People’s Home Gadgets Essay Example for Free

People’s Home Gadgets Essay 1. Give counsel to Paula in regards to the idea of the HR framework she ought to suggest for the client care agents at the six stores. There is an issue that PHG has confronted representative turnover gives the figures demonstrates over the 70% more than management’s desire. To lessen, turn over issues I’d like suggest an improvement of whole pay frameworks workers get their compensation dependent on their presentation, it makes high turnover gives that mean an agent who has momentous capacity when he cruising PHG stuffs. Notwithstanding, others who can’t deals as much as deals top agents wound up they got a most minimal pay. So I prescribe Paula to do build up fixed pay approaches paying little heed to their business capacities. 2. Recognize a key vital exhibition driver for this association. They have key execution drivers dependent on low costs-top notch arrangements. It demonstrates a center idea of rivalry. As such, it is called Cost administration system. By bringing down costs, they can get a high market positions more that other serious. To keep up that position they generally consider in regard of money saving advantages. 3. How do the client support agents add to the vital presentation driver you distinguished? The organization gives delegates an attentiveness which can give lower costs by cutting edge of rates. It was a one of a kind arrangement. At last, it makes them to keep up cost administration so showed polices could give organization a serious edge in the market. A procedures that setting up vital execution is following. 4. Plan a HR framework to understand the key execution driver you distinguished. Be sure to clarify how you would (a) plan the work

Poverty in Bangkok Essay

Thailand is a nation in Southeast Asia and the main nation in the district which was not moved by colonizers. The Asiarooms. com gave a proof to the basic information that name of the nation originated from the way that being without colonizer impact implies they are free, in this manner Thailand implies place where there is the free (Thailand populace first standard. ). The country’s populace as revealed by Asiarooms. com starting at 2006 is around 64 million (Thailand populace eleventh line). Like most creating nations on the planet, relocation of individuals from provincial to urban territories in scan for better paying occupations andâ opportunities, is a pattern in Thailand. Bangkok has been the most loved goal. It is a typical conviction that westernization and impact of commercialization as found in TV, communicate and print media gave the inactivity and vision to destitute individuals to move to prime urban focus that is Bangkok. As per United Nations neediness measuring stick as detailed by Stickman, needy individuals are those whose pay is US$1. 00 every day or underneath. The UN report additionally expressed that as of year 2000, there are around 19 million Thailanders named poor and that is around 29. 9% of the all out populace. These individuals are the provincial inhabitants in the areas of north, west and upper east locales of Thailand (Stickman, â€Å"Poverty† fourth standard. ). They are brimming with trust that they can effectively look for a work in the city and send some portion of their wages back to their devastated families which they left in the rustic regions. As they move to the city, it is an ordinary desire that a large portion of them will confront issues identified with plummet lodging. Dominant part of them pick to remain with their family members and companions in ghetto regions while attempting to conform to the new condition and scanning for a work. Because of the way that greater part ofâ them are untalented having originated from an agribusiness territory where rice cultivating is the prevailing vocation, experience will reveal to us that the odds are they will find a new line of work which is typically low paying in the casual division. On the off chance that the new city inhabitant is a female, encounter will advise that enticement is incredible to acquire cash from prostitution and medications to assuage the pressure of mental concern that their families abandoned in the provincial territory may go hungry. It very well may be speculated that since the new city inhabitant come up short on the basic aptitudes and information for a lucrative occupation, larger part of them will select to be added to the everâ increasing ghetto populace of Bangkok. As an indication of progress, other people who have tasted the experience of contacting cash from their administrations rendered as whore or laborer in casual segment and not from 2 cultivating, will select to recover their families in the rustic zones to remain with them in the ghetto territories in the midst of the hardship and glaring neon lights in the city. This paper plans to clarify the situation of rustic laborers with accentuation on the female sexual orientation in urban setting and reasons for destitution of ghetto inhabitants in Bangkok. Current Status of Women in Thai Society The Thaiwaysmagazine.com in 2002 uncovered that ladies status in Thailand has come a long to its current stage where the ladies should be in a similar degree of cultural remaining to men. In the center eighteenth century, the spouses were considered as material thing that can be had and be discarded whenever. The way of life of Thailand even up right up 'til today anticipate that ladies should go to work like men and simultaneously deal with the family, cook food, take of the kids and guarantee the government assistance of relatives consistently (â€Å"Women status in Thai society† first standard). It has been in the social structure in Thailand in the past that lady needed to deal with the spouse and be devoted to him. Regardless of whether conceived from a high society or not, women were as yet viewed as second rate compared to men (â€Å"Social Structure† first standard. ). Theravada Buddhism is the religion of practically 85% of Thai populace (Asiarooms. com, â€Å"Religion† first standard. ). Buddhism as religion imparted into the psyche of Thais the idea of karma. This idea is profoundly engrained into the way of life of Thais. The convention of karma trains that each human demonstration conveys with it a legitimacy and negative mark focuses. The legitimacy makes karma unadulterated and clean while bad mark makes karma filthy. Buddhism imparted into the brains of Thai that their life on earth is a procedure of being conceived once more. At the point when they kick the bucket, they will be advanced into higher karma in the event that they have no bad mark. In the event that their spirit is sullied because of negative marks, they will be resurrected into a lower type of life, they will experience discipline and should figure out how to rinse their karma (Sexwork. com â€Å"Buddhism and Prostitution† seventh standard. ). Moreover, Buddhists accept that by helping somebody and demonstrating appreciation to their folks, they are purging their spirit prompting clean karma and nirvana, the most perfect all things considered. It is this conviction that women since they are seen lower in status than man under Buddhism ( 10thth standard) pick to be whores and penance their virginity and disgrace just to win cash and provide for their folks to make up for themselves and wash down their karma (ninth standard. ). On closer examination, the general impact over the long haul is reliance of the family to their little girl prostitute for budgetary help and neglecting to endeavor more diligently to procure a drop living. 