MS ITM Core Learning Objectives Thesis Example | Topics and Well Written Essays - 3000 words

MS ITM Core Learning Objectives - Thesis Example This objective can also be related with all three issues as it is highly important for all involved stakeholders to take their responsibility in the process of finding and implementing solutions. ECONOMICS OF INTERNATIONAL TRADE  » Issues of International Trade which deal with real transactions that involve physical movements of goods and services. Yes all are relevant. The first issue involves movement of energy resources, second issue involves health problems due to movement of goods and services by vehicles which generate poisonous gases, whereas airplanes use more energy resources to transport goods and services from one place to another.  » Theory of international trade and issues of trade policy. First two issues are relevant. Theories have been developed for trade of energy resources and pollution generated by vehicles using these fuels. Third issue is not relevant.  » Basics of International Finance theory & policy implications. All three issues are irrelevant. Internat ional finance trade involve balance of payment, exchange rate, global financial system, foreign direct investment, and the affect of these resources towards international trade MIS IN TRANSPORTATION  » Use IT-enabled management information systems. All issues are relevant because IT-enabled management information systems help to solve these issues  » Who, what, when, where, why, how of IT deployment. All are relevant because it is necessary to answer who, what, when, where, why and how the IT based management system should be used to solve issues.  » Examples of IT use from industry sectors All issues are relevant because examples of IT use in the transportation industry help to use appropriate IT model to solve these issues.  » Contemporary IT deployment for Global Intermodal...The learning objective is very relevant with the three issues discussed previously. All the three issues need proper Information system in order to solve them. The system should collect data and dete rmine the best appropriate way to resolve these issues. Therefore, a report must be prepared in a written form which should describe the plan, analysis and designs for construction and implementation of business information system. The report should be prepared by considering the above issues. For example, the report must ensure a plan which is useful to develop a system in order to find out the appropriate Energy Resources Transit Model. Employ electronic software to enhance oral and written communication about an information system Information systems have taken important place in the daily operations of any organization (Laudon and Laudon, 2010). The three issues being analyzed and discussed can also be related with this learning objective. To develop a proper information system to solve above issues, a suitable software must be designed which is helpful in oral and written communication for an information system. All the issues must be treated using software so best possible solution can be obtained. It is important to understand the different phases and dimensions associated with the system process in order to come up with proper systematic solutions for the all issues being discussed.

