The Bank of New York - Risk Analysis free essay sample

An essay presented in report form by the banks risk management team in an attempt to identify and minimize the risks faced by the bank. The paper discusses the number of risks associated with the banking industry. In an attempt to identify and minimize the various risks associated with the operation of this institution, the Bank of New York uses a Risk Management team. Their main goal is to identify and track the various risks associated with the Bank of New York and offer recommendations as to how to minimize or eliminate them. The paper shows how threats and risks in the banking industry can be divided into the following categories: Market Risk, Credit Risk, Foreign Asset Risk, Competition Risk, Governmental Risk, as well as risks to the physical structure and data systems. This paper discusses these risk areas and the Bank of New Yorks plan for minimizing them. We will write a custom essay sample on The Bank of New York Risk Analysis or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Table of Contents Introduction Risk Analysis Threats/Risks Market Risk Credit Risk Foreign Asset Risk Governmental Risk Competition Risk Analysis Data Systems Mitigation/Countermeasures Information Assurance Policies Disaster Recovery Policies Summary The World Trade tower attack in September of 2001 prompted the Bank of New York to re-evaluate and amend its disaster recovery policies. At the time of the disaster, the Bank had over 8,300 employees located in four lower Manhattan facilities who were evacuated in a matter of hours. The recovery plan was immediately implemented, and they temporarily relocated headquarters to midtown Manhattan. By that evening, they had relocated operating departments to five existing contingency sites in New Jersey, New York State, and Connecticut. Staff was reassigned to alternate sites as specified in disaster recovery plans while systems were restored at backup sites over the course of the following days. Well-executed contingency plans led to quick recovery of many businesses, including ADR, BNY Clearing, Core Custody, Brokerage, European Transfer Agency, Foreign Currency Transfer, Fund Accounting and Administration, Investment Management, Performance Measurement, Retail Fund Administration and S ecurities Lending (BNY annual report, 2001).