3 Thus the family stays in neediness all through their lives. Acquiring a lot of cash as whore comparedâ to cultivating in the provincial towns where the women started and simultaneously purifying their karma gave the lady a good calling in her own and family’s discernment per standard of Buddhism. In totality, up to right now, we can say that ladies under the Thai culture as affected by Buddhism are considered as productive venture like a material thing and to a lesser extent a person under the state of destitution as experienced by monetarily denied country Thais. The Different Faces of Poverty in Bangkok: Informal Sector, Slum Settlements and Prostitution On closer investigation of a farming economy attempting to be an industrialized one, the destitution in Bangkok is fundamentally because of movement of poor country people who are less talented to do urban employments (Sethuraman 79). This is the explanation behind dominant part of them finding into employments in the casual division of the economy. Writer Mark Kramer in his book â€Å"Dispossesed† contend that occupations in the casual part in Bangkok are mostly of little scope as the capital speculation is likewise commonly negligible (120). The creator uncovered that the exercises are generally led without appropriate endorsement and acknowledgment fromâ authorities and as such need laws and guidelines identified with laborer pay standard and security. The significant exercises incorporate retail exchange, transport fix and support, individual and residential administrations which incorporate prostitution and little scope producing. The undertakings in casual part regularly utilizes ten or less representatives and for the most part close relatives. The work is regularly work serious and require less aptitude which clarify the reason for offering a low compensation. The laborers become familiar with the required aptitudes at work and the business representative relationship is unwrittenâ with next to zero valuation for specialist rights and mechanical connection (121). Consequently, the passage and exit in the casual area is simpler than in the proper segment. The activity of the casual area work related to the conventional economy and contribute a great deal to the economy of Thailand and become basic piece of the worldwide economy (122). Notwithstanding this reality be that as it may, we can presume that the wages of individual specialist is marginally enough for hand to mouth presence of the laborer and his family. This is the explanation behind the ever presence of destitution in Bangkok. The laborers of the casual economy live in squeezed quarters made out of scrap handle board electrifies iron and utilized tires and raised by the specialist themselves on the land not their own. The 4 grouping of the ghetto houses over the most recent 50 years offered ascend to a notable vagrant network called Klong Toey (Kramer 125). The creator uncovered that the Klong Toey ghetto network is populated for the most part by rustic transients from Northeast Thailand who came to Bangkok for openings for work. Being vagrants, they continually face the peril of removal , their make move houseâ dismantled and their properties like TVs and sala sets pulverized and seized because of the way that they have no lawful right to the inhabitance of the land (126). Hence, the ghetto region don’t get essential offices like water, power and trash expulsion from the administration. The make move shacks are fabricated near one another gave little path only enough for a two way walk. The creator included that there are some little stores and food parts that sell fundamental wares like canned products, salt and sugar inside the ghetto territory. In excess of 100,000 individuals live in the zone making it dampâ and fishy smell penetrates. One thing is entirely recognizable in Kong Toey and that is the spotless upkeep of Buddha sparkles with new blossoms every day, a proof that the ghetto inhabitants are profoundly strict in spite of their destitution (127). The creator included that medical issues and destitution goes connected at the hip at Klong Toey. Modernization and access to TV, radio and print media offered ascend to commercialization among country Thais. The destitute individuals are additionally trusting that some time or another they can set aside cash to purchase the conveniences and extravagances throughout everyday life. When there is destitution and the powerful urge for material thing,â prostitution will most likely set in. Dependable sources uncovered that prostitution in Bangkok is in a consistently expanding pattern because of three causes. To start with, it is advanced by the administration, second, prostitution and lady is as of now joined in the Thai culture, third, the training is in a roundabout way bolstered by Buddhism, the prevailing confidence of

Paul Scheerbart And His Art Ideas Essay Example | Topics and Well Written Essays - 1250 words

Paul Scheerbart And His Art Ideas - Essay Example Paul Scheerbart is viewed as the main artist in design by Bruno Tau. Scheerbart attempted to concentrate on glass engineering. It is the fantasy of each engineer is taking off, light, brilliant, perfectly clear and versatile developments that will assist with improving and change the propensities for feeling and considerations of Old Europe. The tale gives a clear exhaustive foundation to both Bruno Taut and Paul Scheerbart. For over twenty years, the German writer Paul Scheerbart expounded on glass engineering to introduce individual ideas1. The main novel of the creator is the Gray Cloth. The creator attempted to utilize the basic effortlessness and unobtrusive incongruity of a fantasy which is made an interpretation of into English to introduce the ways of thinking and ideas of hued glass in Glass Architecture. The prime target of the creator is to change humanity to improve progress and make fabricate another general public. The perfect world of Scheerbart is that profound exerci ses and magical intrigue is associated with the new development innovation and it will develop to be the creative power in future. As indicated by the Paul Scheerbart, the task comprises of the structure which is comprised of glass materials and profound development of structures. The glass place of the creator comprises of glass components which are shaded. The sunlight can go through the hued glass and channel the hues. Scheerbart states that the majority of the individuals live in the encased spaces which help to frame a domain and prompted the development of culture2. Culture is known to be a result of design. The individuals are compelled to change the engineering on the off chance that they wish to raise the degree of culture. The creator presents that the presentation of glass engineering can impact successfully to the advancement of culture. Glass engineering can let the light of stars, moon, and daylight.

An Evaluation Of Real Estate Investment Trusts Finance Essay - Free Essay Example

Besides of Equities, Bond, Property, Fix Deposit, Hedge Fund, Unit Trust Fund and etc.   A new asset class investment option has emerged with potential fair return of investment in Malaysia.   REIT Also known as Real Estate Investment Trust.   With the concept like Unit Trust, by gather pool of money from all sizes of investors.   REIT based companies will invest, manage and distribute rental as dividend back to the investors.   It is also being trade in Bursa Kuala Lumpur with ease of buy and sells back like a normal equity. REIT is not new to the world, in many other developed countries, REIT has been developed for decades and with steady fix income as oppose to fix deposit as an alternative. It targets long term investor with moderate risk such as insurance companies, pension funds, unit trust funds and even individual investor. As many investors may not be able to invest in a huge property portfolio, REIT gain strength from pool o f funds gathered and invests into high profile and high value properties for better return. REIT returns averagely in develop market is around 3-5% depending on its individual performance.   However, REIT in Malaysia is very attractive because as we are in a so-called last phase of developing nation before developed.   Our nations propertys values are still a gap behind many developed countries in Asia.   This emerge as an opportunity with an average attractive yields between 6-8% which is higher then other major developed countries. Especially when REITs are in the infant stage in Malaysia, most REIT managers are with option and plan to growth their property portfolio to trade or manage rental in order to achieve even a better yield for investor. As our nation propertys value is undervalued for decades, there will be a high potential of asset revaluation will bring capital growth to the investor.   Typical a potential of upside will be between 2 0-30% around a five (5) years period.   In conjunction with the government effort to liberalize and boost property asset values in Malaysia. An example of an early REITs launched in 2006 STAREIT.   It has till date performed a 7% dividend yield based on the NTAB of 97 sen.   If compare to Fix Deposit of 3-4% and even with government based senior citizen bond that offer 5.5%.   STAREIT becomes much attractive and excluding the potential of its asset revaluation that includes all its prime location properties located at Bintang Walk, Kuala Lumpur. REIT is not just having the existing property to rent out, manage and collect rental.   A high performance REIT is like your property fund manager.   They will develop new opportunities, acquire more properties into their portfolio and to some countries, jointly develop property projects.   