The Advantages Of Intrusion Detection System

The Advantages Of Intrusion Detection System It is very surprising that the Energy Company does have no Intrusion Detection system yet. It is very important for a company whos providing exchanging valuable information with consumers. Here Ill talk about Intrusion Detection system, their categories, their advantages disadvantages and my recommendations. Intrusion Detection system (IDS): Intrusion detection system can be referred as management system for both computers and networks. It is combination of architected devices and software applications with the purpose of detecting malicious activities and violation of policies and produce report on that. Intrusion detection system can monitor a network for any kind of abusive, abnormal or malicious activity. It keeps to log of every single malicious or abusive activity. These logs are very important for security professionals to take any steps or to set any rules against these activities. The logs kept by IDS can be used against an abuser as an evidence to take any legal step. Disadvantages of Intrusion Detection system (IDS): Often intrusion detection systems often produce false report of malicious activity. Sometimes this makes the real malicious activity ignored. One of the key features of most intrusion detection system is they operate upon packets which are encrypted. These encrypted packets are complicated for analysis. Type of Intrusion Detection system (IDS): We can categorize intrusion detection system primarily into three basic categories. They are network intrusion detection system (NIDS) host intrusion detection system (HIDS) honeypots Network intrusion detection system (NIDS) Network intrusion detection systems are built based on packet sniffer technology by adding login in it. NIDS job is to read the all incoming data packet and detect suspicious patterns by crosschecking stored examples of malicious network traffic. Recommendation for Network intrusion detection system (NIDS): My recommendation for network intrusion detection system is Snort ®. Advantages of using Snort ®: Snort ® is an open source network intrusion prevention and detection system. Because of its being open source so its highly customizable as pet companys requirement. Its free. Because its an open source software. But if we need any corporate customization then it going to take some charges which is negotiable. Advantages of using Snort ®: One of key feature of Snort ® is it build up a new signature to trace vulnerabilities. It keeps records of data packets in show then in a human-readable form from its IP address We can use Snort ® as a passive trap to record unwanted presence of traffic that should not suppose to be found on a network. It can be used to supervise and monitor both home DSL connection and a corporate website. Snort ® can identify buffer overflows, CGI attacks, overflows, stealth port scans, NetBIOS queries and SMB probes, well known backdoors and system vulnerabilities, NMAP and other port scanners and DDOS clients. It alerts the users about those attack and malicious functions Host intrusion detection system (HIDS) Host intrusion detection system (HIDS) in a form of intrusion detection system whichs task is to monitor and analyze activities happening on a production system of a computer system. Recommendation for Host intrusion detection system (HIDS): My recommendation for host intrusion detection system is OSSEC. Advantages of using OSSEC: OSSEC is an open source host intrusion prevention and detection system. OSSEC is highly customizable, because it is open source. Its free. Because its an open source software. But if we need any corporate customization then it going to take some charges which is negotiable. OSSEC can be operated through multiplatform like windows, UNIX, Linux, Solaris etc. Features of OSSEC: File Integrity checking: One common attack in any network or computer is that they change the target system in some manner. The purpose of file integrity checking is to track down those changes and generates notification when they occur. Rootkit spotting: Abusers mostly known as hackers try to hide their malicious activity. Rootkit spotting generates notification notifies if any attempt occur. Monitoring log: OSSEC monitors, collect, analyze and compare all those log which are generated by operating system, devices and application in a network. The purpose of it is to let the management and security officials know if there is something going wrong. Active response feature: It can take real-time, immediate and automatic action without waiting for admin to respond. Honeypots Honeypots is a jargon used in computer terminology which refers a set of trap whichs task is to mask a computer systems identity and invite malicious and abusive activity to gather information about attackers. Based on their manner of deployment and intensity of involvement Honeypots can be categorized. In basis of deployment Honeypots can be classified as Production Honeypots Research Honeypots Recommendation for Honeypots: Here we will use production type honeypots. Because these kinds of honeypots are suitable for usage in companies and corporations for their easy to use, capturing limited information features. My recommended honeypot is Argos. Advantages of using Argos: Argos built based on an open source emulator which employs dynamic translation to conceive pretty good emulation speed. Its base on an open source emulator. So its highly customizable. Recommendation for NIDS sensor: My recommend for NIDS sensor is Cisco intrusion detection system 4235 sensor. Price: $ 1,425 Advantages: Cisco products are reliable. Fully purpose built. High performance Quick response

Managerial Roles :: essays research papers

Henry Mintzberg took a live study of five CEO’s of a company and came up with ten managerial roles that best reflected all the daily tasks a manager performs. These ten tasks or roles are broken up to in groups called interpersonal, informational, and decisional. The groups are managerial behaviors the manager would go through on the job. The interpersonal managerial roles have three roles within it figurehead, leader, and liaison. A figurehead role was obliged to perform a number of routine duties of legal or social nature. An example would be a manager in charge of the legal department or sign contracts for sales deal. The leader role was in charge of motivation, training, and staffing. An example would be a manager hiring an employee or human resources manager. The liaison role was to keep contact information of vendors that would supply information or work. A manager would keep this information to do everyday business to keep in contact with vendors. The informational managerial role also has three roles within it are monitor, disseminator, and spokesperson. The monitor keeps current with all company information from within and the outside world. A manager would want to keep current to tell or show new things that employees or other personal would need to know. The disseminator shares knowledge with other employees. A manager would do this by holding meeting or sending out emails. The spokesperson would share information to the outside world like the press or other organizations. A manager would hold a conference or inform the media of new things to come. The Decisional managerial role has four roles that are entrepreneur, disturbance hander, resource allocator, and negotiator. The entrepreneur would seek out new ideas and look for opportunities for improvement. A manager would create ideas or get information back from employees to present ideas to the company. A disturbance hander would be responsible for corrective actions and handle company disturbances.