Creating A Benchmark Quality in Human Resource Essays

Creating A Benchmark Quality in Human Resource Essays Creating A Benchmark Quality in Human Resource Essay Creating A Benchmark Quality in Human Resource Essay Creating A Benchmark Quality in Human Resource BY WLY3925 **Delegates from Singapore companies can now enjoy the benefits under the Productivity and Innovation Credit (PIC) Scheme plus cash bonus under PIC Bonus! ** Please refer to terms and conditions below. Course Facilitator: Creating a Benchmark Quality Human Resources Organization Build a HR Organization That Is a Competitive Standard In The Market Through Assessments and Partnerships! Kuala Lumpur, Malaysia ? 26th 27th August 2013 Mark Eichi Mark Eichinger hinger Founder International Human Resources Coaching and Consulting Awards Recognitions ? Westinghouse Electric Corporation: Golden Grid Award Best Communications Campaign Human Resources Award -Compensation Projects Testimonials Mark is an outstanding leader who can focus not Just on HR, but on the operation of the business at large, both domestically and internationally. Mark is able to look at both the business and HR strategically, and plan at that level, meanwhile can still ensure that his organization executes the details with excellence. ? Vice President Human Resources, SPX Corporation Mark, is a terrific senior human resources leader and has worked in developing and riving strategic talent programs across a diverse set of business environments. President Electrical Segment, Eaton Corporation Marks energy and enthusiasm. ? Senior Consultant, Hewitt Associate FREE TAKEAWAYS ? Process tools drive measurable improvement in your HR organization ? Assessment tools to evaluate and measure your departments position and progress ? Career tools that will create greater HR organization leverage in the organization ? Valuable website references for management and leadership Mark is able to navigate through challenging situations with his sincere interest in thers, his sense of humor/optimism, his pragmatic approach to issues, and his genuine passion a round talent and creating success for the business. ? Vice President APAC Regional Director, Consulting Solutions at PDI Ninth House Capitalize on the expert knowledge to gain maximum value on these vital issues: Productivity and Innovation Credit (PIC) Scheme All business in Singapore can enjoy up to 400% tax deduction for external training* provided by UNI Strategic Pte Ltd for up to $ 400,000 for year of assessment 2013. You can enjoy up to 68% of tax savings from attending our trainings which means you only need to pay 1/3 of the course ees Alternatively, businesses can opt for a nontaxable cash payout option of 60% of up to $100,000 for year of assessment 2013 meaning up to a maximum of $60,000 * This includes both trainings in Singapore and overseas * Both local and foreign employees are eligible * Course fees only PIC Bonus (as announced in Budget 2013) On top of the existing 400% tax deductions/ allowances and/or 60% cash payout (PIC cash businesses a dollar-for-dollar matching cash bonus for YAS 2013 to 201 5, subject to an overall cap of $15,000 for all 3 YAS combined. Businesses must incur at least $5,000 in PIC-qualifying expenditure uring the basis period for the YA in which a PIC Bonus is claimed. The PIC Bonus is taxable. Please refer to https://www. iras. gov. sg/irasHome/ page04. aspx? d=14566 for more info DEPLOY a renewable process that leads to continuous improvement OPEN avenues of communication LEVERAGE your management organization to increase your departments effectiveness BUILD valuable partnerships in your organization LEAD your department in a new direction building benchmark quality practices CHALLENGE your department to take a larger role in the organization MANAGED skillfully, the assessment process can leverage and build greater partnerships in your rganization, and benchmark quality practices. DEMONSTRATE a simple, compact, cost effective, and easy to administer assessment process UNI training courses are thoroughly researched and carefully structured to provide practical and exclusive training applicable to your organization. Benefits include: ? Thorough and customized programs to address current market concerns ? Illustrations of real life case studies ? Comprehensive course documentation ? Strictly limited numbers Proudly Organised by: DAY 1 | 26th August 2013 Workshop Overview Assessment processes can radically improve the value of Human Resources (HR) epartments. They can transform the function from staid and unresponsive organization units to partners on the leadership team, customer-oriented suppliers, and respected, productive, sought-after resources in the business. Assessments are pathways to benchmark quality. They can inspire pro-active and effective leadership and can provide a definitive, measurable return-on-investment on the resources the organization commits to them. When assessments are approached as a process, continuous improvement is the outcome. Over time, when fully implemented, assessments build and reinforce great organization cultures. Delivers valuable behavior and communications tools necessary to successfully drive continuous improvement from assessment results as well tools necessary for career path success A structured process which evaluates and analyzes the contribution of the HR departments work Produces a baseline point from which ongoing improvement can be measured Provides and supports a continuous management and leadership environment improvement WHO SHOULD ATTEND Directors, VPs, HODs and Senior Managers of: Human Resource Human Capital HR Strategic Planning HR Analyst HR Professionals INTRODUCTIONS AND ASSESSMENT OF DELEGATE EXPECTATIONS Understanding effective behaviors that are critical to teamwork Organize teams and review member roles for the weeks exercises Discussion of teams expectations to guide or adjust the weeks projects Learning the groups successes, issues for use going forward How HR Assessment fits in and interacts within the organization? COMMUNICATIONS, THE NERVE CENTER OF CONTINUOUS IMPROVEMENT Communications role in the organization, so simple, so complex Assess and review the four major elements of effective communications Plan your communications to construct a successful project Analyze and critique communications structure through case tudies Comparing communications needs for generational differences IMPORTANCE OF CONSTRUCTING PROCESSES IN DELIVERING ASSESSMENTS improvement, metrics Relate process tools and their role in assessments Compare process structure, formats and flexibility Analyze a process used by Dragon Tea Enterprises Topical applications for HR Managers in assessment projects Mapping results and metrics for action planning and ASSESSOR TRAINING WHY YOU CANNOT MISS THIS EVENT