This will provide even a higher potential return compare to those low to moderate risk investment instruments. LEGAL FRAMEWORK GUIDELINES IN REITs HISTORY The Securities Commission of Malaysia released new guidelines on real estate investment trusts (REITs Guidelines) on 3 January 2005. The REITs Guidelines supersede earlier guidelines on property trust funds published in November 2002. The key features of the REITs Guidelines include the liberalisation of borrowing limits as well as the relaxation of restrictions under the old guidelines on the acquisition of leasehold properties and properties encumbered by financial charges. Borrowings of a fund should not exceed 35% of its total asset value at the time the borrowings are incurred. Leases must be registered and all real estate must be free from encumbrances at the time of acquisition except for charges entered by financial institutions, trustees and management companies in relation to loan facilities extended. The initial minimum size of a real estate investment trust is RM100 million (approximately US$26 m illion) and the minimum size of subsequent launches is RM25 million (approximately US$6.5 million). Real estate investment trusts may acquire real estate located outside Malaysia subject to the specific approval of the Securities Commission. The management company of a real estate investment trust must be a subsidiary of a Malaysian company involved in the financial services industry in Malaysia or a property development company or a property investment holding company. However, delegation is permitted subject to Securities Commission approval. Permitted investments include real estate, single-purpose companies (i.e. unlisted companies whose principal assets comprise real estate), real estate-related assets, liquid assets, non-real estate-related assets and asset-backed securities. However, at least 75% of a listed funds total assets must be invested in real estate, single-purpose companies, real estate-related assets or liquid assets, with a minimum 50% of total assets invest ed in real estate or single-purpose companies. For an unlisted fund, a minimum of 70% of its total assets must be invested in real estate, single-purpose companies or real estate-related assets with at least 50% invested in real estate or single-purpose companies. At least 20% of the unlisted funds total assets must be invested in liquid assets at all times and the remaining 10% in other permitted assets. NEW AMENDMENT GUIDELINES The recently released Guidelines on Real Estate Investment Trusts (New Guidelines) issued by the Securities Commission of Malaysia (SC) on 3 January 2005 has created waves among the industry players in Malaysia including property owners and developers and promoters of real estate investment trusts (REITs). The New Guidelines replace the Guidelines on Property Trust Funds (Previous Guidelines) dated 13 November 2002 and the highlights are as follows. Re-branding The term real estate investment trusts is adopted in the New Guidelines including in its title, and is consistent with the terminology used in the US, Hong Kong, Singapore, Japan and many other jurisdictions replacing property trust funds which was the term used in the Previous Guidelines. New borrowing limits In the Previous Guidelines, unless otherwise approved by the trustee of the REIT and the SC, the total borrowings of a property trust fund was capped at 30 percent of the net asset value of the fund at the time the borrowings are incurred. The New Guidelines have eased this limit to 35 percent of its total asset value. Acquisitions of leasehold properties Under the Previous Guidelines, a property trust may acquire lease-hold property with at least 60 years remaining on the lease. This requirement has been removed from the New Guidelines to ensure more flexibility in such acquisitions. The New Guidelines now provide that the consent of the relevant authority to transfer the lease must be obtained before the funds prospectus is registered with the SC or prior to the acquisition of the leasehold property; and the lease must also be a registered lease. Acquisition of real estate encumbered by charges The Previous Guidelines provided for a blanket prohibition against the acquisition of encumbered real properties save with the approval of the SC. This requirement has been liberalized under the New Guidelines, which provides an exception where the charges on real estate are entered by financial institutions, trustees and management companies. Acquisition of foreign real estate Unlike the Previous Guidelines that merely mention the possibility of acquiring foreign properties, the New Guidelines specifically provide for the permitted scope of such acquisitions including that the REIT may participate in forward sales and purchases in relation to any foreign real estate in its portfolio, subject to the rules. Eligibility requirements of management companies The New Guidelines have relaxed the limit for foreign equity p articipation in the management company of a REIT to 49 percent from the previous limit of 30 percent. Further, the previous requirement that the management company shall be a public company has been removed. In addition, the requirements relating to the holding company of the management company have been abridged. Submission requirements and procedures The submission procedures, dealt with more briefly in the Previous Guidelines are provided for in great detail in the New Guidelines. Specific forms for different types of submissions to the SC are prescribed in the New Guidelines including those for the establishment of a REIT appointment of the trustee, appointment of the Management Company and issuance of new units for an existing REIT Specific forms of declaration of compliance with the guidelines were also introduced in the New Guidelines. It is envisaged that the more detailed rules would mean less time being wasted in clarifying and requesting for further information and therefore result in a speedier decision-making process for REIT related submissions to the SC. The above changes made to the REIT regulatory regime augurs well for the growth of industry in Malaysia considering that several big names such as the Employees Provident Fund, YTL Corporation Berhad, Axis Group of Companies, Sunrise Berhad and CIMB Berhad have expressed their interest in setting up REITs. In order to further fuel the enthusiasm of market players, it is suggested that further tax incentives such as tax exemption for dividends received by REIT unit holders including non-resident unit holders should be affected. HOW REITs WORK Investing in income-generating real estate can be a great way to increase your net worth. But for many people, investing in real estate, particularly commercial real estate is simply out of reach financially. But what if you could pool your resources with other small investors and invest in large-scale commercial real estate as a group? REITs (pronounced like treats) allow you to do just that. REIT stands for real estate investment trust and is sometimes called real estate stock. Essentially, REITs are corporations that own and manage a portfolio of real estate properties and mortgages. Anyone can buy shares in a publicly traded REIT. They offer the benefits of real estate ownership without the headaches or expense of being a landlord. Investing in some types of REITs also provides the important advantages of liquidity and diversity. Unlike actual real estate property, these shares can be quickly and easily sold. And because youre investing in a portfolio of properties rather than a single building, you face less financial risk. REITs ­ came about in 1960, when Congress decided that smaller investors should also be able to invest in large-scale, income-producing real estate. It determined that the best way to do this was the follow the model of investing in other industries; the purchase of equity. A c ompany must distribute at least 90 percent of its taxable income to its shareholders each year to qualify as a REIT. Most REITs pay out 100 percent of their taxable income. In order to maintain its status as a pass-through entity, a REIT deducts these dividends from its corporate taxable income. A pass-through entity does not have to pay corporate federal or state income tax it passes the responsibility of paying these taxes onto its shareholders. REITs cannot pass tax losses through to investors, however. From the 1880s to the 1930s, a similar provision was in place that allowed investors to avoid double taxation which are paying taxes on both the corporate and individual level because trusts