Nine Major Regulatory Bodies Essay Example for Free

Nine Major Regulatory Bodies Essay 1. The Internal Revenue Service (IRS). The IRS was established in 1913. Its purpose is to administer and enforce the internal revenue laws. Its stated mission is to provide America’s taxpayers top quality service by helping them understand and meet their tax responsibilities and by applying the tax law with integrity and fairness to all. (Internal Revenue Service, 2008) 2. Securities and Exchange Commission (SEC). The Securities and Exchange Act of 1934 created the Securities and Exchange Commission (SEC) to regulate the securities market. â€Å"The mission of the U. S. Securities and Exchange Commission is to protect investors, maintain fair, orderly, and efficient markets, and facilitate capital formation†(U.S. Securities and Exchange Commission, 2008) 3. Financial Accounting Foundation (FAF). The Financial Accounting Foundation (FAF) is a private sector organization that formed in 1972 to create standards for financial accounting. Its mission is to â€Å"establish financial accounting and reporting standards through an independent and open process, resulting in financial reports that provide decision useful information† (Financial Accounting Foundation, 2008) 4. Financial Accounting Standards Board (FASB). The (FAF) formed the (FASB) in 1973 to set up standards for nongovernmental accounting and reporting. The mission of (FASB) is â€Å"to establish and improve standards of financial accounting and reporting for the guidance and education of the public, including issuers, auditors, and users of financial information (Financial Accounting Standards Board, 2008) 5. Governmental Accounting Standards Board (GASB). The Governmental Accounting Standards Board was organized in 1984 by FAF to generate GAAP for state and local governments. The mission of the GASB is to establish and improve standards of state and local government accounting and financial reporting that will result in useful information for users of financial reports and guide and educate the, including issuers, auditors, and users of those financial reports. (Governmental Accounting Standards Board, 2008) 6. Federal Accounting Standards Advisory Board. The (FASAB) was established in 1990 by the U.S. Secretary of the Treasury, the Director of the Office of Management and Budget, and the Comptroller General to produce GAAP for the federal government. The mission of the FASAB is to promulgate federal accounting standards after considering the financial and budgetary information, needs of citizens, congressional oversight groups, executive agencies, and the needs of other users of federal financial information. (Federal Accounting Standards Accounting Standards Advisory Board, 2008) 7. International Accounting Standards Board (IASB) Since its inception in 2001 the (IASB) has created global GAAP and standards. The mission of the (IASB) â€Å"is to develop, in the public interest a single set of high quality, understandable and international financial reporting standards (IFRS’s) for general purpose financial statements† (International Accounting Standards Board, 2008) 8. Public Company Accounting Oversight Board (PCAOB) The Sarbanes-Oxley Act of 2002 (SOX) established the Public Company Accounting Oversight Board to issue auditing standards for public auditing firms. The mission of the PCAOB is to oversee the auditors of public companies in order to protect the interests of investors and further the public interest in the preparation of informative, fair, and independent audit reports (Public Company Accounting Oversight Board, 2008) 9. American Institute of Certified Public Accountants (AICPA) The American Institute of Certified Public Accountants was born in 1887. The mission of the (AICP) â€Å"is to provide members with the resources, information, and leadership that enable them to provide valuable services in the highest professional manner to benefit the public as well as employers and clients† (American Institute of Certified Public Accountants, 2008) References American Institute of Certified Public Accountants. (2008). AICPA Mission. Retrieved November 20, 2008, from http://www.aicpa.org/About+the+AICPA/AICPA+Mission/ Federal Accounting Standards Advisory Board. (n.d.). Welcome to the Federal Accounting Standards Advisory Board. Retrieved November 20, 2008, from http://www.fasb.org/facts/ Financial Accounting Foundation. (n.d.). FAF Strategic Plan. Retrieved November 20, 2008, from http://www.fasb.org/faf/Strategic_Plan.shtml Financial Accounting Standards Board. (n.d.). Facts About FASB. Retrieved November 20, 2008, from http://www.fasb.org/facts/ Governmental Accounting Standards Board. (n.d.). Retrieved November 20, 2008, from http://www.gasb.org/. Internal Revenue Service. (n.d.). The Agency, its Mission and Statutory Authority. Retrieved November 20, 2008, from http://www.irs.gov/irs/article/0,,id=98141,00.html International Accounting Standards Board. (n.d.). About Us. Retrieved November 20, 2008, from http://www.iasb.org/About+Us/International+Accounting+Standards+Board+-+About+Us.htm Public Company Accounting Oversight Board. (2008). Our Mission. Retrieved November 20, 2008, from http://pcaobus.org/ U.S. Securities and Exchange Commission. (2008, November 7). The Investors Advocate: How the SEC Protects Investors, Maintains Market Integrity, and Facilitates Capital Formation. Retrieved November 20, 2008, from http://www.sec.gov/about/whatwedo.shtml

Leaders are Born, Not Made Essay

Leaders are Born, Not Made Essay Assignment Topic-2: Leaders are born, not made. Discuss the statement with reference to leadership framework currently in us in organisations. Introduction: The establishment of relationship between followers and leaders that focus on real changes and outcomes that reflects through shared purposes is basically leadership. Leadership also involves in creating change not only in maintaining status quote. Another leadership important feature is to bring people and make them understanding to come together around a common vision and to bring change about desired future. In many aspects, the importance of leadership is vital without it families, communities and as well as organisations would go down apart. In other sense, the way of improving efficiency, morale, customer service and performance is the critical aspect of leadership. It is also essential for the organisations to handle critical situation and lead that effectively and only a good leader with good leadership ability can lead team successfully. There are different styles of leadership basically it is way the person deals with that in order to stay alive in his or her position. Thes e are authoritarian, democratic and laissez-faire. In authoritarian leadership style, leader holds all the power and responsibilities. In this style, employees are assigned to specific task by the leader and expect to get it done orderly. In laissez-faire leadership style, leader gives power to employees. There