Lord of the Flies and the Story of Creation

Satan, Prince of Darkness, Lucifer, Iblis; no matter what title he bears, the devil is the most recognizable and distinct representation of evil In existence. In the story of Adam and Eve, the devil's wicked evilness takes the form of temptation. He uses temptation to stray Eve from the path of God, the path she was created to follow. In the Lord of the Flies evil disguises itself as temptation yet again. The boys are tempted by their persisting desires to leave their civilized morals behind and indulge in the vicious and untroubled ways of savagery.Numerous parallel themes, in ddition to evil disguised as temptation, between Lord of the Flies and the story of Adam and Eve are present. Themes such as original purity, the spread of sin, chance for redemption and tainted innocence. When Adam was created by God from the â€Å"dust on the ground and the breath of life† (Genesis 2:7) and Eve from Adam's rib, they were perfect, pure human beings and devoutly loyal to God. Similarly, when the boys first arrive on the island they are unwavering In their devotion to maintain civilized morals and disciplined behavior.In chapter 2, Jack displays this devotion by nnouncing to the group, â€Å"We've got to have rules and obey them. After all, we're not savages. We're English, and the English are best at everything. † In the beginning of both plots, the characters of the story are pure in their Innocence and loyalty to what they believe is right. Adam and Eve pure in their loyalty to God and the boys retain their innocence by maintaining civilized behavior. Jack and Eve have one clear thing in common; they both lead their companions in straying from the path of righteousness.Eve by being the first to give into the evil temptation of eating the fruit nd Jack by glvlng In to the evil temptation of power and the â€Å"compulsion to track down and kill that was swallowing him up. † Subsequently after, the evil that engulfed Jack and Eve quickly spreads to th eir companions like a terribly contagious disease. Eve convinces Adam to eat the forbidden fruit as well, thus damning them both. Jack starts a new savage tribe that most of the members from the civilized tribe quickly Join.Upon witnessing this conversion from good to evil Ralph remarks, â€Å"The world, that understandable and lawful world. was slipping away,† Later in the book. aces savage ways even begin to infect two of the most civilized boys left on the Island. During one of Jack's feasts, Ralph and Piggy â€Å"found themselves eager to take a place in this demented but partly secure society. They were glad to touch the brown backs of the fence that hemmed In the terror and made it governable. † In continuance of his custom, God goes to visit Adam and Eve in the Garden of Eden.When they hear him coming they grow ashamed of their nakedness, something they had never noticed before, and try to cover themselves with leaves and hide from him. God, being all knowing, p retends to search for them. He does this in order to give Adam and Eve an opportunity to return to Him and acknowledge their sin. The British Naval offcer that arrives on the island in Lord of the Flies represents what was originally good and right in the eyes of the boys, as does God In the eyes of Adam and Eve.When the boys come storming out of the burning forest to discover their saviors standing on the beach, they feel no Joy but shame. Shame for the uncivilized ways 1 OF2 tney nave conauctea tnemselves. In emoarrassment was only ampllTlea wnen the British Navvy Officer remarked, â€Å"l should have thought that a pack of British boys†¦ ould have been able to put up a better show than that. † This humiliation experienced by the boys is similar to that of Adam and Eve. In correspondence with God's actions in the Garden of Eden, the Navvy officer â€Å"turned away to give them time to pull themselves together. In warning Adam and Eve of the dangers of the Tree of Know ledge of Good and Evil, God says, mfou may surely eat of every tree of the garden, but of the tree of the knowledge of good and evil you shall not eat, for in the day that you eat of it you shall surely die. † (Genesis 2:16-17) God's warning proves itself very true. Upon eating the fruit, their spiritual death is immediate, Adam and Eve are spiritually separated from God and lose a part of themselves they will never truly regain. The boys in The Lord of the Flies lose something of great value as well; their innocence.In realization of this, Ralph â€Å"wept for the end of innocence. † Both the boys on the island and Adam and Eve permanently tainted their purity in falling victim to the temptations of evil. â€Å"Be sober-minded; be watchful. Your adversary the devil prowls around like a roaring lion, seeking someone to devour. † â€Å"He is everywhere represented as the deceiver, ssuming false guises, and making false representations. † (Peter 5:8) (Corint hians 2:14) Both Adam and Eve and the boys in Lord of the Flies were deceived by the false guises of the the devil's evil.The bible categorizes evil in two groups; evil against one another, such as murder, theft, and adultery and evil against God such as idolatry and blasphemy. The Devil tempted the characters in the two stories to commit both evil against one and another and evil against God. Adam and Eve committed evil against God by disobeying his orders and Eve committed evil against Adam by convincing him to eat the fruit. In Lord of the Flies the boys committed evil against one another in numerous ways. They murdered Simon, Piggy, and attempted to kill Ralph.In the book, civilized behavior and morals represented God. They committed Evil against God/civilization by losing faith and worshipping symbols of their savagery (pig's head and beast). In the world today, evil against God is very frequently committed because in most people's eyes, it is not true evil. From the Connecticu t shooting to domestic abuse, in society today it seems as if people are carelessly making no effort to resist the devil's temptations to commit evil against one another.