were not taxed at the corporate level if income was distributed to beneficiaries. This was reversed in the 1930s, when passive investments were taxed at both the corporate level and as part of individual income tax. REIT proponents were unable to persuade legislation to overturn this decis ion for 30 years. Because of the high demand for real estate funds, President Eisenhower signed the 1960 real estate investment trust tax provision qualifying REITs as pass-through entities. A corporation must meet several other requirements to qualify as a REIT and gain pass-through entity status. They must: Be structured as corporation, business trust, or similar association Be managed by a board of directors or trustees Offer fully transferable shares Have at least 100 shareholders Pay dividends of at least 90 percent of the REITs taxable income Have no more than 50 percent of its shares held by five or fewer individuals during the last half of each taxable year Hold at least 75 percent of total investment assets in real estate Have no more than 20 percent of its assets consist of stocks in taxable REIT subsidiaries Derive at least 75 percent of gross income from rents or mortgage interest At least 95 percent of a REITs gross income must come from financial investments (in other words, it must pass the 95-percent income test). These include rents, dividends, interest and capital gains. In addition, at least 75 percent of its income must come from certain real estate sources (the 75-percent income test), including rents from real property, gains from the sale or other disposition of real property, and income and gain derived from foreclosure of property. Because REITs are required to distribute 90 percent of their taxable income to investors, they must rely upon external funding as their key source of capital. Just like other stock offerings, publicly traded REITs collect funds via an initial public offering (IPO). Those funds are used to buy, develop and manage real estate assets. The IPO works just like other security offerings except that instead of purchasing stock in a single company, the buyer will own a portion of a managed pool of real estate. Income is generated through renting, leasing, or selling the properties and is distributed directly to the REIT holder on a regular basis. When a REIT pays out its dividends, theyre equally distributed among shareholders as a percentage of paid-out taxable income. REITs have a board of directors elected by its shareholders. Typically, these directors are real estate professionals who are highly respected in the field. They are responsible for selecting the REITs investments and hiring the management team, which then handles day-to-day operations. REITs earn money from rented space or sales of property. The preferred method for measuring REIT earnings is called funds from operations (FFO). The National Association of Real Estate Investment Trusts (NAREIT) defines FFO as: Net income (computed in accordance with generally accepted accounting principles), excluding gains (or losses) from sales of property, plus depreciation and amortization, and after adjustments for unconsolidated partnerships and joint ventures. Adjustments for unconsolidated partne rships and joint ventures will be calculated to reflect funds from operations on the same basis. Basically, REITs add or deduct from net income (rent and sales computed according to generally accepted accounting principles [GAAP]) any gains or losses due to depreciation, sale of property and unconsolidated partnerships and joint ventures. Essentially, FFO measures a REITs operating cash flow produced by its properties, less administrative and financing costs. Under generally accepted accounting principles, net income typically assumes that the value of assets goes down over time; somewhat predictably. Real estate generally retains or even increases in value. On the balance sheet under GAAP, however, land remains at its historical cost and buildings gradually depreciate to zero. Since a REITs primary business involves real estate, the depreciation charges negatively skewed the companys true profitability. FFO was adopted to address that problem by excluding depreciation costs f rom the net income figure. FFO is not a foolproof measure, however. Not all REITs calculate it according to the NAREIT definition and items such as maintenance, repairs and other recurring capital expenses are missing from the formula. In order to get a true FFO, investors must often read a companys quarterly report, and any supplemental disclosures. MARKET PERFORMANCE OF REITs INTRODUCTION The recent collapse of stock markets around the world has not spared REITs. This unprecedented turmoil has wiped US$160 billion (RM576 billion) off the total market capitalization of global REITs in the year to end-June 2008. Thats a 20 per cent drop as the widespread correction in real estate values collided with extreme volatility in the international equity markets. The United States saw its market cap drop below US$300 billion (RM1, 080 billion) to US$259 billion (RM932 billion) during that period. The Asian REIT market, surprisingly, was the best performer in 2008 in terms of one- and three-year returns and is poised to overtake Europe as the worlds second largest REIT market in market cap. Among these Asian REITs are Link REIT Hong Kong, Westfield Australia, Parkway Healthcare REIT Singapore, CDL Hospitality Singapore and CMT Singapore which have strong sponsors and good balance sheets. Though Malaysian REITs are small compared to these heavyweights, M-REITs performance in 2008 has been much better than the industry average, registering an average drop of 29 per cent versus Singapores 56 per cent, and they continue to have simpler structures and low gearing favoured by investors. What is emerging from the current market turmoil is that shell-shocked equity investors are turning to tax efficient REITs to bolster income returns generated by their bruised stocks portfolio. In its latest Global Property and REIT Report, Standard Poors said its Global REIT index outperformed the broader equity stocks significantly in the third quarter of 2008 , falling only 4.4 per cent compared to the 16.6 per cent drop in its Global Broad Market index. It said that in the midst of all the turmoil, REITs and REIT-like companies, typically leveraged around 40 per cent, have done surprisingly well. The global financial crisis started to impact the countrys real economy in the fourth quarter of 2008. The first and second quarters in the current year will be the acid test as to whether the economy will slip into negative growth. At the moment, the situation is one where Malaysian corporates are planning for the slowdown. Results in the third quarter of 2008 had been a mixed bag with some companies showing good results on the back of strong commodity prices and healthy order books. That could change in the fourth quarter where the impact of lower commodity prices and declining order books would mean lower performances. One strong point is that the balance sheets of banks and companies in the country are healthy thanks to caution exe rcised since the 1997 Asian financial crisis. Also, the banks have not had any exposure to sub prime structured products or Credit Default Swaps which brought down Lehman Brothers, Bear Stearns and AIG and damaged the balance sheets of many investment banks globally. In Malaysia, liquidity is still strong, banks are still lending and the government is putting in place contingencies for stimulus packages for the economy. A positive note is that inflation is abating, which allows Bank Negara further room to lower the Overnight Policy Rate. MARKET PERFORMANCE IN MALYSIA THE Malaysian real estate investment trusts (MREITs) were launched in 2005 after REITs in general hit the stock markets in Japan, Hong Kong and Singapore. Within a year 10 REITs were launched, one repackaged with another two oldies remaining, making up 11 REITs. Before the global financial turmoil in 2008, the MREITs performed predictably well, yielding 6% to 7% dividend returns with marginal growth in share premium. By end-2008, along with the rest of the equities market, the MREITs took a severe beating from which they have hardly recovered. Menara Axis in Petaling Jaya Some salient points of the MREITs are worth noting. ÃÆ' ¢-   REITS share prices have declined substantially. The MREITs today show a substantial discount to the net asset values (NAV) of the assets underlying the REITs, ranging from 23% to 39% (as shown in Table 1). The property market, in general, has not shown such drastic changes in values over 2007. Although the asset base