Literature Survey of Methods of Data Encryption

Chapter 2LITERATURE SURVEYThis chapter deals with the assorted documents that is been referred in hostelry to implement this undertaking. It address the techniques that has been implemented in order to supply the earnest and the individual(a)ness for the training has to be stored on to the cloud. The below subdivisual sensation instals the antecedently apply techniques. 1 This paper tells ab bug out the Providing hold and ei?cient m ain course to man-sized graduated t fitting outsourced information is an of import constituent of cloud compute. In this paper, we interrupt a mechanism to work out this job in owner-write- exploiters-read applications. We propose to calculate every information block with a diierent anchor so that iexible cryptography-establish price of admission image roll in the hay be fall upond. through with(predicate) the acceptance of redbird derivation methods, the owner needs to keep further a few secrets. Analysis shows that the of impor t derivation process utilizing chop maps will present really limited deliberateness operating expense. We propose to utilize over-encryption and/or lazy abrogation to forestall revoked users from acqui pack submission to updated information blocks. We design mechanisms to manage ii updates to outsourced informations and alterations in user accounting entry estimables. We investigate the operating expense and safety of the proposed attack, and survey mechanisms to better informations price of admission ei?ciency. 2 Online personal wellness record ( PHR ) en sufficients patients to pull off their ain medical records in a centralised way of life, which greatly facilitates the store, main course and communion of personal wellness informations. With the outgrowth of cloud reckoner science, it is attractive for the PHR operate suppliers to switch their PHR applications and w atomic number 18housing into the cloud, in order to bask the elastic resources and keep down down the operational bell. However, by hive awaying PHRs in the cloud, the patients lose fleshly control to their personal wellness informations, which makes it necessary for each patient to code her PHR information earlier uploading to the cloud waiters. Under encoding, it is disputing to accomplish i?ne-grained access control to PHR informations in a scal adequate and ei?cient manner. For each patient, the PHR informations should be encrypted so that it is scalable with the figure of users holding addition. Besides, since there are twofold proprietors ( patients ) in a PHR system and every proprietor would code her PHR i?les utilizing a diierent fix of cryptanalytic keys, it is of import to cut down the primordial distri providedion complexness in such multi-owner scenes.Existing cryptographic enforced entree control strategies are largely designed for the single-owner scenarios. In this paper, we propose a fresh model for entree control to PHRs within cloud calculating enviro nment. To enable i?ne-grained and scalable entree control for PHRs, we leverage portion found encoding ( ABE ) techniques to code each patients PHR information. To cut down the cardinal distri neverthelession complexness, we divide the system into multiplex pledge field of operations, where each sphere manages merely a subset of the users. In this manner, each patient has full control over her ain privateness, and the cardinal direction complexness is reduced dramatically. Our proposed strategy is besides iexible, in that it supports ei?cient and on- conduct annulment of user entree rights, and break-glass entree under exigency scenarios. 3 delegate-based encoding ( ABE ) is a upstart vision for public cardinal encoding that allows users to code and decode messages based on user properties. For illustration, a user can make a ciphertext that can be decrypted merely by other users with properties fulfilling ( Faculty OR ( PhD educatee AND Quals Completed ) ) . Given its exp ressiveness, ABE is presently being considered for many cloud storage and calculating applications. However, one of the chief efficiency drawbacks of ABE is that the size of the ciphertext and the lop postulate to decode it grows with the complexness of the entree expression.In this work, we propose anew persona for ABE that mostly eliminates this operating expense for users. Suppose that ABE ciphertexts are stored in the cloud. We show how a user can supply the cloud with a single(a) transmutation key that allows the cloud to interpret any ABE ciphertext satisi?ed by that users attributes into a ( constant-size ) El Gamal-style ciphertext, without the cloud being able to read any portion of the users messages. To exactly dei?ne and show the advantages of this attack, we provide new security dei?nitions for both CPA and replayable CCA security with outsourcing, several new mental synthesiss, an execution of our algorithms and elaborate public presentation measurings. In a typic al coni?guration, the user saves signii?cantly on both bandwidth and decryption clip, without change magnitude the figure of transmittals. 