Organizational Justice Essay

It has been argued that if organizational decisions and managerial actions are deemed unfair or unjust, the affected employees experience feelings of anger, outrage and resentment; There is also evidence that disgruntled employees retaliate to Organizational Injustice, directly: e.g., by theft, vandalism and sabotage or indirectly by withdrawal and resistance behavior. Engaging in socially responsible behavior has been a great concern to leaders of Today’s organizations. Here again, OB specialists have sought to explain this behavior, and their efforts will be outlined in this research. As a subject of philosophical interest, the study of justice dates back to the times of Plato and Socrates (Ryan, 1993). However, research on organizational justice started with Adams’ work on equity theory (Adams, 1963, 1965) and has progressed steadily over time. Greenberg (1990b) explained organizational justice as a literature â€Å"grown around attempts to describe and explain the role of fairness as a consideration in the workplace. Adams’ work led to a research period concentrating on fairness of pay or outcomes at work place (Deutsch, 1985). In other words, the equity theory emphasized the perceived fairness of outcomes, i.e., distributive fairness. Equity theory is based on the notions of relative deprivation and social comparison. Individuals in organizations are expected to compare their own input to output ratio to the ratio of a referent who could be the self considered at another point of time or others in the past, present, or expected future to determin e the level of fairness. According to equity theory, when compared ratios are not equal, the individuals may perceive inequity and so may involve in behaviors meant to restore the cognitive perception of equality (they may modify their effort, or change their perceptions of inputs or outcomes). However, the focus of this research shifted to procedural justice: the perceived fairness of the process by which outcomes are determined /arrived at, because of inability of equity theory and distributive justice models to fully predict and explain peoples’ reactions to perceived injustice. This shift expanded the study of distributive justice, since research findings revealed that distribution of rewards was not always as important to individuals as the process by which they were allocated. Organizational justice refers to â€Å"the just and ethical treatment of individuals within an Organization† organizational justice is â€Å"the term commonly used by organizational psychologists to refer to the just and fair manner in which organizations treat their employees†. The dictionary defines the word Justice as fairness (Popular Oxford New-Age Primary School Dictionary). However, in daily life, the term justice is used to mean â€Å"oughtness† or â€Å"righteousness†. In organizational sciences research, justice is considered to be socially constructed which means that an act is considered to be just if it is perceived so by the individuals on the basis of empirical research. Corporate Social Responsibility, the forms it takes, and the nature of the relationship between responsible behavior and financial profitability. Corporate social responsibility refers to business practices that adhere to ethical values, that comply with legal requirements, and that promote the betterment of individuals and the community at large. It’s most popular forms include making charitable contributions to the community, preserving the environment, investing in a socially responsible manner, and promoting the welfare of employees. Generally, research shows that socially responsible companies tend to be more profitable than companies that are less socially responsible. This reflects the virtuous circle, the tendency for successful companies to be socially responsible because they can afford to do so, which in turn, helps their chances of being even more financially successful. Organizational Justice: Fairness Matters Suppose you received a failing grade in a course. You don’t like it, of course, but can you say that the grade is unfair? To answer this question, you would likely take several things into consideration. For example, does the grade accurately reflect how well you performed in the course? Were your scores added accurately and were they computed in an unbiased fashion? Has the professor treated you in a polite and professional fashion? Finally, has the professor communicated the grading process to you adequately? In judging how fairly you have been treated, questions such as these are likely to be raised—and your answers are likely to have a considerable impact on how you feel about your grade, the professor, and even the school as a whole. Moreover, they are likely to have a profound effect on how you respond, such as whether you quietly accept the grade, complain about it to someone, or even quit school entirely. Although this example involves you as a student, the same considerations are likely to arise in the workplace. In that context, instead of talking about grades from professors, concerns about justice may take analogous forms. Does your salary reflect your work accomplishments? How was your performance evaluation determined? Were you treated with dignity and respect by your boss? Were you given important job information in a thorough and timely manner? Matters such as these are relevant to organizational justice—the study of people’s perceptions of fairness in organizations. My