of the MREITs has increased, much of this is due to the injection of new and additional assets and not because of increases in asset values or appreciation in values.The peculiar nature of this phenomenon is because of the nature of the REITs. ÃÆ' ¢-   on a down market, REITS show equity tendencies, on an up market, REITS show bond tendencies. Much research has been carried out by academics as to the b ehaviour of REITs. The research has been inconclusive. It will appear, from the little information and research that can be done in Malaysia, that MREITs have a tendency to behave like an equity in a down market, that is, if the stock market declines the MREITs will also follow suit, irregardless of the stability, or otherwise of the underlying asset. However, in an upswing, the fixed nature of the income and the inability of the underlying asset to react quickly force the MREITs to behave like a fixed-income instrument, like a bond. This phenomenon would explain why the MREITs are now selling at a discount to the NAV. ÃÆ' ¢-   Income to continue at current levels. It is anticipated that the current income of the MREITs will continue at current levels and may not be affected by the general downturn. Almost all the MREITs were launched before 2007; therefore the rents underpinning their income were at 2006 and 2005 levels. It is believed that these rents are sustainable and the majority of MREITs did not increase the rental levels to the high levels reached in 2007. Hence, the income and the dividend flow is expected to continue. ÃÆ' ¢-   Sale and leasebacks will continue to perform better. Another reason the income will be sustainable is because a number of MREITs has secured guaranteed returns on a sale-and-leaseback basis. Therefore, the downturn in the market is shielded. ÃÆ' ¢-   Yields have increased tremendously. The sustainable income, coupled with the decline in the net asset value, has boosted dividend yields to between 6% and 14%. Table 1 explains the dividend yield position of the MREITs in January 2009. These returns show, on average, an increase of 50% over the previous yields. ÃÆ' ¢-   Singapore yields even higher due to a sharper drop in REITS pricing. The sharper corrections to the equities market and the more prominent impact of the economy has affected the Singapore REIT s, pushing prices down and, thus, increasing yields. Some REITs are giving yields in excess of 25% in Singapore. ÃÆ' ¢-   Injection of new assets will face yield disparities. The yield disparities have affected the injection of new assets into existing REITs. Most real estate pricings and rental incomes fall between 6% and 8% for commercial properties. When current yields are in excess of these returns, REIT sponsors will be unable to inject new assets at below the dividend yields. ÃÆ' ¢-   Opportunities for acquisition of better quality asset. However, the current downturn can also provide wonderful opportunities for the acquisition of better quality assets and a more competitive pricing of the real estate. ÃÆ' ¢-   Refinancing. Financing for REITs has been different from normal financing. As the requirement is for the income to be distributed, almost all the MREITs have been servicing only the interest component of the loan; there is no repayment, partially or otherwise of the loan. This, coupled with the lower negotiated interest rates regime, has helped the MREITs to declare a higher dividend than the yields from the underlying asset. In view of the reduced interest rates currently being considered by the financial institutions, it might be easier to get a lower interest rate. The MREITs appear to have weathered the financial storm well as the discounts to the net asset value is manageable and not as severe as in other countries. Added to that is the sustainable income from the rents. It would appear, therefore, that MREIT yields will be maintained and the downside risks are manageable. RISK AND FUTURE PROPECT FUTURE PROSPECT AND PROBLEM Many countries are currently preparing their own REIT legislation to be introduced. Among the new entries are the Philippines, Indonesia, China, Pakistan and India. REIT legislation is already in place in Malaysia, Singapore, Australia, Japan, Korea, Hong Kong and Thailand. Countries where REIT legislation is not present have encouraged property owners there to consider listings in other bourses where such legislation exists. Examples are Ascendas India and CapitaLand China Mall Trust listed on Singapore Exchange Ltd. Future growth areas will be in high growth markets such as India and China where there is a huge amount of high grade unlisted real estate which could get securitised once their REIT legislation is in place. Asians who likes to own properties will discover that REITs are the best form of a liquid proxy to physical properties. REIT is still an overlook investment by the market because REIT is a conservative investment. REIT didnt fluctuate much in price over days. Therefore, investors tend to forget it. Bear in mind that, property will appreciate in times and so the REIT. Now, they are 11 REITs listed on Bursa Malaysia and another 2 more will be added in next year, SunCity and CapitaLand.  Ãƒâ€š

A Comparative Analysis of Chinese and American Work Values - Free Essay Example

Sample details Pages: 6 Words: 1691 Downloads: 10 Date added: 2017/06/26 Category Economics Essay Type Compare and contrast essay Did you like this example? à ¢Ã¢â€š ¬Ã‹Å"à ¢Ã¢â€š ¬Ã¢â€ž ¢A Comparative Analysis of Chinese and American Work Valuesà ¢Ã¢â€š ¬Ã¢â€ž ¢Ãƒ ¢Ã¢â€š ¬Ã¢â€ž ¢ Introduction Discussion Bibliography Introduction Work values influence attitudes and behaviour at work which can have a major effect on productivity and performance especially if managers are aware of these work values. This research can be integral to human resource managers as it aides them when it comes to employing, predicting and managing behaviour. Much research has been carried out on Chinese work values but rarely have they been compared to the work values of Irish employees. In this paper, I will try to examine the differences or similarities between Irish and Chinese work values. It is hypothesized that the work values between these two nations will vary greatly. Don’t waste time! Our writers will create an original "A Comparative Analysis of Chinese and American Work Values" essay for you Create order Discussion Work related values refer to the goals or rewards people seek through their work. They can be divided categorically into four groups: intrinsic, extrinsic, social and power. These groups can be defined as (1) intrinsic: personal growth, autonomy and interest; (2) extrinsic: security and salary; (3) social: relationships and contribution to society; (4) power: authority and stimulus (Schwartz, 1999). When discussing the topic of work values it is essential that one must highlight the role in which culture has to play in differentiating these values. HOFSTEDE, TROMPENAARS (Schwartz, 1999) suggests that the differences in various cultural values can be used to determine links relating to work values. Several studies examining Maslowà ¢Ã¢â€š ¬Ã¢â€ž ¢s (1943) hierachy of needs also show similar but not identical rank ordering of needs across cultures. As it has been proven that there are several differences across different cultures , it must be noted what actually determines these dif ferences. Previous research suggests that these determinants lie in the employees ethnic origin, cultural exposure and parent companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s nationality (Verburg Drenthe, 1999) (Yang Bond, 1990). In an article by (Wang, Ling, Jaw, 2006), two specific instruments were addressed in order to determine the differences in cultural values and work values bewtween Asian and western employees. In order to measure culture, Hofstedeà ¢Ã¢â€š ¬Ã¢â€ž ¢s (1980) four dimensions: (1) power distance; (2) masculinity; (3) individualism; (4) uncertainty avoidance were used. Power distance relates to the degree of inequality acceptable in a society (Hofstede, 1980). Masculinity refers to the degree in which values like assertiveness, performance, success and competitiveness associated with the role of men, prevail over values associated with femininity such as service, care for the weak and solidarity (Hofstede, 1980). With regards to results, it was found that Chinese employees tend ed to be more uncertainty avoiding than their counterparts (Wang, Ling, Jaw, 2006). With regards to their work values Asian employees were found to score much higher than their western counterparts in terms of contribution to society, stability and security. When it comes