If you have a desire to increase the leverage of your HR organization, if you would like to build great partnerships with leaders and anagers, if you are looking for measurable results and process techniques that drive improv ement with visible ROI, you should attend this event. Designing assessor structure and formats for effective assessments Learning the behaviors that drive successful assessments Mining data from assessment interviews The Right Questions Developing effective reports: Foundations for improvement Role play: Preparation for Day 2s inter-team assessment THE ASSESSMENT TOOL IMPLICATIONS AND ROLES Program Schedule (Day 1 Day 2 08:30 Impact of assessments on the broader organization Factors for success in organizing assessments in the organization Effectively using the assessment tool, preparing for interviews Creating a basis for improvement Outcomes and Result Registration og:oo Morning Session Begins 10:40 11:00 12:45 Luncheon 14:00 Afternoon Session begins In-House Training 1 5:30 15:50 Refreshments Networking Break 17:00 Course Ends Cost effective In-house courses, tailored specifically to your organisations needs, can be arranged at your preferred location and time. If you would like to discuss further, please contact our In-house division at [emailprotected] com. DAY 2 | 27th August 2013 ASSESSMENT ROLE PLAYS Simulating the assessment at a model company Key roles of, assessors and observers in the assessment process Application of assessment tools in a case study environment Organizing raw data into opportunities for improvement Effectively creating and delivering Customer feedback and report MANAGING ASSESSMENTS RESULTS FOR ORGANIZATION SUCCESS Behaviors are the overwhelming career and organization derailers Functional and Effectiveness Competencies: The keys to effectively deploying assessment results and improvements Comparing the use of competencies in organizations, relationships and careers Appraising competency use in management The 80/20 Manager Valuing the impact on customers (internal or external) and their attitudes BE A CUSTODIAN OR BE A PARTNER; DRIVING Defining, understanding the Managers Brand Relating brands to Assessment Outcomes and Success Integrating brands, assessment and HRS influence Developing brands HRS role Demonstrating brands The New Managers Message RECOGNIZING THE VALUE OF METRICS Create and build influence with metrics Metrics can differentiate your work; assess competitive positions Be creative, analytical Finding the data for charts and graphs Team Exercise: Analytical tools in use today; CEO Metrics Examples and applications sing metrics LAST BUT NOT LEAST ABOUT YOUR COURSE FACILITATOR Mark Eichinger is the owner of International Human Resources Coaching and Consulting, LLC (IHRCC). His passions are in Human Resource Assesment, Performance and Talent Management, Culture Management, Employee Development and Engagement, and Career Coaching for success. His experience as a trained business system examiner included conducting business assessments in Europe, Brazil, Canada, North America and Asia. Assessments included analysis of six areas of criteria: Leadership, Strategic Planning, Customer Focus, Measurement Analysis and Knowledge Management, Workforce Focus, Results. Human Resource Assessments were part of each of these criteria areas. He believes values need to be the foundation of all business and personal relationships. He prizes integrity, humility, diversity, innovation, compassion, humor, adaptability, balance and Judgment. Mark has more than 20 years of experience in global Human Resources management and leadership. Prior to starting IHRCC, he worked for two $98 manufacturing and service corporations holding positions in operations and corporate at the Vice President and Director levels to include Vice President Human Resources Operations and International and Vice President Human Resources Asia Pacific based in Shanghai China. In Asia Pacific he was the corporate US-Asia H. R. Liaison, established the Asia Pacific HR headquarters and operating location HR teams, the leader development programs, Chinas university relations program, and the Asia Pacific key leader and professional development processes. He is a trained Malcolm Baldrige based business system examiner, a graduate of Youngstown State University, certified in Lean Manufacturing by the University of Tennessees Thunderbird School of Global Management. Partial List of Companies that have benefited from Marks Expertize: PetroVietnam Oil Corporation Petroliam Nasional Berhad Chevron Unithai Shipyard and Engineering Ltd Cuel Ltd Thailand Exploration Production Ltd Apply your learning experience at work: Barriers and solutions Revisiting day 1 expectations; did we meet your expectations Delegate evaluation of learning experiences and resources Key Takeaways for success with assessments Website Resources Web sites references that delegates can use to assist them in their work and careers Bank of Ceylon United Overseas Bank (Thai) Public Company Ltd Maybank Bank Simpanan Nasional SMRT Corporation Ltd Malaysia Airport Holding Berhad PT Telekomunikasi Indonesia TBK Universiti Kebangsaan Malaysia Universiti Teknologi Mara Mars Corporation ABT Media PRE-COURSE QUESTIONNAIRE Westinghouse Corporation To ensure that you gain maximum value from this course, a detailed questionnaire will be forwarded to you upon registration to establish your exact training needs and issues of concern. Your completed questionnaire will be analysed by the course trainer prior to the event and addressed during the event. You will receive a comprehensive set of course documentation to enable you to digest the subject matter in your own time. Your Encore, Inc. In addition the client list above, he has experience working with company locations in Europe, Brazil, Canada, North America Creating a Benchmark Quality Human Resources Organization Venue and Date Sales Contract Please complete this form immediately and fax back to JACK (JLC): (65) 6825 9580 DELEGATES DETAILS Kuala Lumpur, Malaysia Workshop 26th 27th August 2013 Workshop Fee Name: SGD 3,295 per delegate Position: SGD 3,095 per delegate if 2 or more delegates sign up Fee inclusive of course documentation, luncheons, refreshments and 15% services charge. The above amount payable is net withholding taxes or any other taxes, if any. Registration and Enquiries Email: *Company Details Organisation: 20 Science Park Road, #01-26/30, TeleTech park, Singapore Science Park II, Singapore 117674 contact JACK (JLC) General Line: (65) 6825 9579 Ext: 356 General Fax: (65) 6825 9580 Email: Jack. [emailprotected] com Address: Payment Method Credit Card: Please debit my Town: State: Postcode: Card Ho lders Name: Tel: ( Card Number: Fax: ( Nature of Business: Company Size: *Finance Department Contact Details VISA MASTERCARD