discussion of organizational justice focuses on three key areas—the major forms of organizational justice, the relationships between these forms, and suggestions for promoting justice in organizations. Forms of Organizational Justice and Their Effects The idea that justice is a multifaceted concept follows from the variety of questions just raised, everything from how much you get paid to how well you are treated by your boss. Organizational justice takes the four different forms identified here. Each of these forms of justice has been found to have different effects in organizations. Distributive Justice. On the job, people are concerned with getting their â€Å"fair share† of resources. We all want to be paid fairly for the work we do and we want to be adequately recognized for our efforts and any special contributions we bring to the job. Distributive justice is the form of organizational justice that focuses on people’s beliefs that they have received fair amounts of valued work-related outcomes (e.g., pay, recognition, etc.). For example, workers consider the formal appraisals of their performance to be fair to the extent that these ratings are based on their actual level of performance (for an example, People who believe that they have been ill-treated on the job tend to experience high levels of stress and also feel dissatisfied with their jobs and the companies in which they work. Feelings of distributive justice can have a great impact on people’s motivation to perform their jobs.) A recent study provides good insight into this proces s. Researchers conducting this investigation compared two groups of workers with respect to their feelings about distributive justice: a group of local workers from Singapore and a group of foreign workers, Chinese people who worked in Singapore. In this setting, foreign workers tend not to be paid commensurate with their skills. Not surprisingly, the foreign workers expressed higher levels of distributive injustice and were less productive on their jobs. Because they received less, they did less, as distributive justice dictates. These findings are illustrative of many that demonstrate people’s keen sensitivity to their perceptions of the fairness by which resources are distributed on the job. In general, the more people believe that their rewards (e.g., pay, work assignments) are distributed in a fair manner; the more satisfied they are with them. Procedural justice – refers to people’s perceptions of the fairness of the procedures used to determine the outcomes they receive. Again, let’s consider as an example the formal appraisals of an individual’s job performance. Workers consider such ratings to be fair to the extent that certain procedure were followed, such as when raters were believed to be familiar with their work and when they believed that the standards used to judge them were applied to everyone equally. Interpersonal justice – People’s perceptions of the fairness of the manner in which they are treated by others (usually, authority figures). Imagine that you were just laid off from your job. You’re not happy about it, of course, but suppose that your boss explains this situation to you in a manner that takes some of the sting out of it. Although your boss cannot do anything about this high-level corporate decision, he or she is very sensitive to the harm this causes you and expresses concern for you in a highly sensitive and caring manner. Research has shown that people experiencing situations such as this tend to accept their layoffs as being fair and hold positive feelings about their supervisors. Importantly, such individuals are less inclined to sue their former companies on the grounds of wrongful termination than those who believe they were treated in an opposite manner—that is, an insensitive and disrespectful fashion. The type of justice demonstrated in this example is known as interpersonal justice. This refers to people’s perceptions of the fairness of the manner in which they are treated by others (typically, authority figures). Informational justice – People’s perceptions of the fairness of the information used as the basis for making a decision. Outcomes (as in the case of distributive justice), but leads them to reject the entire system as unfair. Procedural justice affects people’s tendencies to follow organizational rules: Workers are not inclined to follow an organization’s rules when they have reason to believe that its procedures are inherently unfair. And, of course, when this occurs, serious problems are likely to arise. Accordingly, everyone in an organization especially top official—would be well advised to adhere to the criteria for promoting procedural justice summarized in this research. Informational Justice – Imagine that you are a heavy smoker of cigarettes and learn that your company has just imposed a smoking ban. Although you may recognize that it’s the right thing to do, you are unhappy about it because the ruling forces you to change your behavior and break an addictive habit. Will you accept the smoking ban as fair and do your best to go along with it? Research suggests that you will do so only under certain circumstances—if you are given clear and thorough information about the need for the smoking ban (e.g., the savings to the company and improvements to the health of employees). The form of justice illustrated in this example is known as informational justice. This refers to people’s perceptions of the fairness of the information used