to conducting the study, Chinese researchers have used western questionaires to further study employees work values and have found valuable information (WeiWei, 1991). However, some issues need to addressed in this situation. It would be foolish to ignore the everchanging Chinese social environment. Since, the 1980à ¢Ã¢â€š ¬Ã¢â€ž ¢s China has been changing from a centrally planned economy (Jiang Yang, 2011) to a global market economy. As a result of these changes, Chinaà ¢Ã¢â€š ¬Ã¢â€ž ¢s population has been opened up to more western influences. It must also be noted that over the past few years China as a region has been at the helm of many natural disasters and epidemics such as SARS, earthquakes and floodi ng (Wenquan Ligang, 1999). On one side of the scale the Chinese population has suffered greatly but in turn they have grown to embrace some values more than others. Examples of these values include health, security and solidarity. (Huang, 1995) suggests that the emphasis of social norms between Chinese and western work values may be so significant that researchers should invent new Chinese work dimensions. As a result of Huangà ¢Ã¢â€š ¬Ã¢â€ž ¢s advice, (Neitai, 2010) came up with the à ¢Ã¢â€š ¬Ã‹Å"à ¢Ã¢â€š ¬Ã¢â€ž ¢four dimensions of Chinese work valuesà ¢Ã¢â€š ¬Ã¢â€ž ¢Ãƒ ¢Ã¢â€š ¬Ã¢â€ž ¢. These four dimensions include: (1) social harmony; (2) self realization; (3) material conditions; and (4) prosperous development. Social harmony refers to relationship bewtween family and the organization, self realization refers to the inner experience gained from work, material conditions relate to salary, working hours and welfare and finally prosperous development relates to improving compa ny performance, serving people and advancing China as a whole. In terms of work values relating to employees within the United States, Jurgensenà ¢Ã¢â€š ¬Ã¢â€ž ¢s (1978) study of over 57,000 job applicants at the Minesota Gas Company is crucial. Applicants were made complete a questionaire in which they ranked the importance of ten job characteriscs in relation to their wellbeing. What Jurgensen found was that surprisingly pay was the fifth most ranked job characteristic while job security topped the list. Several other researchers such as (Lindahl, 1949) and (Kovach, 1995) have used similar questionnaires in which U.S employees were asked to rank ten job attributes. Unlike Jurgensen, Kovach found that the age difference in employees led to differences in the ranking system. He found that senior employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s were more self concious on à ¢Ã¢â€š ¬Ã‹Å"à ¢Ã¢â€š ¬Ã¢â€ž ¢being kept in the loopà ¢Ã¢â€š ¬Ã¢â€ž ¢Ãƒ ¢Ã¢â€š ¬Ã¢â€ž ¢ rather than attributes such as pay and job security which which were found to motivate younger employees. An interesting element when comparing both the U.S and China is the importance of wages. Since the 1980à ¢Ã¢â€š ¬Ã¢â€ž ¢s, bonuses based on performanc ealone have become much more accepted in Chinese society (Easterby-Smith, 1995) with the Chinese government promoting the idea that it is glorious to be rich (Zhao, 1994). It has been suggested that this mentality installed in Chinese employees working overseas is quite evident as they have been known to talk openly about money whereas most U.S employees are hesitant (Redding, 1993). In relation to job security as a work value, Jurgensenà ¢Ã¢â€š ¬Ã¢â€ž ¢s model ranked job security as a number attribute between 1949 and 1975. However, when compared to the other models from the 1990à ¢Ã¢â€š ¬Ã¢â€ž ¢s, it can be found in 4th place. According to (Fisher Yuan, 1998) job security in China is less important due to the fact that until the mid 1990à ¢Ã¢â€š ¬Ã¢â€ž ¢s many employees in China were working for state owned organizations and it was and still is very difficult to fire an employee until the end of their contract. We must also consider the fact that Chinaà ¢Ã¢â€š ¬Ã¢â€ž ¢s workforce is becoming younger and more skilled which leaves them with better prospects of employment or remployment (Zhao, 1994). A final contrasting work value is that of interesting work, promotion and growth which are reasonably important to US employees at present, while the idea of partaking in interesting work seems to be very important. The importance of these values have come to light due to the significant amount of research conducted within the United States of personal work values (Fisher Yuan, 1998). With regards to these issues in China, there seems to be very few, signifying that possibly the majority of non-managerial employees are not familiar with meeting à ¢Ã¢â€š ¬Ã‹Å"higher levelà ¢Ã¢â€š ¬Ã¢â€ž ¢ needs in the work place (Lu Kao, 2011). It co uld be said that the à ¢Ã¢â€š ¬Ã‹Å"luxuryà ¢Ã¢â€š ¬Ã¢â€ž ¢ of interesting work is more of a privilege or expectation of employees in more developed nations. In studying the history of American work psychology, salary was seen as the principle motivator at the beginning of the century, while social factors and job satisfaction came to the forefront in the 1940s, and interesting work was not revealed as an important variable by employees until the 1950à ¢Ã¢â€š ¬Ã¢â€ž ¢s (Schwartz, 1999). Conclusion It may be interesting to study whether such a progression occurs over time in other countries as economic growth and living standards increase. Most managerial researchers in China validate their work by highlighting the fact that changes are happening very rapidly, and that work values may not be constant when the economic system is in the process of change (Chen, 1995). Forecasts such as those above, which are built on current literature, will probably not be significant in the future. It is also probable that value changes would be encouraged most willingly by younger employees as they may have been brought up with more western influences when compared to their seniors. Therefore, we might assume that preferences would vary between older and younger employees, with the older generation of employees having more traditional social and economic preferences while the younger generation adopting intrinsic and success oriented matters to a larger extent. Bibliography Chen, C. (1995). New Trends in Reward Allocation Preferences: A Sino-US Comparison. Academy of Management Journal, 408-28. Easterby-Smith, M. (1995). How Culture Sensitive is HRM: A Comparative Analysis of Practice in Chinese UK Companies. International Journal of Human Resource Management, 31-59. Fisher, C., Yuan, A. (1998). What motivates employees? A comparison of US and Chinese. The International Journal of Human Resource Management, 517-28. Hofstede, G. (1980). Motivation, leadership and organisation: Do American theories apply abroad? Organizational Dynamics, 42-63. Huang, G. (1995). Comparing the work values of Taiwan and mainland. Study of local pschology, 92-147. Jiang, X., Yang, J. (2011). Understanding the Work Values of Chinese Employees. Journal of Pschology, 579-83. Jurgensen, C. (1978). Job preferences (What makes a good job bad?). Journal of Applied Psychology, 267-76. Kovach, K. (1995). Employee Motivation: Addressing a Crucial Factor in you r Organisations Performance. George Mason University, 49-60. Lindahl, L. (1949). What Makes a Good Job. Lu, L., Kao, S. S. (2011). Work Stress, Chinese Work Values, and Work Well-Being in the Greater China. The Journal of Social Psychology, 767-83. Maslow, A. (1943). A Theory of Human Motivation. Psychological Review, 370-96. Neitai, C. (2010). A study of relationships among work values, leadership styles and organizational citizenship behaviour. Beijing: Chung Yang Christian University. Redding, G. (1993). The Spirit of Chinese Capitalism. New York: Walter de Grutyer. Schwartz, S. (1999). A theory of cultural values and some implications for work. Applied Psychology: An Introduction Review, 23-47. Verburg, R., Drenthe, P. (1999). Managing human resources across cultures: A comparative analysis of practices in industrial enterprises in China and the Netherlands. The International Journal of Human Resource Management, 391-410. Wang, C., Ling, Y., Jaw, B. (2 006). Cross-Cultural Determinants of Chinese Employee. Asia Pacific Management Review , 73-81. WeiWei, N. (1991). A Review on Occupation Values. Studies on Social Psychology, 34-40. Wenquan, L., Ligang, B. (1999). Study on the vocational value of Chinese undergraduates. Acta of Psychology, 839-52. Yang, K., Bond, S. (1990). Exploring implicit personality theories with indigenous or imported constructs: The Chinese case. Journal of Personality and Social Psychology, 1087-95. Zhao, S. (1994). Human Resource Management in China. Asia Pacific Journal of Human Resources, 3-12.