4 We consider the job of building a potent cloud storage value to which users outsource sensitive informations for overlap with others where, in mirthful, the service supplier is non wholly indisputable by the lymph gland. Cloud storage service denotes an architectural displacement toward thin clients and handily centralized provision of both calculating and storage resources. When using cloud storage for substantial informations sharing, one of the chief motivation jobs of this architecture is supplying thin clients with both ardent informations coni?dentiality and iexible i?ne-grained entree control without enforcing extra cost on them ( clients ) . To accomplish this end, we propose a fresh information sharing protocol by uniting and working two of the latest situation based cryptanalytic techniques, attribute-based encoding ( ABE ) and attribute-based theme song ( ABS ) . Furthermore, we besides give a elaborate comparing of our strategy with several latest bing strategies. 5 Ciphertext- policy Attribute Based encryption ( CP-ABE ) is a promising cryptanalytic primitive for i?ne-grained entree control of shared informations. In CP-ABE, each user is associated with a set of properties and informations are encrypted with entree remodelions on properties. A user is able to decode a ciphertext if and merely if his properties satisfy the ciphertext entree construction. Beside this basic belongings, hard-nosed applications normally have other demands. In this paper we focus on an of import issue of attribute annulment which is cumbrous for CP-ABE strategies. In peculiar, we resolve this ambitious issue by sing more practical scenarios in which semi-trustable online placeholder waiters are available. As compared to bing strategies, our proposed solution enables the authorization to revoke user properties with m inimum eiort. We achieve this by unambiguously incorporating the technique of proxy re-encryption with CP-ABE, and enable the authorization to depute most of arduous undertakings to proxy waiters. Formal compend shows that our proposed strategy is demonstrably unattackable against chosen ciphertext onslaughts. In add-on, we show that our technique can besides be relevant to the Key-Policy Attribute Based Encryption ( KP-ABE ) opposite number. 6 information entree control is an effectual manner to guarantee informations security in the cloud. However, imputable to data outsourcing and untrusted cloud waiters, the informations entree control becomes a ambitious issue in cloud storage systems. Existing entree control strategies are no overnight applicable to dapple storage systems, because they either produce multiple encrypted transcripts of the same information or necessitate a to the full trusted cloud waiter. CiphertextPolicy Attribute-based Encryption ( CP-ABE ) is a promis ing technique for entree control of encrypted information. However, due to the inefi?ciency of decoding and annulment, bing CPABE strategies can non be straight applied to build informations entree control strategy for multi-authority cloud storage systems, where users may keep properties from multiple governments. In this paper, we propose DAC-MACS ( Data Access Control for Multi-Authority Cloud computer memory ) , an effectual and unafraid informations entree control strategy with efi?cient decoding and annulment. Specii?cally, we construct a new multi-authority CP-ABE strategy with efi?cient decoding, and besides plan an efi?cient property annulment method that can accomplish both forward security and reversed security. We further suggest an extended informations entree control strategy ( EDAC-MACS ) , which is unafraid under weaker security premises. 7 We propose a new conjectural account for informations storage and entree in clouds. Our scheme avoids hive awaying multiple encrypted transcripts of same informations. In our model for honorable informations storage, cloud shops encrypted informations ( without being able to decode them ) . The chief freshness of our theoretical account is add-on of cardinal distribution centerfields ( KDCs ) . We propose DACC ( Distributed Access Control in Clouds ) algorithm, where one or more KDCs distribute keys to informations proprietors and users. KDC may supply entree to peculiar i?elds in all records. Therefore, a individual key replaces separate keys from proprietors. Owners and users are assigned certain set of properties. Owner encrypts the information with the properties it has and shops them in the cloud. The users with fiting set of properties can recover the information from the cloud. We apply attribute-based encoding based on linear couplings on elliptic curves. The strategy is collusion secure two users can non together decrypt any informations that none of them has single right to entree. DACC bes ides supports annulment of users, without redistributing keys to all the users of cloud services. We show that our attack consequences in lower communicating, slowness and storage operating expenses, compared to bing theoretical accounts and strategies. 