are two or more alternative decisions taken by leader, employees can choose any of them from there it depends up to them. In democratic leadership styles, leader gives more importance on employees and tries to encourage them and shows attention to individuals. Current structure of leadership: A good considerate of leadership requires a gathering of ideas and we regrettably cannot fallback on a simple theory to explain it. We will have to discuss that how leadership can fit within the organisation instead of engaging in conversation. The organisations have a structure to work form through reaching an agreement about leadership. Organisation must have to be comprehensive for everyone to become a leader. Leaders need to be relational, it would only be possible because of the reason there is a spiritual side to leadership. Leaders must have strong spiritual convictions and beliefs to establish a base for their personal value systems. This translates into relinquishing one-self to others and it works best when the leader is compelled to work on things that represent his or her deepest values. These values can be moral based on values that are outside the organization or ethical values within the organization. Therefore, leaders must be very much grounded in dealing with valu es -struggling with a tension between change and stability what works and what does not work.  [1]   Arguments in support of Leaders are born not made: Historically there are many leadership approaches that linked with different theories of leadership. It can be discussed through nature verses nature deliberate. The Great man theory and Trait Theory represented the best nature argument related to above statement. Great Man theory of leadership: 1900s: This is the earliest theories of leadership. At that time most of the researchers believed that leaders are born, not made. In Great Man theory, describes that the main secrets of a great leader lies in being born great. It gives importance on the study of all the great leaders who were great, may be they are from aristocracy or from the lower classes but they had the opportunities to lead. By finding out those people who did great things such as Nepolean, Hitler, Curchill if we go further back then Lord Krisna, Gesus and Hazrat Mohammad were very easy to point out them. According to Great Man theory, it considers that leaders must have inherent capacity for leadership that leaders are born not made. This theory often depict great leaders are brave, mythic and intended to rise leadership when needed. Leaders must have some qualities like good commanding power, cleverness, good character, courage, self-possession; fierceness and expressiveness by born that cant be possessed through learning or through particular taught programmes. Trait Theories of Leadership: 1900s-1940: Trait theories are similar to Great Man theories in some ways. It assumes that leaders must possess general traits or personal features that they get by born and common to all and create them better matched to leadership. In Trait Theory of leadership just tried to find traits of well-known leader that were frequent. Sometimes Trait theories recognize exacting personality and behavioural features shared by leaders. This approach was based on the scheme that is individuality and personal intrinsic worth that distinguish successful leader form everyone else. In 1994, Yukl conducted research on traits and skills and linked to organisational effectiveness. These were: energy and pressure patience, self-possession, inner locus of control, emotional maturity, worthiness, supremacy inspiration, reaching orientation, need for affiliation. Arguments opposite to Leaders are born not made: The other leadership theories explain social and contextual perspective like Behavioural Theories, Situational Theories, and Normative theories, transactional and transformational Theories. The Behavioural theories assume that leaders are made not born. Mainly Behavioural theory focuses on leaders action not upon internal state and mental qualities. Behavioural Theories of Leadership: In this theory mainly focus on behaviour of leaders in the direction of the followers and this became a leading mode of leadership approaching within the organisation. Diverse patterns of manners were grouped together and categorized as styles. These activities of management through training became very famous. Basically these styles are- Task concern: Here leaders give important on objectives accomplishment through high level productivity, and ways to manage people and activities for achieving those objectives. People concern: Here leaders focus on their followers as people what their needs, interests, what their problems, how it can be development and so on. They are not simply units of production or means to an end. Directive leadership: This style is considered by leaders make decisions for others and desiring all the followers or subordinates will pursue that directions. Participative leadership: Here leaders take part in decision-making by sharing among others. (Wright 1996: 36-7) Situational Theories of Leadership: In situational theories of leadership gives more importance on the different situations like where the task to be accomplished, fit surrounded by personalities, power and perceptions. Effectiveness of leadership relies on those situations. These situational theories are also called Contingency theories because this Theory is reliant upon the requirements or the status of the situations. The Hersey Blanchard Theory: This situational theory developed by Paul Hersey and Kenneth Blanchard and it focuses on activity and operational environment of the organisation. Their main approach was that followers will always get favour from the leader about their willingness to do the job. In this approach leaders have to understand about the followers properly and have to identify their stage of development and according to that apply the leadership style. With taking help from Ohio State studies and develop four leadership styles that is available for managers- Directing or telling Coaching or selling Participating or supporting Delegating Directing or telling: Job responsibilities is defined by the leader and inform to followers about when to do that and where to do it and how can it be done. Coaching: Its a two way communication here leader gives supportive direction to followers and sometimes ask for ideas or suggestion from followers as well. Supporting or participating: The leader and follower share in decision accordingly to achieve a maximum values like what will be the best to compete with high worth job Delegating: Followers get little support from the leaders. Implications of this theory: one problem is that it does not matter how hard leaders try but they are against to change from one style to another. + Supportive Coaching Supportive behaviour Delegating Telling Directive behaviour + Figure: Different styles 1960s-70: In Contingency/situational theory