You should also factor in the size of your company. While you can accomplish these things when you are merely 35 persons, this could make no sense for a company with thousands of individuals. Outliers or Unique PositionsMake sure you know who your outliers are in your compan y. These are people who have unique backgrounds, professionally and/or academically. You have to be prepared to describe what it is about them and their positions that made them receive such high compensations.Of course, there should be reasons as to why they received higher salaries. It could be because of the different responsibilities they carry; the departments they are working for; the expertise they lend to a job; and their career paths. By being ready with your answers, you eliminate the possibility of employees getting upset. So determine whether you have one or two outliers or just too many. This could influence your decision on whether to open up your salary information to scrutiny.AT THE ENDAt the end of it all, keep in mind that if you would like to be transparent in your salaries, you can do it gradually. Some companies have simply disclosed pay grades or salary ranges for a couple of positions and at varying seniority levels. Sometimes they share past undisclosed detai ls, without providing particular salaries for specific employees. Thus, while this discloses some information, it still engages employees and encourages openness and trust but at the same time, you do not give up your negotiating and competitive advantages.Remember, when it comes to salary transparency, it does not mean you are completely good if you are transparent or completely bad if you are not transparent. While salary transparency can be wonderful for one organization, it could be disastrous for another. The important thing to note is what your whole company and employees can stand in terms of salary disclosure. Make sure you accommodate the needs of your employees but simultaneously keep your company’s mission and strategy also at the forefront.

Steven Hawking s Theory Of The Soul - 1474 Words

Even Neil deGrasse Tyson said that he puts the odds at 50, 50 † probability that we are â€Å"on someone else’s hard drive.†(Scientific America online) Where is the â€Å"Form† in this scenario? Plato’s abstract ideas of the Form of the soul are said to be unchanging. Steven Hawking’s theory to explain quantum mechanics and its paradoxes, deduced that all information is lost as it enters a black hole. How do people come up with these concepts? But there is a theory from Leonard Susskind called the Hologram Theory which has been used to help explain what happens to matter as it goes through the black hole, where information is not lost because knowledge can be in two places at the same time. Could this mean that form is out there along with its copy? Earthly forms will not remain the same, Earth will dye, the Sun will collapse, our universe will be swallowed by another and eventually we will perish. No matter what world we live on not even an abstract idea can continue to exist. Or can it? If we stop thinking of that form does it become nullified and cease to exist? With the allegory of the cave Socrates is assuming that what we see in the light and what we see in the dark, like that of a color is changing when we walk out of the cave. However, now that scientists know it is not the color that changes, but the wavelength we see the color in our brains not from our eyes. The Form would not change colors in our eyes only the light would change. I can imagine that was not a concept inShow MoreRelatedStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pagesand permission should be obtained from the publisher prior to any prohibited reproduction, storage in a retrieval system, or transmission in any form or by any means, electronic, mechanical, photocopying, recording, or likewise. To obtain permission(s) to use material from this work, please submit a written request to Pearson Education, Inc., Permissions Department, One Lake Street, Upper Saddle River, New Jersey 07458, or you may fax your request to 201-236-3290. Many of the designations by manufacturersRead MoreMarketing Mistakes and Successes175322 Words   |  702 PagesUniversity of Minnesota and George Washington University. His MBA and Ph.D. are from the University of Minnesota, with a BBA from Drake University. Before coming into academia, he spent thirteen years in retailing with the predecessor of Kmart (S. S. Kresge), JCPenney, and Dayton-Hudson and its Target subsidiary. He held positions in store management, central buying, and merchandise management. His first textbook, Marketing: Management and Social Change, was published in 1972. It was ahead