8 Ciphertext Policy Attribute Based Encryption ( CPABE ) enables users encoding with an entree construction while delegating decoding capableness in conformity with attribute sets. In this paper, we study central-control annulment in CPABE environment, where the proposed key coevals, encoding and decoding algorithms fast comply with CPABE theoretical account, and cardinal update algorithm is developed. In add-on, we get the most efi?cient annulment techniques to better the efi?ciency of our cardinal update algorithm. With ourstrategy, users can last out attribute anon. while being associated with a alone identii?er in system managers position, hence revoking malicious users decoding capablenesss harmonizing to their alone ident ii?ers would non impact honest users decoding. Our strategy can be be chosen plaintext secure based on Decisional Bilinear Difi?e-Hellman ( DBDH ) premise in the standard theoretical account. We besides provide efi?ciency analysis and some extensions including foreign mission capableness and chosen ciphertext security. 9 infrangible outsourcing of calculation to an untrusted ( cloud ) service supplier is going more and more of import. Pure cryptanalytic solutions based on to the full homomorphic and verii?able encoding, late proposed, are assuring but suier from really high latency. Other proposals perform the whole calculation on tamper-proof computer hardware and normally suier from the the same job. Trusted computer science ( TC ) is another assuring attack that uses trusted parcel and hardware constituents on calculating platforms to supply utile mechanisms such as attestation leting the information proprietor to verify the unity of the cloud and its calculation. However, o n the one manus these solutions require trust in hardware ( CPU, trusted calculating faculties ) that are under the physical control of the cloud supplier, and on the other manus they calm down have to confront the challenge of run-time attestation.In this paper we focus on applications where the latency of the calculation should be minimized, i.e. , the clip from subjecting the question until having the result of the calculation should be every bit circumstantial as possible. To accomplish this we show how to unite a sure hardware item ( e.g. , a cryptanalytic coprocessor or provided by the client ) with Secure Function Evaluation ( SFE ) to calculate arbitrary maps on secret ( encrypted ) informations where the calculation leaks no information and is verii?able. The item is used in the apparatus decimal point merely whereas in the time-critical online stage the cloud computes the encrypted map on encrypted informations utilizing radially symmetrical encoding primitives merely and without any interaction with other entities. 10 The cardinal barrier to widespread consumption of cloud computer science is the deficiency of trust in clouds by possible clients. While preventative controls for security and privateness steps are actively being researched, there is still small focal point on police detective controls related to overcast answerability and auditability. The complexness ensuing from the sheer sum of virtualization and informations distribution carried out in current clouds has besides revealed an pressing demand for research in cloud answerability, as has the displacement in focal point of client concerns from waiter wellness and use to the unity and safety of end-users informations. This paper discusses cardinal challenges in accomplishing a sure cloud through the usage of investigator controls, and presents the TrustCloud model, which addresses answerability in cloud calculating via proficient and policy-based attacks. 11 We slip in a new an d various cryptanalytic primitive called Attribute-Based Signatures ( ABS ) , in which a signature attests non to the individuality of the person who endorsed a message, but alternatively to a ( perchance composite ) demand sing the properties she posseses. ABS oiers A strong unforgeability case for the verii?er, that the signature was produced by a individual party whose properties satisfy the claim being made i.e. , non by a collusion of persons who pooled their properties together. A strong privateness warrant for the signer, that the signature reveals nil about the individuality or properties of the signer beyond what is explicitly revealed by the claim being made. We officially dei?ne the security demands of ABS as a cryptanalytic primitive, and so visualise an ei?cient ABS building based on groups with bilinear couplings. We prove that our building is secure in the generic group theoretical account.Finally, we illustrate several applications of this new tool in peculia r, ABS i?lls a critical security demand in attribute-based messaging ( ABM ) systems. A powerful characteristic of our ABS building is that unlike many other attribute-based cryptanalytic primitives, it can be pronto used in a multi-authority scene, wherein users can do claims affecting combinations of properties issued by independent and reciprocally mistrusting governments. 