argues-what leaders perform that can be determined by that situations and that behaviors must be related with that environmental situations in hand. A good situational leader can only apply different leadership styles with the changing situations. The best action taken by the leader depends on of the leader depends on a range of situational factors. How the model works simply to achieve results: Identification of detailed job and task Asses present performance Corresponding leader response Different leadership styles could influence by the wide range of variables depending on the different environmental situations and it creates an impact on leader behaviour, in which leader can function. There are some critical contingencies like organisational volume, complexity in task, maturity of worker and so many others. According to situational theory, situational factors are limited and vary according to that contingency and specified behaviour of leader can only work in certain kind of situations not for all. There are three most prominent theories of contingency- Path-Goal theory Feidlers Contingency theory The Vroom-Yettons model Path-Goal theory: In this theory according to House; 1971: mainly focus on leaders motivational function and it can be enhanced by increasing individual payoffs to subordinates for work goal achievement, gain personal satisfaction by escalating opportunities. According to these theories key occupier is that the effectiveness can be measured through the behaviours of different leaders that will be influenced by situational variables. Fiedlers Contingency theory: In 1971, Feidler proposed clarification on that how group performance can be affected through the relations of leadership orientation, group setting and job characteristics. Leaders situation can measure though various extents like relationships between leaders and members, structure of job and position power. The relationship between leader and member: This refers to how the leader is liked by the group members. When good relationship exists between leaders and members then all are get high satisfaction in work and organisations values is achieved through individual values. If the relation is going badly then there is lack of common trust. Another important term group cohesiveness, it is very difficult to make all the employees work together when it low. The Vroom-Yettons model of leadership: This model is widely used in the development of leadership in corporate centre and also gets enough support from practitioners. The most important aspects of this model is that legitimates both the autocratic and democratic leader behaviour and matching that is suitable in meticulous situations. This model also provides fruitful information about what would be the perfect time of using groups or opposed to personality decision making. This model has some limitations like leaders are always have to take decision in choosing of leadership styles, it considers each decision in term of situation but it does not depend on previous factor. Transactional Theories: This approach of leadership was most popular at that time and this is defined by Gibson, Ivancevich and Donnelly. It has some similar features with situational theories. Its a kind of leadership where leaders find out what the need of followers to achieve organisational performance as a means of rewards. In this theory has several assumptions like it motivates people through reward and get punishment for the cause of mistakes, followers know what they have to do according to direction for the purpose of getting rewards. Sometimes they use management by exception techniques. The transactional leader sometimes use Path-Goal theory as a framework but leader take all the responsibilities for setting goals, mission for gaining effectiveness. Transformational Theories: Followers are motivated and inspired by the transformation leaders and to achieve results more than desired. This is the most recent theories of leadership. This leadership ability based on different personality factors like charisma, person attention and rational recreation. There are several effects of transformational leadership defined by Bernard Bass and Bruce Avolio (1994) .These are as follows:- Motivating others to involve them in work from new perception Consciousness about what the mission of the organisation Developing ability of others to achieve performance at exceeds level Involved in determining the benefits of the organisations by motivating the beyond their attention as they could have. Theory X and Theory Y of Leadership: In 1960, Douglus and McGregor described this leadership theory that the activities of leaders are based on their thinking and considerations about the individuals at work. He also described the behaviour of leaders in two contrasting sets of bliefs.These are theory X and Theory Y. The assumptions of Theory X: Average individual do not like work and avoid if they can Individual need to keep pushing for achieving desired objectives by directing, controlling and threatening through giving punishment This approach can take actions The assumptions of Theory Y: People will work in their own responsibilities and control according to how they are committed. In common people have some qualities like creativeness and imaginativeness The average individuals are not only accepted but look for objectives. Charismatic Leadership: This theory is defined by Max Weber and mainly focuses on leaders charismatic characteristics. Through these characteristics leaders influence the followers and they can change anything. It is not possible to access these qualities by ordinary people generally they are extraordinary. They are like magic leaders they got special power to handle complex situations. Leadership models: Leaders how they act and the way how they do that can be understood by the help of Leadership models. There are two models: the Four Framework Approach and the Managerial Grid.  [2]   Four Framework Approach In the Four Framework Approach, Bolman and Deal (1991) propose that leaders exhibit leadership behaviours in one of four types of frameworks: Structural, Human Resource, Political, or Symbolic. According to this model, leaders can be place into one of these four different frameworks and there are times when one approach is proper and times when it would not be. It also describes that styles may either efficient or inefficient depending on situations. It would be better not to rely on one of the four different approaches. It can explain by an example, for the period of major organisational change; Structural leadership style is more preferable than symbolic leadership style; when an organisation need strong growth at that time symbolic approach is far better than structural approach. So we need to be aware about using these approaches and its limitations. Structural Framework In structural framework, leaders are focuses on arrangement, strategy, environment, execution, experimentation, and alteration. It also describes the leaders as a social architect and their leadership is design and analyse. Human Resource Framework In human resource framework describes the effectual circumstances of leadership; the leader is a vehicle and servant whose leadership style is sustain, advocating, and empowerment. In other ways for an inefficient condition of leadership, the leader is a soft touch, whose leadership style is abandonment and deceit. Human Resource approaches leaders have faith in people and share their belief; they are perceptible and available; they empower, increase involvement, support, share their information, and move in decision making along into the organization. Political Framework In political framework, the leader is a campaigner, whose leadership style is alliance and building which best describes an effective leadership situation. In a useless leadership situation, the leader is a hustler; leadership style of leader is manoeuvring. Political leaders make clear what they desire and what they can get through assessing the allotment of power and interests; they assemble linkages to other stakeholders, use wiles first, and then use negotiation and oppression only if necessary. Symbolic Framework In symbolic approach gives priority on leadership style that leaders use for inspiration as an efficient situation. In other sense of inefficient leadership situation is leaders are fool and their styles of leadership is like smoke. Managerial Grid In 1985 according to the Blake and Mouton Managerial Grid, also recognized as the Leadership Grid describes two axes. Vertically it describes concern for people and horizontally describes concern for task. Both of these axes have range from 0 to 9. Majority of people plunge somewhere close to the centre of the two axes Middle of the Road. People can notch up on the extreme end of the scales by going to the extremes. There are four types of leadership styles by reaching to extremes; that is, Authoritarian strong on everyday jobs, puny on people related works Country Club strong on people related works, weak on everyday jobs Impoverished weak on everyday jobs, weak on people related works Team Leader strong on everyday jobs, strong on people related works Authoritarian Leader People who get this ranking are very much task related and are rigid on their workers. These types of leader always expect people to get work done about what they exactly said with no issue or debate. Team Leader These types of individual lead positively and influence all the team members to reach in highest potential, both as team members and as people. They encourage the team to reach team goals as efficiently as potential, while also working diligently to make stronger the bonds between the various members. Productive teams are lead by them successfully. Qualities of people in leadership positions: There are three levels of leadership positions in an organisation. These are strategic level, operational level and team level. A good leader should possess some good qualities to handle this position effectively and tactfully. These are as follows:- Good character Good personality Devotion Self confidence-this will help them to identify subordinates talent basically that will help the business to go up Good communication capability- it is very important for any business to run effectively without this it is impossible Good learner-it will help them to develop Risk taking ability Problem solving capability Relationships-this qualities need to maintain positive relationship in all areas Creative minded-this qualities help them to bring any change when there is esteem needs in order to sustain in the business for achieving high level of success Positive attitudes Servant leadership-decision making ability through considering the opinion attractiveness with business vision by stimulating the followers Bravery Innovative Good motivation power Leadership development initiatives: There are several practices which describe the best leadership development initiatives. Firstly, the good commitment between top leaders and managers and be highly regarded, associated with business strategy and resolute on the right business issues. Secondly, through the identification of successful leadership competencies. Thirdly, leadership development is more important than training of management. If leaders are effective in organisation then all levels of people in organisation steered up. Fourthly, need to apply leadership all levels of management. Fifthly, leadership development programme must include ongoing approach like assignments for development, meetings with overseas counterparts, case studies etc. Finally, the successful incorporation of talent management.  [3]   Examples of Starbucks company leadership: In the history of Starbucks growth Howard Schultz was the greatest leader. In 1982, when Starbucks was going to decline after introducing in the market. At that time Howard Schultz was get appointed as a new CEO for Starbucks and accelerated the whole to become a global brand worldwide. In my opinion he just transforms everything within a short time. He made people understand that selling a cup of coffee in Starbucks is a lifestyle familiarity, unlike any other cafà ©. He applied leadership contingency approach to make changes in organisational settings. Under Schultzs leadership, the company has achieved a number of milestones. Starbucks was one of the first privately held companies in North America to offer two unique benefits to its partners (employees). He mainly focused on customers and made them understand their needs.  [4]   Conclusion: At the end we can conclude by summarising on that leaders are born, not made. In early age of Leadership they thought that leader should posses some special talent in born. That cannot be possessed through learning, or developed though training. They didnt consider the positions as well as they were only born to lead. In current research on leadership focused on the personality trait of leader that should have. Now in our organisation all the leaders are well educated and properly trained. They have got the knowledge to handle the critical situations. Currently in compared to corporate sector, Most of the organisations now focusing on main diversity initiatives and it can tackle through behavioural approach of leadership. These diversity initiatives can only be implemented through behavioural approach in todays or tomorrows in the organisations. The quality of the leader is very important. The success of the company is fully depending on the good quality of the leader. s

The Vietnam Counter-Culture Essay -- youth counter-culture of the 70’s