as the basis for making a decision. Because detailed information was provided about the basis for implementing the smoking ban, informational justice was high, leading people to accept the fairness of the smoking ban. A key explanation for this phenomenon is that informational justice prompts feelings of being valued by others in an organization. This is known as the group-value explanation of organizational justice. The basic idea is that people believe they are considered an important part of the organization when an organizational official takes the time to explain thoroughly to them the rationale behind a decision. And people experiencing such feelings may be expected to believe that they are being treated in a fair manner. Relationships between Various Forms of Justice Although we have been describing the various forms of organizational justice separately, it would be misleading to assume that they are completely independent of one another. In fact, researchers have found some well-established relationships between the various forms of justice. Many different studies have reported that the relationship between outcome favorability and procedural justice takes the form summarized here. Specifically, people’s reactions to favorable outcomes are affected little by the fairness of the procedure, whereas people’s reactions to unfavorable outcomes are enhanced by the use of fair procedures. Same would apply to other outcomes as well, such as pay or recognition on the job.) Now, imagine that your grade either was the result of a simple arithmetic error (i.e., procedural justice was low) or that it was computed in an accurate, unbiased fashion (i.e., procedural justice was high). Generally speaking, you will respond more positively to the fair procedure than the unfair procedure, thinking more favorably of the professor and the school as a whole. (of course, the analogous effect also would apply in organizations.) So far, this is nothing new. Consider, however, what happens when you combine these effects, looking at the overall relationship between the favorability of outcomes together with the fairness of procedures to arrive at those outcomes. This relationship, which takes the interactive form, has been very well established among scientists studying organizational justice. The Preservative connection between Interpersonal Justice and Informational Justice In contrast to the interactive relationship between distributive justice and procedural justice, the relationship between interpersonal justice and informational justice is far simpler. Research has shown that perceptions of justice are enhanced when people explain outcomes using a lot of detail (i.e., when informational justice is high) and also when people explain outcomes in a manner that demonstrates a considerable amount of dignity and respect (i.e., when interpersonal justice is high). What happens when these effects are combined—that is, when information is presented in a manner that is both socially sensitive and highly informative? Research provides a clear answer, the effects are additive, in other words, each of these factors contributes somewhat to people’s perceptions of fairness, but together their effects are magnified. The more interpersonal justice and more informational justice is shown, the more people believe things are fair. This additive relationship between interpersonal justice and informational justice can be very valuable for supervisors to take into account when managing employees. Strategies for Promoting Organizational Justice Treating people fairly on the job surely is a noble objective. Although many people are concerned about being fair for its own sake, of course, there’s also a good practical reason for treating employees fairly. Specifically, individuals who believe they have been unfairly treated in any or all of the ways described respond quite negatively. We know for example, that people who feel unfairly treated are likely to do such things as work less hard, steal from their employers, do poor-quality work, or even quit their jobs altogether and then sue their former employers. Naturally, managers are likely to seek organizational justice to avoid these problems. In addition to minimizing such negative reactions managers also are likely to seek the positive reactions associated with being perceived as fair. For example, fairness has been associated with such desirable behaviors as helping one’s fellow workers and going along with organizational policies. Additional strategies that can be used to promote organizational justice: Promoting organizational justice can be done in several ways. First, it is important to pay workers what they deserve—the â€Å"going rate† for the work done wherever they work. Underpaying workers promotes dissatisfaction, leading to turnover. Second, workers should be given a voice—that is, some input into decisions. This may involve such strategies as holding regular meetings, conducting employee surveys, keeping an â€Å"open door policy,† and using suggestion systems. Third, follow openly fair procedures. Specifically, promote procedural fairness such as by using unbiased, accurate information and applying decision rules consistently. Managers also should openly describe the fair procedures they are using. Fourth, managers should explain decisions thoroughly in a manner demonstrating dignity and respect. Fifth, workers should be trained to be fair, such as by adhering to the principles described in this work.