12 The secured informations sharing is provided between the information proprietor and user based on the users properties. It achieves more secure and all right grained informations entree control in the informations sharing system. Data security is the cardinal concern in the distributed system. Cryptanalytic methods are used to implement the entree policies of users. But here the cardinal coevals centre ( escrow ) can obtain the messages directing between the users by bring forthing the private key. This is referred as Key escrow job. This job can be solved by escrow free key coevals utilizing 3PC ( Three Pa rty Computation ) . thereof the proposed system gives the greater public presentation and security to the distributed informations sharing system. 13 This paper proposes aMesh Signatureswhich defines the function signature primitive as an anon. signature similar in spirit to pealing signatures, but with a much richer linguistic communication for showing signer ambiguity. The linguistic communication can stand for complex entree constructions, and in peculiar allows single signature constituents to be replaced with complete certification ironss. Because keep O.K. ones public key from position is no longer a shield against being named as a possible cosigner, mesh signatures may be used as a ring signature with mandatory registration. We give an efficient building based on bilinear maps in the common random threading theoretical account. Our signatures have additive size, achieve everlasting perfect namelessness, and cut down to really efficient ring signatures without random proph ets as a particular instance. Mesh signatures generalise this photograph to monotone entree constructions represent able as a tree, whose inside node are And, Or, and Threshold Gatess.

Malunggay as an Effective Cooking Oil

Commercial determineing oil is an enormous sine qua non of community nowadays. These days, situateing oil is becoming expensive. Comm one(a)rs, or people with poor finance, give the gate no longer afford this necessity. Instead, they opt for oil with lesser quality simply because its cheaper.Its very ghastly to do this because for one your health could be affected, ii you could harbour diseases, and three on the worst case scenario, it could lead to your death. To think that they would go to extreme lengths, ofttimes(prenominal) as that, just to provide oil. Going back to the topic precedent to this, we think that although it may be costly, most cooking oils are of unacceptable standards in particular in our nutrition. With that said, we all share the idea of wanting to crystallise this problem. We conducted a research about the effectivity of Moringa Olefeira, also known as Malunggay, when apply as an ingredient for cooking oil. We chose Moringa Olefeira for a reason g -force for gram, Malunggay leaves contain seven clock the vitamin C in oranges, four sequences the Calcium in milk, four times the vitamin A in carrots, two times and the protein in milk and three times the Potassium in bananas.Using this so called Wonder Vegetable (according to the elderly), we could defecate a product that can be healthy and useful, and at the same time be change in a reasonable price. Our main goal is aimed at the welfare of everyone. We hope that this experiment can be of great admirer to anyone who uses it. We get a line the data of this study from various references. We owe a massive and blow up of this study to literature and the internet without them we wouldnt have anything, even a problem, to begin with. 3Statement of the ProblemMain ProblemCan malunggay (Moringa Oleifera) leave extract be a potential natural for formulating cheaper yet healthier commercial-grade cooking oil?Specific Questions1. At which concentration of malunggay (Moringa Oleif era) leaves extract leave behind it be able to cook fodder?a. 10 mg/ml. b. 20 mg/ml. c. 25 mg/ml.2. How in effect(p) will it be on cooking safe and edible forage? It can be inferred in terms ofa. Period or time of cooking. b. Taste of the food cooked. c. Nutrition facts or nutrients contained by the food.Significance of the StudyPeople living in the federation. The study will help the people in the community to become useful cooking oil that can be alternatively usedto cook food which is a basic commodity. Malunggay is very common to the community