MGT Leadership and Ethics Unit 2 IP Research Paper

MGT Leadership and Ethics Unit 2 IP - Research Paper Example An effective leader exhibits a combination of both in-born traits and skills acquired through experience and biological background. â€Å"Leadership style is the combination of traits, skills and behaviours leaders use as they interact with the followers.† (Lussier and Archua, 2010) thus the individual characteristics and traits of the leader depend on two factors: Heredity and Environment. The heredity factor includes the generic composition of the leader along with his biological background. However environment includes the culture, religion, family, location and education etc. The interaction between heredity genes and the environmental forces help build up the leadership characters. The differences in the traits possessed by the leaders arise from the demographics, values, personality and aptitude. ‘Individual behaviour is determined to a great extent by internal elements such as attitudes, personality, perceptions, and ability.’ (Lewis & Goodman et al., 2007) The demographics of the leader includes his background, age and other physical attributes and whereabouts, the values are the long lasting preferences and beliefs, and personality is what makes the leader unique showcasing the different physical and psychological characteristics. Lastly the important individual characteristic is the aptitude of the leader, the natural talent of doing something both mentally and physically. ‘Executives who can effectively focus on others emerge as natural leaders regardless of organizational or social rank.’ (Goleman, 2013) This aptitude cannot be enforced on anyone however skills can be acquired through training. A leader cannot be made through training however new skills can be taught for better and effective leadership. Thus the conventional theories of leadership involve the trait and behavioural theories that focus on the traits as well as the acquired behaviour of the leader also mentioned in the above discussion. The contingency theory brings in the situation and its characteristics into the leadership equation. The test of leadership depends upon the nature of the situation and the success depends upon how well the leader manages the situation at hand. The power and influence theory that will become the main focus of this discussion, focus on the different ways the leaders use their power in order to get things done. All these believes and theories are reflected in the leadership model where the leader has to deal with the personal front involving his set of his abilities and traits, the group where he manages the organization and lastly the public involving the environment and the stakeholders of the leader’s organization. The power of the leader in an organization is vast (see Appendix). A CEO of a large organization has the power to influence the board of directors. He is the sole figure that can change the philosophy of the entire organization. The power of the CEO is to decide how much input he wants from the subordinates and how stringent or relaxed the work hierarchy should be. His expertise in the organization is supposedly more enriched as compared to other employees in the organization. It is this knowledge and official responsibility that gives the CEO the power to control. He is the one who can turn a bad situation to a positive through his influence tactics. For example, Proctor and Gamble (P&G) the consumer