Banking Industry essays

Banking Industry essays Commercial Bank vs. Thrift Institution Commercial banks are considered to be the largest group of depository institutions when measured by asset size; they are very distinguishable from savings institutions and credit unions in the size, regulation and composition of their loans and deposits. Deposits are the main source of funding for commercial banks while their liabilities may include various non-deposit funds such as subordinated notes and debentures. Commercial banks have two main assets on their balance sheet; loans and investment securities. Loans are responsible for the majority of assets held by commercial banks and are considered to be the most important revenue generator. The four main types of commercial bank loans are; business loans, real-estate loans, individual loans, and various other loans, which may be loans to emerging countries. Real-estate loans rank as the largest asset of the four main types of loans. Investment securities represent the second major asset on a commercial bank balance sheet. These consist of items such as; interest bearing deposit purchases from other financial institutions, federal funds sold to other banks, repurchase agreements and U.S. Treasury securities, just to mention a few. Investment securities benefit commercial banks in liquidity management, generation of interest income, low default risk and are effectively traded in the secondary market. Due to the high levels of liquidity ri sk for commercial banks, they usually hold large amounts of cash and investment securities in order to meet the claims of their liability customers, upon liquidation. In the event of loan default the losses are charged off against the bank equity, thus reducing retained earnings and the equity of the bank. Commercial banks have two main sources of funds, deposits and borrowed money, which are represented as liabilities on their balance sheet. Deposit accounts are comprised of four major ...

Are Cover Letters Necessary

Are Cover Letters Necessary Are Cover Letters Necessary? A strong cover letter is a tool most every applicant needs to have in their arsenal. However, a number of people believe it is unnecessary and their rà ©sumà © can stand on its own. Not only is this idea likely a mistake; its practice can negate any chance of being considered seriously by potential employers. What a Cover Letter Can Do Set you apart. A cover letter is an opportunity to pitch yourself and convince the employer or recruiter to meet you in person. Its main purpose is to â€Å"wow† and prove youre a great candidate for the job. Writing a cover letter is similar to advertising a brand. It expresses what kind of team member you may be. A successful cover letter warrants a call for an interview, increases the possibility of of attaining the maximum salary available, and may put you in the top two percent of applicants who are considered for the position. Reveal your personality and ability. If your resume is formal and fact-based, the cover letter may benefit from including a bit of â€Å"personality.† By sharing more about yourself and personal style through the tone of your writing, employers are better able to determine if you fit the company’s culture or philosophy. A cover letter can build advance rapport by providing a glimpse of who you are as a person (beyond a professional facade). Why a Cover Letter May Be Ignored Its poorly written. (Enough said.) Some employers dont read them. Depending upon the type of organization and the personality of upper management, some companies merely peruse rà ©sumà ©s. If a potential employer advertises they dont wish to review a cover letter, dont bother writing one. Some recruiting trends indicate the approach is outdated. One recent Forbes article argued cover letters are passà © and not essential to the application and recruitment process. Some believe networking, experience, and a well-written rà ©sumà © are the only means to nab a job. Despite a few changing opinions, cover letters still have a place among many employers and recruiters. If you are in need of a well-written cover letter to help you land that job interview, has staff dedicated to creating applicant drafts to land the job you want. Call today: (800) 573-0840; let’s start writing!