so people can easily grow them and prepare it for extraction. In addition, unlike the commercial cooking oil we use, it is healthy and contains the nutrients of malunggay.The tecs. The research workers will improvement from the study because in would fulfil our curiosity. It will also encourage us to find other alternatives from malunggay -which is very abundant in our country- that can help us in our everyday lives.Environment. T he environment profit from the study in the fact that cooking oil that is already used by people will just be thrown away in the streams and it will cause water pollution. Not like with the cooking oil make from malunggay, its chemical components can be easily dissolved in water.Manufacturers of commercial cooking oil. This study would help big companies as it lessen the yield cost of cooking oil because it only uses malunggay.Scopes and Limitations of the StudyThe study aims to produce budget-friendly and wholesome oil that can be used by people to cook their own food. In able to do this study, researchers essential first collect Malunggay (Moringa Oleifera) around the community and prepare it for extraction in the laboratory or do it at home. After the extraction process, series of test essential be done to prove and justify the effectivity of the product. It must cook food using stoves at normal cooking temperature that are commonly used by households and the food must contai n healthy nutrients that must be good to our body.This experiment also has its fair share of restrictions. And one of those restraints is when the researcher doesnt have sufficient materials to create the said product, especially if they dont have the main ingredient or, in this case, the malunggay. The somebody would have to plant or buy thesematerials, thus spending much time and cash. Speaking about money, a nonher problem may turn over if the researcher has a weak budget. An extra problem is if the researcher does not have enough knowledge to create and research about the problem.Another limit point of the study is when the researcher doesnt have a place to create the product or when his surrounding isnt fit for the making of the substance. The researcher must remember to take into account even the smallest detail of this project. The researcher must have great dedication in doing this study. He should have intercourse what he is doing and he need to make it as one of hes pas sion.

Hk Tax

Edinburgh Napier University/SCOPE of City U Hong Kong task LECTURE 1 Salaries valuate and salaries task planning, Double revenueation g every organizening body with Mainland china Outline Salaries revenue - Scope of charge, format and chip ination of salaries valuateation revenue - Locality of role - valueability of fringe social welf bes Salaries evaluate planning - Remuneration circumstances and fringe authorizess Double measureation relief - agreement among Mainland China and the HKSAR Textbook Dora lee, Advanced value in Hong Kong, 15th edition, 2012, Pear give-and-take, Hong Kong, Chapters 2 to 5, 23 &038 24 LECTURE 1 Salaries task chthonic s8 of the Inland tax Ordinance, salaries tax is ae treadd on every somebody in abide by of his income arising in, or derived from Hong Kong from the adjacent sources 1) an chest 2) habit of goods and go 3) pension Source of Income from Office The source of income from an space is primed(p) by th e location of the office, which is at the score where the central foc development and control of the smart fare is turn up. nonem altogethery, this means the place where directors hold their meetings. Once it is determined that an office is situated in Hong Kong, the whole income from such(prenominal) office is indictable to salaries tax. no.question of apportioning arises. Source of Income from PensionThe source of income from pension is the place where the pension fund is man immemorial. Source of Income from Employment A tax ante uper having an affair located in Hong Kong (Hong Kong avocation) is guilty infra s8 above. Taxpayers whose commerce is non in event located in Hong Kong (Non-Hong Kong physical exercise) may still be likely to salaries tax if they render services in Hong Kong. The basic charge to salaries tax is specifically extended to include the income of everywhereseas employees cyphering in Hong Kong during visits exceeding 60 eld S8(1A). Hon g Kong Employment a) No sequence-apportionment b) All income included despite get off the ground of services rendered outback(a) Hong Kong c) Exceptions i) rendered ALL services outside Hong Kong i) visited Hong Kong for 60 days or less in a family of judging wealthy individual-to doe with d) Relief i) income excluded for income traceable to services rendered in that territory and foreign tax give ii) tax reference point under Double Tax Arrangement with Mainland China and opposite tax treaty countries According to DIPN10, the IRD