A thoughtful comment about a video Essay Example | Topics and Well Written Essays - 250 words

A thoughtful comment about a video - Essay Example He first places the fork over one edge of the plate then sprinkles sugar carefully over the fork. This leaves space on plate to serve food (Cronin, 2012). The use of a sieve in sprinkling sugar is important in achieving uniform distribution over a third area of the plate for placing the fork. After sprinkling only amount require to covers the, he stops and lift the fork carefully. Leaving behind is a decoration that is fork-shaped. In the procedure, he makes sure to use right quantity of sugar so as not to affect food taste. In the second part of decoration, he uses a white square plate. This time he places a fork on plate followed by a spoon across over the fork. The spoon and fork combination make sure of decoration in a quarter of the square-shaped plate. He then sprinkles cocoa powder using sieve over the spoon and fork. The cocoa powder is dark in color and gives a nice contrast to the white plate for decoration to be visible. He finally lifts the spoon then fork carefully to leave decoration of their shapes on the plate (Cronin, 2012). The cocoa power is bitter hence avoid using large amounts due to its flavor in

Commercial Accounting Essay Example for Free

Commercial Accounting Essay Commercial accounting is an accurate account of business transactions, it can only be acquired if both cash and credit transactions are performed, recorded, and recognized in such a way that there can be no duplication and the transactions are recorded under commercial accounting. The system known as double entry book keeping or the commercial accounting system that records both aspects of transactions, also it records credit transactions in cash accounting the day of the receipt. The single entry in accounting for example: there is a sale, where the transaction is complete after the exchange of cash for goods. In commercial accounting the date in which the transaction was made needs to be recorded regardless to whether it was paid or it wasn’t. Generally Accepted Accounting Principles better known as (GAAP) is the collection of standards and practices that are required to be used by business’s to record and present the results of their financial activities and their records of what they owe, established by the Financial Accounting Standards Board (FASB). These accounting principles are standardized and used for the many private and publicly traded companies in America today. Every economic event within business must be associated with and recorded by a specific entity and business records must not include the personal assets or liabilities of the owner. If an idea holds no impact on a decision maker, investors, or creditors, then the relating (GAAP) principles do not have to be followed. (GAAP) requires the use of accrual basis accounting rather than cash basis accounting, this is imposed on businesses so that investors have a minimum level of consistency in the financial statements they use when analyzing businesses for investment purposes. The accrual basis of accounting over the cash basis of accounting in commercial accounting and generally accepted accounting principles (GAAP) is different depending on whether you run a large scale business or a small business. Cash basis is used mostly by small businesses where owners and creditors want a simple way to understand the financial statements and to understand whether there is a profit or loss in the business. Accrual basis is used by large businesses and when revenue is earned expenses are accrued. Cash basis gives you a clear picture of your cash flow, but does not give you a good idea of business in the long term because you are not recording income when it is actually earned. Accrual basis accounting accurately matches your income and expenses and if not managed carefully you could lose track of your actual cash flow, with accrual basis transaction statements they are recorded in which the events occur. You don’t have to wait until you see the money, or actually pay money out of your checking account, to record a transaction. References (Investopedia.com) (Wiley PLUS)