For some it was all about knowledge and enlightenment. For others it was the drive to show that they were not puppets under the marionette master. But for the masses, it was just what the other kids were doing. Yet, when it really all came down to it, regardless of what they were representing, the youth counter-culture of the 1970’s was quite powerful. Who would have thought that the youth who in all previous wars had heeded their parents call now rejected and abandoned their ideals and almost formed their own sect in the political spectrum? In order to give a just analysis, to give an examination of the Vietnam Counter-Culture, one would have to look to the preliminary causes, the debates and diplomacy of the youth themselves, and the reflection where this has influenced today’s youth. Due to the volatile conditions of the Vietnam War, the protestors believed that they should not be involved in a war that they cared so little about. Public opinion heavily swayed during the war as only one senator dissented from the overwhelming opinion to fight the war (Amter 45). However, as President Johnson escalated the war and the Draft increased by 25% in 1968, those youths being conscripted were infuriated (Dougan 118). Not only this, the North Vietnamese began a ruthless offensive on American soldiers by merciless attacking our bases. This resulted in US victories, but also US casualties (Dougan 116). Also, the marines stationed at the bases began to use offensive attacks to deter Viet Cong assault against the wishes of General Taylor (Karnov 443). With these new less defensive strategy, Nixon announced plans to start operations in Cambodia, and to increase the bombings overall in Southeast Asia (Dougan 180). Some missions even began t... ... also foreign policy. We are now less violent towards other cultures and governments that simply just don’t make sense. The Counterculture may not have directly caused any diplomacy, but this belief has been implemented in basically all that America does anymore, like with the UN, relief efforts, and increased welfare for our own people. In order to give a just analysis, to give an examination of the Vietnam Counter-Culture, one would have to look to the preliminary causes, the debates and diplomacy of the youth themselves, and the reflection where this has influenced today’s youth. I am proud to say that as an American I am proud of the simple origins of the peace and love philosophy. Coupled with the causes of freedom, comes a cause for peace and love. Simply put, why can’t we be friends? Why can’t we love our neighbors in the world? Why not peace and love?

Trapped :: essays research papers

Crash, Swish, Roar. The lonely empty silence is overpowered by a wall of foam rushing towards me. Wheels of sand are churning beneath my feet. My golden locks are flattened and hunched over my head to form a thick curtain over my eyes. Light ripples are printed against my olive stomach as the sun beams through the oceans unsteadiness. I look below me and can’t see where the sand bank ends; I look above and realize it’s a long way to the top. Don’t panic Kate, you’ll get through this. I try to paddle to the top but am halted by something severely weighing me down- My board. That’s what got me in this mess in the first place. I can see the floral pattern peeping through the sand that is rapidly crawling over it. I quickly rip apart the Velcro of my foot strap and watch my board float to the surface effortlessly as I attempt climbing through the water to reach the surface. The fin of my board becomes more visible to me as I ascend. Finally, an alleviating sensation blasts through my mouth. Air. Crash, Swish, Roar. Just as I get a breath, the powerful monster swallows me once more. It finally hits me that I’m going to be under a long time. These are 20 ft waves, I think to myself. There is no way I am getting out of here the easy way. I feel the blood surge to my head as the paranoia sets in. When I was 5 years old, Dad woke me up one morning and informed me that he was finally going to teach me how to surf. I was ecstatic. I used to watch my brothers in envy as I crouched on the damp sand with my head between my hands resting on my knees, sulking at the fact that I wasn’t allowed to surf until I was 5. Well, that time arrived when Dad was taking me, and nothing was going to hold me back. I watched Dad approach me as he returned from a blue and white hire tent with a long (well what seemed long at the time), bright yellow foam board. It had a small white fin sticking out its rear. We stayed shallow and like any impatient 5 year old I began to suffer from frustration as I continuously nose dived into the sand at my efforts to stand up.

telecommuting :: essays research papers

Telecommuting Telecommuting starts with the lower level of the working class workers but with the success it has had it’s rapidly moving towards the executive level. There are two form of telecommuting the employers use today, one is home telecommuting which is a work arrangement the most people do this is working from home with a computer terminal utilizing today’s current technology by transmitting data and documents while working from home and maintaining a close contact with co-workers, managers, through the use of email, internet (instant messenger), and telephone and fax machines as well. Video conferencing using web cameras can also be an effective tool for telecommuting in order to help enhance for its employees and executives. The other form of telecommuting is center based telecommuting that involves the use of office space close to home where employees works without direct supervision, commute travel is still reduced and some of the disadvantages of home offices are remove d. Home telecommuting plugs into everything that is happening at the office just as if they were at the office. By opening your networks to the public and allowing your information available to the internet Co-works will have to access your information available with many different types of home equipment needed for home telecommuting that can be a little expensive at first to get started. Some of the different equipment that is needed is a computer with fax and scanner so proper communications are available, phone, high speed internet connection, a desk, file cabinets, and a web camera with an internet messenger along with video conferencing software. There are many advantages for companies today to use telecommuters in their day to day business operations. This allows business’s to cut corners and save money so that way more money can be spent on other projects which will make more of a profit, and help reduce the costs for gas and travel expense for employees who travel a lot. They also have a larger audience of applicants to choose from which allows them to sort out the for specific skill or education for jobs they are trying fill which later will help contribute to an increase productivity and promoting a happier staff giving more time to workers for family time at home. By using telecommuters who will be actually working at the office perhaps once a weak or so helps save on realistic costs because employees who work at home do not need offices and when they are at the office they can share cubicles with other telecommuters promoting less space needed to lease.