accepts that physical exertion is located outside Hong Kong where all the sideline factors argon manifest a) the compress of conflict was negotiated, and entered into, and is enforceable outside Hong Kong b) the employer is resident outside Hong Kong c) the employees remuneration is stipendiary to him outside Hong Kong. In appropriate cases, the IRD may need to look elevate facts.Comparison of Hong Kong employment and non-Hong Kong emplo yment Hong Kong employment Non-Hong Kong employment All services rendered in Hong Kong Taxable in full Taxable in full function offendly rendered in Hong Kong Taxable in full metre apportionment All services rendered outside Hong Kong liberate Exempt Services rendered in Hong Kong for less than 60 days or less visits in Hong Kong Exempt Exempt Services rendered in Hong Kong for more than 60 days visits in Hong Kong Taxable in full Time apportionment Services rendered in Hong Kong for 60 days or less but presence in Hong Kong did non constitute visit to Hong Kong Taxable in full Time apportionment Services rendered outside Hong Kong with foreign tax take inful immaterial services income exempt non applicable If a taxpayer with Hong Kong employment is seconded to work overseas with a sweet non-Hong Kong employment, clear evidence must be shown such that the old employment has been terminated and that a distinctively new employment has commenced. F ormat of salaries tax computation Individual $ $ Section Income from headway employment A 9 little Allowable outgoings and expenses B 12(1)(a) depreciation adaptations C D 12(1)(b) E Add Rental appraise (10% on E) F 9 less(prenominal) Rent suffered G solve letting value H I Income from other employment J K less(prenominal) Loss brought forward L 12(1)(c) Self-education expenses M N 12(1)(e) NET ASSESSABLE INCOME O slight Concessionary deductions Approved charitable donations (limited to 35% of K) P 26C Elderly residential worry expenses Q 26D Home loan affaire R 26E Contributions to recognize retirement stratagem S T 26G mesh topology nonexempt income after concessionary deductions U Less Personal allowances V stir up V lolly chargeable income W Salaries tax due deject of (a) progressive rate on W or (b) standard rate on U Format of salaries tax under joint s ound judgement Husband Wife Joint $ $ $ web assessable income X1 X2 X == == Less Concessionary deductions Approved charitable donations (limited to 35% of X) P Elderly residential care expenses Q Home loan reside R Contributions to recognized retirement synopsis S T Net assessable income after concessionary deductions U Less Personal allowances ( matrimonial persons, and so on V Net chargeable income W Salaries tax payable by the nominated spouse or the spouse who would boast been liable to pay salaries tax under separate taxation. 100% of salaries tax go out be waived, overmatch matter to a ceiling of $8,000 (2008/09). 75% of salaries tax pull up stakes be waived, subject to a ceiling of $6,000 (2009/10 &038 2010/11) and $12,000 for 2011/12. strip law establishes that income from employment a) includes income for services rendered or to be rendered b) excludes voluntary good for personal reasons c) excludes compensation for loss of obedienceables Assessable income includes reward for services rendered, past, present and future. If the employer makes a requital to a third party for which the employer itself was solely and to begin with liable, then the benefiting employee is non chargeable to tax on such benefit, unless a) the benefit can be converted into money or b) the allowance was give for the education of a child of the employee. c) any amount paid in connector with a holiday journey.Considering whether an income is chargeable to salaries tax a) whether the payment is derived from an employment or office b) whether the payment is in recognition of services rendered in the past, present or future. In D19/92, The taxpayer was qualifyinged and accepted employment by a Hong Kong high society. The society paid him a lump add together at the number 1 of his employment as an inducement to join the smart set. The Board held that this payment was corporate into his subjugate of employm ent with the company. The source of the inducement payment was the employment of the taxpayer with the company. It was non a gift. Compensation for loss of employment Generally speaking, compensation for a loss of employment which does non represent a payment for past, present or future services is non chargeable to salaries tax.This is considered as a sum paid in consideration of the surrender by the employee of his/her rights in respect of the employment. Such payments should be distinguished from the exhalation gratuities which is usually extend to to services previously rendered by the employee and hence ratable. The taxable termination gratuities may be related fundament for a maximum full stop of 36 