The Impact Of Neoclassical Economics On The Economy Essay

Neoclassical Economics is an attempt to restore some of the principles that Adam Smith, a pioneer for capitalist markets, advocated for in his Classical Economic theory. Smith suggested that minimal intervention should be required regarding government policy as the laws of supply and demand will be self-correcting. John Maynard Keynes was an important figure that worked to apply fiscal policy that would remedy an economic depression. Keynes’s idea of fiscal policy is the means by which government adjusts its spending levels and tax rates to monitor and influence the economy. Further, Keynes is known as the father of â€Å"Mixed Economy†, in which both the private sector (households and privately owned businesses) and public sector (government) have an active and important role in the economy. He argued that in a capitalist economy, the government would have a direct response to where in a business cycle the economy was at any particular time—Borrow to spend in a Recession or Bust, and spend only to the level of revenue collected during a period of growth or Booms. Milton Friedman, an American economist, believed strongly in a neoclassical, one-directional approach to monetary policy, where the Federal Reserve should limit monetary policy to increasing M1 (primary money supply) at a consistent rate, slightly higher than the birth rate, in order to keep economic growth at effective levels. Moreover, he believed the federal government should tax minimally in order toShow MoreRelatedNeoclassical Economics Vs. Keynesian Economics1583 Words   |  7 Pagespost -Second World War growth period, which is called Golden Age of Capitalism, has a great influence in human economic history. 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Systematic Approach to Managing Ohs Free Essays