Modern Society in Brave New World by Aldous Huxley Essay

Brave New World by Aldous Huxley illustrates what is actually happening in modern society. The novel is a satire of a totalitarian government and although it is fantasy, there are early traces of it occurring in modern day. It is hard to imagine a government that is solely based on the ideals of the people when there is an elected government body who makes decisions. The government’s goal is to have stability and prosperity and that, at times, is accomplished at the expense of the individuals who are governed. Accordingly, there is danger in having an all-powerful state because personal freedoms are lost. More so, there is power in having knowledge that others do not possess because it is a gateway for the government to control the public†¦show more content†¦As it is seen in Brave New World, the World State has controlled so much of their lives that they have lost their consciousness through conditioning. In other words, the World State has controlled their minds so much that the people are unaware that they have lost their person freedom but since conditioning has failed on Bernard, he is able to recognize the loss of individuality in the World State. The government controls because they would rather have others lose their personal identity than have them be a threat to society. Therefore, if the country progresses to being all-powerful and invading the lives of individuals, there would be conformity and a loss of individuality. Additionally, a way the government controls is through their power of knowledge. Power and knowledge are two forces that work together. They are so linked that they could be considered the same thing. Having knowledge allows the government to teach or in a stronger sense, indoctrinate with what they are aware of or with their interpretations of certain matters in the world but conversely, they can obscure what they know to the public which further adds to the government’s power by having more knowledge. In the United States, there is a conspiracy theory that the pharmaceutical industry has found the cure to cancer but it is in their interest to keep it away from the public.Show MoreRelatedA Brave New World by Aldous Huxley1684 Words   |  7 PagesA perfect society is always an ideal dream of the human mind. Peace, love, and education are intertwining parts of a perfect society or, a utopia. This idea is not always the case in an imperfect world and is usually only a hopeful dream. These types of worlds can greatly be described in detail through the world of science fiction. Aldous Huxley was an English writer who lived during a time when war and chaos were engulfing the world. 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Transformational Leadership and OCB-Free-Samples for Students

Question: Discuss about the Organizational Citizenship Behavior. Answer: Literature review Organizational citizenship behavior is one of the most important aspects of any and every organization. It basically refers to a kind of commitment that the employees have towards their respective organizations outside their contracts. Organizational citizenship behavior can very easily be associated with the concept of the responsibilities that the citizen have towards their nation. In that case, the employees are like the citizens of the nation(Jawahar, 2017). The nation is of course the company. The main concept or the purpose of this kind organizational citizenship behavior is to imply that the employees feel a deeper and a greater connection with the company. Owing to this feeling or the sensation of a deeper feeling the employees try to expand their helping hands and their sense of responsibility towards the company even beyond their obligations of the contract. This in turn helps in the overall increase in the total productivity of the organization. Transformational leadership on the other hand is also a very key and important issue in case of any and every business framework. Particularly in the present business scenario it is very much important for the proper functioning of all the activities. Leadership in general and transformational leadership in particular is of utmost importance for the proper management and maintenance of the productive spirit. For the proper and timely functioning of all the employees, guiding them the right and proper direction is also very much needed. In order to do that, what is largely needed is proper leadership. Transformational leadership is the most working and the apt method of leadership. This is evident from the fact that transformational leadership is something that believes in the principle of bringing about a change or a transformation. The leaders make sure that the employees are motivated from time to time. They are encouraged throughout in order to regain their self confidence. Determinants of transformational leadership Inspiration motivation The very foundation of transformational motivation or transformational leadership is that of inspiration. Transformational leaders are devoted in motivating and inspiring their employees throughout(Jawahar, 2017). Transformational leaders must make sure that they keep on making the employees remember and abide by the mission, vision, the goals and the objectives of the organization. They make sure that their vision is so much compelling that they know very well what outcomes they actually are expecting from their reactions. Intellectual stimulation This also is very important motivation or stimuli needed for the employees. The transformational leaders make sure that they always encourage their followers to be very much creative innovative. They always encourage their fellow followers to think about and implement different kinds of creative ideas. They also make sure that none of their actions are hurt or criticize the actions of their employees in public. Idealized influence The transformational leaders are also of the opinion that they can teach their followers some lessons only when they themselves are following the same(Kivanc, 2017). In other words they believe in the principle of preaching before practicing(Heather). It is only when the leaders themselves are very much organized in their actions, the followers also believe in following them. It is only then that the leaders get full trust and respect of their followers. Individualized consideration The transformational leaders must keep this in and that they have to reward each and every employee individually. In other words, the transformational leaders must go beyond their day to day managing routine work. Rather they must try their level best to carry forward their respective companies to the next level of hard work, efficiency, performance and success(Ge, 2017). They will mainly focus on the aspects of team building, motivation and collaboration with the employees. Determinants Individual decisions and motives The organization citizenship behavior is largely based on the individual behavioral characteristics like that of positive affectivity and the negative affectivity, agreeableness, consciousness and several other such aspects. Another very important determinant of the organizational citizenship behavior is that of extraversion(Zayas-Ortiz, 2014). There is also another important trait that must be present within the individuals for the being open to this commitment towards the organization beyond their respective rules and regulations of the business or the employment contract. Groups cohesiveness In order to inculcate this feeling of a kind of citizenship towards the company, the employees need to feel this inner urge or deep connection with their company. Just as the citizens of a nation always feel the deep urge within themselves to remain connected with each other and carry on their duties and responsibilities towards the nation. In the same way it is also the duty of the employees to remain very much connected towards each other(Zayas-Ortiz, 2014). This will also make the employees to perform as a team for the overall betterment of the company. The individual members will be much more helpful towards each other. They will also be sensitive enough to perform as a team whenever there is the need(Ge, 2017). Apart from this, if there is proper team cohesiveness then there will also be the cultivation of a positive mood within the team. This in turn will increase the effectiveness within each and every individual and they will always come forward with a very positive mood. On the other hand, cohesiveness also leads to the greater inter connectivity and the communication within the group. A proper cohesiveness within the group also increases the commitment of the team members towards each other. As a result of all these factors, the trust and the communication within all the individuals also increase. Employee attitudes One of the very important and significant aspects of the employee attitude is that of job involvement. The employees must be very much involved within their job and the respective roles and responsibilities associated with it(Zayas-Ortiz, 2014). It happens that the employees get so much associated with their present job role that they start investing their personal resources in order to fulfill all the responsibilities associated with it. Leader member exchange and the supervisor behavior This is also a very important aspect of the organizational citizenship behavior. It is because of the fact that there must a very good understanding and a feeling of proper cooperation among all the employees of the organization(Roya, 2017). There must be a very good, friendly and a cooperative relationship between the managers, leaders and their subordinates. Organizational Justice There are some set of principles that determines the organization justice, they are There must be the principle of equity or equality maintained in case of the organizational citizenship behavior. The contribution of the employees must always be in proportion to the amount of income received by them(Wuryanti., 2017). However, it must also be noted