Visual Basic for Applications and Staff Members

EX. NO:1 CONFERENCE MANAGEMENT SYSTEM 1. PROBLEM STATEMENT: This project deals with the conference management system . As a students or staff members are required to view the details of conference is going to conduct in various colleges or institutions and to attend the conference to gain knowledge from the conferences . Administrator will add the details about the various conferences available to attend for various department students and staff members. User will enter into the system by giving the username and password and selection form will be displayed for the user from that department should be selected and depending up on the department the conference management system will show the details of the conferences in various place using Ms Access and Visual basic 6. 0. 2. OVERALL DESCRIPTION: 1. Login Form: Authenticate the user and administrator. 2. Department Selection Form: This form will give the options for selecting the department to get knowledge about the conference. 3. Conference view Form: This form contains the details about the conferences is conducting by various institutions and we can see the date and time for the conference. 4. Database Form: The details about the conferences going to conduct by various institutions. Administrator can add the details about the conference for the students and also for the staff members. 2. SOFTWARE REQURIEMENTS: 1. Microsoft Visual Basic 6. 0 2. Rational Rose 3. Microsoft Access. 2. 2 HARDWARE REQURIMENTS: 1. 128MB RAM 2. Pentium III Processor 3. STRUCTURE OF DATABASE: Create a table â€Å"conf† using Microsoft access with the following attributes: S. NOFIELDTYPESIZE 1. dname varchar 20 2. conferdet varchar 40 3. collname varchar 20 4. date Text 10 5. time Text 05

Ratatouille Sound Film Analysis Essay

In all types of film, especially with animation, the images that are created on screen visually engage the audience to the world of the film, yet in order to fully experience all that the film has to offer, the visual aspects are only half of the importance. Sound design makes up that other half of the cinematic experience, and engages senses other than the visual in order to immerse the audience into the film. In Brad Bird’s animated film Ratatouille (2007), sound designer Randy Thom creates a rich sonic world for a film that’s plot is based around a rat who experiences the same senses that humans do. Since a rat usually seems to have no similarities to humans, Thom makes sure to use sound to emphasize Remy and how in his perspective, he is able to relate to the humans, but in the human’s perspective, Remy is still just a rat. Thom’s use of sound in animated film is unique and allows the spectator through the correct use of sound, the ability to perceive the Remy’s exceptional senses of smell and taste, which is are the two most key aspects of cooking in real life and in the film. The sound design combined with the incredible animation of Ratatouille (2007) allows the audience to sensually experience the film as if they were right there in the chaotic kitchen, and feel the authenticity of the location in the culinary capital of the world, Paris. In animated film, especially with Disney and Pixar films, characters that’s are animals are often given human-like features and abilities. In Ratatouille (2007), Remy the rat has the incredible senses of smell and taste, which allow him to fulfill his dream of becoming a chef. This is an idea that is quite contradictory to real life, so director Brad Bird and sound designer Randy Thom do an amazing job of balancing it out by making Remy seem more human like in his perspective, and more like a rat in the human’s perspective. For example, when introduced to Remy, he is the narrator, and we hear is voice as a non-diegetic sound, which allows us to think we are in the mind of Remy. His voice is a man’s voice, and we can assume that he has the full capacity of understanding everything just as a human would. While speaking amongst other rats, the sounds he makes are very similar to that of a human, and he even stands on two feet like one. Yet when we are seeing Remy in the kitchen, and see him  just as one of the people on the kitchen would, the sounds change. The â€Å"pitter-patter† sound of his tiny rat feet is heightened in volume, and each footstep is clearer than before. This emphasis on his footsteps reminds the viewer that while in Remy’s mind he sounds and thinks like a human would, through the perspective of a human in the film, he is still just a scurrying rat. Another example is when Alfredo Linguini is ordered to dispose of the rat, we see Remy and Linguini’s first interaction alone and without any other humans to judge Remy’s ability to understand humans. Through Linguini’s perspective, Remy can hear and understand what he is saying, but he cannot respond with words, only with nods, squeaks, quivering whiskers, and quiet sniffles. These diegetic sounds can be heard clearly even though they are soft and dainty, just like the footsteps. The sniffles are especially important because they represent Remy’s heightened senses, which become an entirely different aspect of the film that is given meaning through sound. In the world of cuisine and cooking, the two senses most frequently used and appreciated are smell a nd taste. The combination of the two can create amazing culinary experiences, and make a meal more than just eating, but a complete sensual experience. One of Thom’s main goals throughout the film was to manipulate pitch, volume, and timbre in order to give the characters their own senses that can reflect from the screen to the audience where they can feel as if they are experiencing the same scents and tastes that Remy is. Just as discussed before, when oberserving Remy in his element of cooking and creating delicious food combinations, the sounds he makes are not only louder and more amplified, but clearer. For example, in the opening scenes of the film, Remy is trying to find food that is good enough quality for his senses unlike the rest of his rat companions who will seem to eat anything that is not covered in poison. He stumbles upon a piece of cheese, and his attention is immediately focused on the smell. His nose become such an iconic symbol in the film, and the sniffing of foods is so well-defined that the audience is able to imagine exactly what that piece of cheese smells like. Since smell has sounds that can be or iented with the nose and sniffling, its is