MODULE 1 SYTEMATIC APPROACH TO MANAGING OHS ASSESSMENT Module 1 PROJECT 1 Write a detailed report on the implementation of a systematic approach to managing OHS. Your report might be theoretical or based on your specific workplace. Ensure that you include the following: ?Requirements for record-keeping ?Sources of OHS information and data ?Consultative arrangements ?OHS action plans ?OHS specialists (internal or external) and technical advisors ? Other functional areas ?Proposed changes to the workplace Stakeholders Construction Australia is the company that I am employed by. We will write a custom essay sample on Systematic Approach to Managing Ohs or any similar topic only for you Order Now Our company offers services in refractory installation to all major industries. We are involved in the construction and maintenance of boilers, kilns, ovens, incinerators, etc. in power generation plants, heat treatment plants, chemical plants, steel mills, oil refineries and many more. We conduct high risk work such as demolition, confined space entry, working at heights, and work at extreme temperatures mainly in major hazard facilities. Due to the nature of our work it is vital that we have a system in place to manage Occupational Health and Safety (OHS). A systematic approach to managing OHS allows us to follow a structured framework that ensures primarily, we reduce the risks of injury or illness in the workplace or anyone affected by our activities and that we comply with all relevant laws and legislation. The main elements of an Occupational Health and safety management system (OHSMS) are: †¢Commitment and policy †¢Planning †¢Implementation †¢Measurement and evaluation Review and improvement These elements are incorporated into the system and involve consultation at all stages with stakeholders and key personnel of our organisation. The basis of this approach is a cycle of continuous improvement as illustrated below in fig. 1: When establishing a more systematic approach to managing safety, it is helpful to understand where your organisation is in terms of OHS maturity. Four levels of system maturity can be considered: †¢Immature (Troubled) †¢Reactive (Responsive) †¢Attentive (Managed) Mature (Value-Adding) Our company is at a mature level as we have established structures, systems and processes in place. We also have a shared belief that OHS is a critical aspect of personal and organisational performance and focus continually on improvement and ways to reduce risks. An effective OHSMS requires the participation of all parts of the organisation. To gain this commitment from people, senior management takes an active role in leadership, allocation of resources, consultative meetings and regular reviews of OHS. The first step in the systematic approach to OHS is to develop a comprehensive OHS policy that states the overall objectives and sets out the company’s commitment to health and safety. The policy should be sufficiently clear and be capable of being read by all relevant parties, internal and external. The policy should be endorsed by the most senior person, such as the CEO or managing director. Beroa’s OHS policy is attached to appendix A. Action plans are a vital part of the planning and implementation process. The organisation needs to determine the key regulatory requirements they must meet and also get an understanding of their major OHS risks and how they will be identified. Objectives, targets and key performance indicators (KPI’s) need to be set. These should incorporate both lead (e. g. number of safety audits conducted) and lag (e. g. number of lost time injuries) indicators. Lead indicators are commonly referred to as Positive Performance Indicators (PPI’s) that focus on assessing how successful an organisation is performing. Using a combination of both lead and lag indicators will provide the best outcomes. A plan is vital to ensure targets are reached in a systematic way and it should be linked to the organisation’s strategic plan. The plan should allocate resources and timelines and can be used to monitor development of the OHSMS. Appendix B is a Beroa action plan that we have in place. It outlines the systems that we use to ensure that we are compliant with legislation and we are fulfilling the objectives of our OHS policy. We use policies and procedures, inductions, meetings, toolbox meetings, consultation, pre-start checks and regular training and development to deliver all our processes. Our documented policies for hazard identification and hazard/risk assessment, make sure that we remain regulatory compliant through our business activities. Consultation with workplace personnel, OHS professionals, insurers and other relevant group is undertaken to ensure that we develop a safe workplace and mentality. We aim to translate legislation into a language that can be comprehended at all levels. This allows people to understand and participate with feeling unsure or confused. Beroa has an open door policy on all aspects especially OHS. Consultation is the best tool that we use in our workplace. The changing nature of our working conditions on a constant basis means that we need to know what is going on so we can make sure that we remain compliant and that our systems are working appropriately. Our consultation procedure (Appendix C) acts as an information highway between management and employees, so that if any changes are required they can be made, documented and then implemented into the system. We use the consultation processes with all stakeholders that are involved in our OHSMS, these include but are not limited to: †¢Management †¢Administration †¢Clients †¢Employees †¢Suppliers †¢Unions †¢Work cover and other relevant authorities †¢Insurers †¢Public †¢OHS and technical experts All information gathered from stakeholders is considered and used in the development of our systems, policies and procedures. The applied procedures that our company has in place allow us to constantly monitor and evaluate our performance. Daily toolbox discussions, training, weekly meetings, management meetings, safety audits and safety checklists (Appendix D) are some of the tools we use to monitor and evaluate. Major policies are reviewed every 2-3 years or as required. The nature of our work requires that we retain specific records for specified times in order to comply with legislation. These include: Confined space entry- we retain entry permits for 1 month, risk assessments/JSA for 5 years, training records for the term of employees employment plus 7 years and any notifiable incidents for 2 years after the incident occurs. Health monitoring records- these must be kept for 30 years after they are recorded and 40 years for asbestos related documents. These records must be kept confidential. Hazardous chemicals register- we keep registers of any chemicals that are stored. We list them and keep material safety data sheets, which are readily available to employees or anybody that could be affected by the chemical. We have two methods of record keeping, hard copy and electronic. All documents are kept on both. Within the electronic system we have a sub-system called Timberline. This system is passcode protected and has restricted access; all personal details and personal health records are kept in this system for confidentiality. Our OHS manager has access along with relevant management. Project files for each client are kept and updated after completion of each project. Documents included include attendance sheets, JSA’s, toolbox meetings, materials and equipment, inductions, training, client feedback, performance reports, safety audits and observations. Employee records such as inductions and qualifications are also kept and updated when needed. We also keep lists of OHS safety representatives and are readily accessible and up to date. OHS affects all aspects of an organisation. An effective OHS system allows other functional areas to thrive and exploit the benefits. The reduction and elimination of work place injuries will reduce the cost of workers comp premiums, limit sick days and reduce the money spent on rehabilitation, all this eases the strain of budgeting systems and also allows more resources for training and information of OHS. Public relations will find it easier representing our positive results in safety and compliance to existing and future clients, public and relevant authorities. It will also reduce the workload of administration allowing them time to work on other aspects of the business. Our OHS system allows our employees to take an active role in all aspects in relation to the system. This gives them a sense of ownership and the drive to make sure that we reach and outperform our goals and objectives. How to cite Systematic Approach to Managing Ohs, Papers