that organizational citizenship behavior is something that must be done by the employees selflessly. In other words, they must know how to go beyond their prescribed contractual rules and regulations and develop a very strong connection with each of their colleagues, superiors and must see their company as their nation. The principle of perception There must be a general and overall perception of the feeling of proper justice among each and every individual. The principle of polyphony There must a greater participation in the decision making process(Francisco). This will not only encourage the active participation of all the employees within the major decisions but it will also lead to a greater fairness in the decision making process and the final decision that is being taken. Benefits of organizational citizenship behavior It is very much essential for each and every company to know and realize the fact that the organizational citizenship behavior can be induced among the employees by providing them full job satisfaction(Changsuk, 2017). It is only when the employees are totally satisfied with their job that they can think about making some additional contributions or sacrifices for their co workers and the company as a whole. It is a known fact that the colleagues who are ready to make some little sacrifices or some efforts towards some of the little extra things without complaining. However it must also have noted that the employees will have full job satisfaction only when they are satisfied with their superiors or their subordinates(Jeffrey, 2017). This can be done if the leaders adopt the method of transformational leadership. In other words, the leaders must not only provide their employees or their followers with only professional support but also proper emotional support as well. They must make sure to boost up the self confidence of their followers throughout. They must keep on encouraging their followers and motivate them constantly. In order to encourage organizational citizenship behavior, the leaders can practice different kinds of leadership styles like instrumental leadership, supportive leadership and also transformational leadership. However among all these three kinds of leadership style the important one is that of transformational leadership that constantly keep on motivating the employees. The transformational leaders will always try to act like a constant source of inspiration. They will keep on inspiring the employees. These leaders strive in bringing about a change or a transformation in the working style of the organization. They know that this can be done by making the employees recognize their own potential(Jennifer, 2017). Transformational leadership is the most influential kind of leadership style(Eeman, 2017). This is because of the fact that the central feature of this kind of leadership is that it will always motivate the followers to do something or perform some more activities than what they originally expected. Moreover this transformational leadership is so called, because it creates a special kind of appeal to the followers by winning over their trust, and by making them do something much more than their contractual responsibilities for the overall good of the company. It is through the constant effort and the motivation that the transformational leaders can transform or convert their followers to take up many complicated challenges for the good of the organization. Thus, the transformational leaders know how to increase the level of performance within their followers. However, it must also be noted that transformational leadership also emphasizes on the fact that all their followers must be c omfortable in making some comprises and sacrifices as well(Changsuk, 2017). This is because of the fact that organizational citizenship behavior dos not only requires the employees to take up additional challenges and responsibilities than their initial contractual ones but also it needs the employees to keep a constant willingness to face and endure several frustrations, inconveniences, irregular costs. A greater amount of this particular aspect of the organizational citizenship behavior is largely based on the leadership style that is prevalent within the company. It is a quite evident that a greater part of this transformational leadership is very much dependent on the trait of obedience. The obedience of the employees will increase only if they find their leaders to be very much friendly and considerate towards them. This is because of the fact that undertaking a greater amount of responsibilities or working even by enduring some inconveniences or frustrations is often undertaken by the employees or the followers on the advice or the command of their supervisor or the leaders(Alex, 2017). However, an important thing to note in case of transformational leadership is that, in this case the leaders do not really believe in commanding or forcing their employees. They always want to carry on their leadership by the methods of persuasion, cooperation and understanding(Zayas-Ortiz, 2014 ). This is possible only when there is a free and transparent relationship between the employees and their supervisors. Transformational leaders are of the belief that if they expect the employees (followers) to take up more responsibilities and also endure several risks and inconveniences, then they (the leaders or the supervisors) themselves must be very much understanding and considerate as well. There must always be a two way process. One of the important aspects of the organizational citizen behavior is that of knowledge sharing. There is a good and positive relationship existing between knowledge sharing and this organizational citizenship behavior. This is because of the fact that in order to take up some additional responsibilities the employees definitely will require sufficient amount of knowledge. It is also not possible for each and every employee to have every kind of knowledge. As a result of which the process of knowledge sharing must be induced within the business or ganization. Sharing of knowledge also increases the interaction between the employees(Roya, 2017). It can lead to increased amount of understanding and mutual cooperation. However there is a problem that is encountered in this process of knowledge sharing is that of jealousy or insecurity. It is quite common that the employees will not try to share the knowledge with others without getting anything in return. Hence, the transformational leaders make sure that their employees are awarded and appreciated thoroughly for sharing their knowledge with others. These rewards are done mainly in terms of money, promotions, respect and other such things. This in turn will also create a kind of trust factor between the employees and their supervisors. Transformational leadership aims at changing or transforming the mindset and the behavioral patterns of the employees towards each other and also towards the organization as a whole. This transformation takes place in such a way that the employees or the followers change their self concept. In other words, they are able to discover increased amount of confidence and potentiality within themselves that were previously unknown to them(Mahmud, 2017). The self concept of the individual employees, mainly refer to the self esteem, self worth, self expression. The transformational leaders try their level best to support and motivate their employees so that they can develop totally new spheres of their self concept. This is where the Organizational citizenship behavior comes into play. One of the most prominently visible effects of transformational leadership is that of organizational citizenship behavior. Another important characteristic of OCB is the role played by the mediators(Miguel, 2017). In other words, the mediators are the various aspects that form the midways or the mediators between the leaders and their followers. One such mediator between transformational leaders and their followers is trust(Wuryanti., 2017). This is the trust, that the followers have over their leaders or their supervisors. However, it must be noted in this context that the behavior of the transformational leaders must be given more emphasis than the trust of the followers in their leaders. It is evident from the fact that the trust or the faith will be constructed only when there is a good behavior is available to all the followers from the side of their leaders(Kivanc, 2017). The transformational leaders must also take this into account that the job designs are to be done in such a way that their followers can identify some very important and core responsibilities within that. This can be linked with t he aspect of organizational identification. This is because of the fact that the employees spend the majority of their time within their workplaces; hence, it is the duty of the leaders to influence the way the followers feel towards their organization. Thereby it can be concluded that transformational leadership and the OCB are directly proportional to each other(Roya, 2017). One must not only view the OCB as the workers who go above and beyond their contractual job responsibilities but it can also be viewed as the initiative taken up by the workers to cooperate, communicate and help their colleagues for the overall good of the organization. In order to induce this attitude or behavior within the employees the transformational leaders must also try their level best to motivate and encourage their employees throughout. References Alex, N. G. (2017). How Servant Leadership Influences Organizational Citizenship Behavior: The Roles of LMX, Empowerment, and Proactive Personality. Journal of Business Ethics. , 145(1), 49-62. Changsuk, K. J. (2017). How ethical leadership cultivates healthy guanxi to enhance OCB in China. Asia Pacific Journal of Human Resources., 55(4), 408-429. Eeman, B. R. (2017). Impact of organizational citizenship behavior on job performance in Indian healthcare industries. 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