less complicated than trying to portray taste, which has little sound affect since it is completely individual and unique to each person. In order to get the audience to be able to feel the experience of what Remy tastes, director Brad Bird hired artist Michael  Gagne as the Taste Visualization Designer to create a series of animated vignettes that would accompany sound as Remy tastes certain foods. The visuals he created displayed colorful animated graphics for the taste of cheese and strawberry, and then a mixture of the two tastes. The visuals work very well with the two foods, but can only do so much when it comes to stimulating the audience’s senses. The rest of the work comes to Randy Thom and the rest of his sound design team to create sounds that will perfectly accompany the graphics to create a complete sense of taste. Thom uses different segments of music that seems to work perfectly with each food. When Remy takes the bite of cheese, smooth, creamy-like music plays, yet with the strawberry a louder more vivacious tune is heard. Then as Remy takes a bite of each at the same time, a firework of sounds occurs to compare to Remy’s taste bud explosion. This blend of graphics and music creates a sensual experience that leave the audience imagining exactly what Remy tastes. When thinking of Paris, France, common words to come to most minds are fancy, sophisticated, and romantic. Since these words are such a huge part of the vibe of the city, Randy Thom wanted to make sure that the sounds of the film really gave the audience the authenticity of the setting, and reflect the character of Paris. Aside from authentic French accents in many of the main character’s voices, especially the chef’s, Thom incorporates orchestrated music that would be heard in the city, and even background mumbling of actual French speaking people. In the background of most parts of the restaurant, Thom had murmurings of people actually speaking French and having real conversation to make the background noise more authentic to the setting. Along with the setting of the film, most fancy five-star restaurants the vibe most guests want to feel is calm and sophisticated. This is the opposite of what is usually going on behind the scenes in the restaurant’s kitchen. The kitchen is where the magic happens, and where the culinary art form comes to life. The tools that create the food are just as important as the ingredients, and the act of cooking requires many tools and utensils. In the film, Thom really emphasizes the sounds of these utensils, which makes the cooking easy to accept as real since the sounds are so accurate to a real life kitchen. The clinking of pots and pans is especially noticeable in the kitchen, and the pitch is a lot higher than other noises in the kitchen. The pots, pans, and utensils  are such an impo rtant part of the kitchen, and allow the spectator to relate to the sounds by noticing how many different meals are cooked at once in the kitchen. In an interview with Randy Thom, he explains that almost all of the sounds from the kitchen were composed from scratch by his design team and were individually created by recording the real life actions in the kitchen and putting them into the animation. Another aspect of the kitchen that seems to be especially emphasized through sound is the blending of foods, especially liquids. Thom differentiates between the sound effects of a pot of just plain water and a pot of creamy soup. The pot of water, when Remy falls into it, the sound is at first a loud splash, and then a very clear and fluid underwater noise. Yet when Remy is cooking his own special soup, he puts together multiple ingredients, dropping them into the boiling pot of broth. The sound of dense objects hitting the soup is so accurate and sounds more like a â€Å"plop† rather than a splash. While the sound of mixed ingredients may seem insignificant to the films overall affect, these sounds allow the audience to under stand the consistency of the food and imagine the texture that goes with it. Once again, the senses are being put to use without even noticing it, which Thom really put effort into doing with this film since the whole plot is based around food. In an interview with Randy Thom, he explained that while most people assume that image is created and then sound is later added to spruce it up, he finds that to be a myth worth busting. He feels that sound is just as important of a component as image, and if anything adds more life to the film than image does. Sound allows the audience to relate to the sounds they hear in the film to the sounds they hear in real life. These connections make it easier for the spectator to understand the emotions and themes being laid out and therefore they can better understand the film as a whole. With a film such as Ratatouille (2007), it seems difficult for the audience to relate to a rat who can cook, so Brad Bird and Randy Thom worked together to create a masterpiece that can continue to display the incredible animation yet through sound allow the audience to relate to not just the emotions, but the senses from the film. Through creative construction and extremely close attention to detail, the sound design of Ratatouille (2007) will leave viewers in a rich experience that will literally leave their mouths watering. Annotated Bibliography Barsam, Richard, and Dave Monahan. Looking at Movies; an Introduction to Film. Third Edition. New York: W.W. Norton & Company, 2010. 368-407. Print. Barsam and Monahan cover all aspects of the world of sound design from the purpose of sound in film to how it is created, and to how it affects the audience. When spectators are experiencing a film, if engaged properly, they use both senses of hearing and vision to perceive what is happening on the screen. Without one or the other, the film lacks proper perception from the audience, which is the whole point of the film. Barsam and Monahan spend a great amount of effort explaining the basic concept of sound in film, and analyze the different characteristics that audio has. Sound is an especially complex field because it decorates the images on screen, and heightens the experience visually through audio. The process of sound design consists of carefully choosing and recording sounds, editing those sounds, and then masterfully mixing them so that they can perfectly synchronize with what is visually seen on the screen. The main types of sound that the audience will experience during a film are vocal sounds and dialogue, sounds from the environment and world of the film (also known as diegetic sounds), music, and silence, which is actually the lack of sound yet still adds so much meaning and emotion to an on screen image. Sound in film intensifies the image and in most cases allows the audience to relate to the world of the film and be aware of both space and time within the means of the world of the film. Simple alterations in sounds from the pitch, amplitude, or volume of the noise can completely change or alter the audience’s perception of what is happening in the film. By the end of Barsam and Monahan’s chapter about sound design, the reader can understand most all aspects of sound in film, and how each characteristic is taken into account when being put into a film in order to fully allow the spectator to experience the film both on a visual and audible level. Sider, Larry. â€Å"If you wish to see, listen; The role of sound design.