Personal Identify and Self

In the novella The Death of Ivan Ilyich, Leo Tolstoy explores the experiences of a person who has to re-evaluate his entire life and his relations with other people.Advertising We will write a custom essay sample on Personal Identify and Self-Reflection in The Death of Ivan Ilyich specifically for you for only $16.05 $11/page Learn More The protagonist is confronted the fact of his inevitable death, and this awareness prompts him to reflect on his identity as well his value for others. To a great extent, the narrative helps the author to portray the self-discovery of the main character. In particular, Ivan Ilyich cherishes an illusion that he is a successful person who has achieved happiness; however, his terminal illness makes him see his shallowness and lack of empathy which is critical for the happiness of a human being. These are the main questions that should be examined in greater detail. They can be viewed as the central themes examined by Tolstoy in this literary work. It should be noted that at the beginning of the novella, Leo Tolstoy describes people’s reaction to the death of the protagonist. For instance, Ivan Ilyich’s colleagues, who purport to be his friends, think only about their promotion, especially the opportunity to occupy the post held by the protagonist (Tolstoy unpaged). They have no concern for the wellbeing of his relatives. Furthermore, his wife feels relief because she was too tired of Ivan Ilyich’s screams. This is one of the details can attract the attention of the reader.Advertising Looking for essay on literature languages? Let's see if we can help you! Get your first paper with 15% OFF Learn More By examining the behavior of various characters, the author demonstrates that other people were not emotionally attached to the protagonist. This is one of the main arguments that can be made. Later, the author looks directly at the experiences of the main character. He p erceives himself as an â€Å"intelligent polished, lively and agreeable man† (Tolstoy unpaged). On the whole, he believes that his life has been quite successful. It seems to him that he has fulfilled his talents. According to the social standards of the nineteenth century, Ivan Ilyich could even be perceived as a role model for others. This is one of the main issues that can be identified. On the whole, Tolstoy shows that up to a certain moment, the main character remains fully satisfied with his himself. Nevertheless, his terminal illness forces him to reassess his worldview. To a great extent, the narrative shows that the protagonist led a very shallow life; in particular, he only â€Å"amused himself pleasantly and decorously† (Tolstoy unpaged). Moreover, the protagonist understands that he never paid attention to the inner qualities of other people. For example, his wife proves to be an ill-tempered person who does not care about the needs of other people. The mai n character is astounded by her callousness at the time when he urgently needs her compassion. Similarly, his so-called friends pay little attention to his misfortunes. Overall, these details show how Ivan Ilyich looks at his past behavior as well as values which turn out to be false. This is one of the main details that should be considered.Advertising We will write a custom essay sample on Personal Identify and Self-Reflection in The Death of Ivan Ilyich specifically for you for only $16.05 $11/page Learn More Moreover, in the course of the story, Ivan Ilyich comes to the conclusion that his life has been artificial because it lacked such an element as empathy for other people. In the past, he did not feel the need for empathy and this is why he underestimated its value. However, he can better appreciate this quality when he notices that people, who surround him, lack this ability to put themselves in the position of others. There are only two excepti ons; in particular, one should speak about his servant Gerasim and his son who try to help Ivan Ilyich. In contrast, other people perceive his suffering as an inconvenience. This is one of the details produces an indelible impression on the main character who is firmly convinced that his wellbeing is vital for other people. Leo Tolstoy shows how a single event can prompt a person to look more closely at one’s self-identity. Ivan Ilyich perceives himself as a successful individual who has achieved every possible goal. Nevertheless, he eventually discovers that he has been a shallow person who failed to bring any value into the lives of others. Moreover, many of his beliefs prove to be erroneous, especially the conviction that he was a successful person. This is one of the reasons why he is so afraid of his mortality. So, Ivan Ilyich’s self-reflection makes him look at many things from a different perspective. Overall, the narrative of this novella is a powerful tool for describing the inner world of the protagonist and his subsequent transformation. The non-linear plot of the story helps Tolstoy to depict the way in which people respond to the death of Ivan Ilyich.Advertising Looking for essay on literature languages? Let's see if we can help you! Get your first paper with 15% OFF Learn More Moreover, this approach is important for describing the way in which the main character looks at his self-identity, his achievements, and values. The protagonist is forced to change his worldviews and values because he is put in a situation when his principles do not work. He discovers that compassion is vital for the wellbeing of a person, and this is one of the things that he lacks. Works Cited Tolstoy, Leo. The Death of Ivan Ilyich. n. d. Web. This essay on Personal Identify and Self-Reflection in The Death of Ivan Ilyich was written and submitted by user L1v1a to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.