Al-Anon Observation Paper -- Twelve-Step Meeting Observation Paper

Alcoholism is as prevalent in my family, as blood is in our veins. When previously asked to observe 12-step groups, I ritualistically flocked to Alcoholics Anonymous, without consideration of the possibility that other groups had any potential to make an impact on me. I always pride myself in my ability to identify as an individual that is not ensnared in alcoholism, but unfortunately am an individual that was highly tormented by alcoholism. Through observation of the group and how it processed, as well as identifying how I felt as a new attendee, I was able to understand why self-help, support groups are so vital for individuals in recovery. I finally realized, I too am in recovery. I attended Al-Anon meetings on Sundays at St. Matthew Episcopal Church. The meetings began at 11:45am, and were held until 1:00pm, which was contingent on the progress of each small group. I was in attendance beginning January 19th, with attendance on January 26th, and February 2nd. The groups first met in one room together, and then broke into smaller groups to process. The initial meeting room is a nursery room in the church. It had a lot of natural lighting from the windows, and was decorated in children’s religious artwork. The room was far too small for all of the attendees. There was an average of thirty-five attendees at each meeting. Many times people who came late had to stand outside the doorway and listen in, because the room was literally overflowing with people. There were never enough chairs, which forced some individuals to stand, until the large group, broke into small groups. The group itself was entirely made up of middle age, Caucasians. There was an average of about thirty-five attendees each week. The average age of the gr... ...http://apt.rcpsych.org/content/6/5/348.full Gifford, S. (2011). Differences Between Outpatient and Inpatient Treatment Programs. Psych Central. Retrieved from http://psychcentral.com/lib/differences-between-outpatient-and-inpatient-treatment-programs/0007531 Galanter, M., M.D. (2008). Spirituality, Evidence-Based Medicine, and Alcoholics Anonymous. PsychiatryOnline. Retrieved from http://ajp.psychiatryonline.org/article.aspx?articleID=100364 Peele, S., PhD. (2004, August). Is AA's loss psychology's gain? American Psychological Association. Vol. 35 NO. 7 pp. 86 Retrieved from http://www.apa.org/monitor/julaug04/jn.aspx McGovern, M. P., PhD, & Carroll, K. M., PhD. (2003). Evidence- base Practices for Substance Use Disorders. Psychiatric Clinics of North America. Retrieved from http://www.dartmouth.edu/~dcare/pdfs/fp/McGovernMark-Evidence-BasedPractices.pdf

Prince Metternich

Samantha Meyers 01/20/13 Wld Hist. HN Pd. 2 Prince Metternich Prince Metternich was born in Coblenz on May 15, 1773. He owed most of his early education to his mother because his father showed no interest in his education. In 1788, Metternich enrolled in Strasbourg University He served as foreign minister of the Austrian Empire from 1809 to 1848 and restored Austria to its former power after the devastating Napoleonic Wars. He held continuous office in European affairs for almost 40 years.One of his first tasks was to set up a detente with France that included the marriage of Napoleon to the Austrian Arch-Duchess Marie Louise. Soon after that he engineered Austria’s entry into the War of the Sixth Coalition on the Allied side, he signed the Treaty of Fontainebleau that sent Napoleon into exile. In recognition of his service to the Austrian Empire, he was raised to the title of Prince in October 1813. Prince Metternich lead the Congress of Vienna.He helped restore balance of po wer to all of Europe and proposed a peacekeeping organization called the Concert of Europe. He attempted to restore hereditary monarchs that lost power but only ended up making the people favor nationalism. Under his guidance, the â€Å"Metternich system† of international congresses continued for another decade as Austria aligned herself with Russia and Prussia. This marked the high point of Austria's diplomatic importance, but soon Metternich slowly slipped back into the periphery of international diplomacy.At home, Metternich also held the post of Chancellor of State from 1821 until 1848, under both Francis II of Austria and his son Ferdinand I of Austria. After a brief period of exile in London, Brighton and Brussels that lasted until 1851, he returned once more to the Viennese court, this time to offer only advice to Ferdinand's successor, Franz Josef. Having outlived his generation of politicians, Metternich died at the age of 86 in 1859. Metternich was one of the most c apable diplomats of his time.He was responsible for the stability of European governments. In the end, however, Metternich failed because his basic strategy was to support autocracy when the political development in Europe moved rapidly towards democracy. Bibliography: â€Å"Prince Metternich. †Ã‚  World History: The Modern Era. ABC-CLIO,  2013. Web. 20 Jan. 2013. World History Notes on â€Å"19th Century Nationalism† â€Å"Conservative, Sophisticated, Skilled Diplomat. †Ã‚  Emersonkent. com. Emerson Kent, n. d. Web. 20 Jan. 2013. .