† Journal of Media Practice 4.1 (2003): 5-15. Through in depth analysis and argument, Sider creates an article that  explains the great importance of sound in film, and how when combined with visual elements, allows the spectator to fully engage and understand the film on a deeper level than just watching a screen. Sider explains how the industry, technology, and use of sound in film had changed from when the â€Å"sound designer† was created in the 1960’s by Walter Murch. Back then, sound was simply an added affect to film, whereas now sound completely creates another dimension to cinema. Sound and music make the image on screen multi-faceted and add not only emotion, but completely changes the picture just by adding an audio. On the other side of sound design, Sider shows the difficulties with creating sound in film. The sound designer not only has to know and understand the sounds in which we all hear, but they must completely understand the sounds from the world of the film they are working on. Knowing every diegetic and non-diegetic sound of the film’s story is complex yet engages the spectator more than they will ever realize. The job of the sound designer is not just to control and input dialogue into a film, but control and create every sound effect and somehow integrate it into the life of the film, not the other way around. Sider effectively explains how complex the job of a sound designer has become, and how their work engages the viewer on a new level, and gives the image life. Thom, Randy. Interviewed by Jake Riehle. â€Å"Ratatouille-Exclusive Interview with Sound Designer Randy Thom†. Designing Sound; Art and Technique of Sound Design. 26 June 2007. Web. 2011. Sound editor and mixer Jake Reihle interviews the well known sound designer Randy Thom to learn about his recent work on the animated film, Ratatouille (2007). Thom specializes in sound design within animated films, and in recent years won the Academy Award for best sound editing in the Pixar animated film The Incredibles(2004). Riehle asks Thom what aspects of sound design in animated film differ from live-action films, and the heightened amount of detail to sound is what Thom described as a main difference. In Ratatouille (2007) specifically, there are so many details within the sounds that all together create a different affect than expected. For example, when the wind is blowing through the underground sewer pipes, each wind sound is different, but together the sounds created a musical essence that worked extremely well with the mood of Ratatouille himself, and gave life to the rigid and cold  nature of the underground world that the rats live in. Another major difference between animated sound and live on-screen sound is the pace and rate at which Thom does his work. In the early stages of work, he notices that animated films tend to lack music and sound effects and focus more upon dialogue to set up the story, but Thom likes to make space to add music in a useful way in which the effects and music add to the dialogue, not take away from the dialogue. Reihle also goes into the stages in which Thom likes to mix and edit his sound effects, and how the budgeting of animated films differs from live action films. An interesting fact, Thom began his career at Skywalker Sound by writing a personal essay to Walker Murch, the man who is said to have invented the â€Å"sound designer†. Reihle’s interview with the sound designer Randy Thom gives very useful information on comparing and analyzing the differences of sound design within animated films and live-action films. Thom, Randy. â€Å"Designing A Movie For Sound†. Learning Space Dedicated to the Art and Analyses of Film Sound Design. 1999. Web. 2011 Academy Award winning sound designer Randy Thom provides readers with an article about the subject he knows best, sound in film. He defines exactly what sound design is, describes what it really is that he does, and crushes myths and ideas that many people have about film sound designers. Thom argues that what most people think passes as â€Å"great sound† in film is loud, boisterous noises, which is definitely not always, and rarely true through the opinion of a sound designer. Thom believes that truly great sounds in film are well orchestrated and are integrated into the film as a whole, rather than just into specific scenes and moments during the film. This creates a better sense of continuity and fluidity within the sounds of the film. Thom feels that rather than create a film and then hire a talented team to fabricate certain sounds, the film should be designed and created with the sounds in mind. The story, images and sound should be created and built simultaneously so that the sound contributions can affect the other aspects of the film and add even more continuity. Every aspect of film, even the cinematography, affects how sound works, and its purpose. From extreme close-ups to dutch angles and moving cameras, sound has a different role in every shot, whether it is music, dialogue, background noise, or even  silence. The author also describes in detail each step of how sound designers, composers, and sound editors go about creating their work within each stage of the production process including pre-production and post-production. Randy Thom is an extremely well-known film sound designer, and his personal insight into the world of sound design is eye opening and fresh. He explains the ideas of sound in film on both a basic and deep level while questioning many ideas and myths that are believed about the sound design world today.