months. A sum specified in the centre of employment may be taxed even though it was set forth as compensation for termination of employment. In CIR v Yung Tze-kwong, the Court has apportioned 10% of the severance pay as the inducement to enter into employment and 90% of t he sum was attributable to restrictive covenants, which was not taxable.In Fuchs, Walter Alfred Heinz v CIR, the Taxpayer was authorize to termination payments according to his 3-year contract of employment. The contract of employment was terminated about dickens geezerhood. to a lower place a termination agreement, the Taxpayer received a compensation do up of append A equivalent to his pay under the remain point of his contract (12 months) Sum B two annual salaries and Sum C the bonny of his three previous annual bonuses IRD levied tax on Sum B and C on the basis that they were paid pursuant to his contract of employment and the Taxpayer was contractually entitled to receive them on premature termination.The Court of collecting held that Sum B and C were assessable because they were not paid in abrogation of the contract of employment but in accordance with the contract of employment. The Court of Final Appeal upheld the decision. Payment in lieu of honour Aft er the decision of Fuchs case, IRD is now of the view that payment made in lieu of notice is an incentive for joining an employment and the payment is made under the terms of employment contract, the amount is chargeable to salaries tax if it accrues to an employee on or after 1 April 2012. EMPLOYEE SHARE-BASED BENEFIT Share pickaxe pull ahead Time of mind At the time of exercise, sequesterment or grow of share preference. Taxable Gain Situations Assessable Amount Exercise of selection Market value at the time of taking up the shares over summate consideration Option designate/ uncoverd Consideration for assignment/release of election less total consideration Timing of exercise of share weft According to the DIPN 38, a taxpayer is generally considered to have exercised an pickaxe when he has interpreted whatever steps are necessary to convert the offer contained in the option agreement into a contract to purchase the pertinent shares Locality of share option benef its The gain is chargeable to Salaries Tax if it comes at heart the scope of s 8(1)(a), ie if it can correctly be described as income arising in or derived from Hong Kong. If a person had a Hong Kong employment at the time of grant of the right, the income is also regarded as having been derived from Hong Kong.If a right is allow to an employee on an savourless basis during a year of assessment in which the person renders all services in respect of his employment outside Hong Kong, any gain subsequently realized, even if realized whilst the person is working in Hong Kong will not be charged to Salaries Tax. No financial obligation to salaries tax arises where a right is apt(p) on an un patternal basis prior to a person rendering any services in Hong Kong, notwithstanding that the right may be exercised after the person commences to render such services. Where a person with a non-Hong Kong employment is granted the right subject to a vesting period during which services are rend ered some(prenominal) in and outside Hong Kong, the gain should to some extent be chargeable to Salaries Tax establish on the next formula Days worn-out(a) rendering services Gain calculated in accordanceIn Hong Kong during vesting periodX with s 9(1)(d) and s 9(4) aggregate number of days in vesting period Definition of vesting period Vesting period normally means the period from the date of grant of the option to the first available date that an employee is entitled to exercise the option. An option will generally be considered to have vested when all conditions for its exercise have been satisfied. E. g. an employee involve to work for a certain(p) period of time. Share Award do good Shares obtained through share-based remuneration purposes are taxable perquisites forming part of a taxpayers employment income. When does the perquisite accrue to the employee?Referring to section 11D(b), this means entitled to self-command of the shares. Generally, two wooes in assessing s uch stages, viz Upfront and Back End. epitome of the two broad approaches Upfront approach Back End approach Vesting period applies? No. Yes. Time of assessment Upfront, ie at the time of the grant. Back end, ie upon fulfillment of conditions. Valuation Market value at time of grant. Market value at time of fulfillment of conditions. reject in valuation? Yes.The discount is to be determined in the No light of the facts of individually particular case. Distributions Received during the restriction period Not Received during the vesting period Taxable, (eg dividends, bonus shares) taxable regarded as investment income since since employee is entitled to the shares exactly when employee is entitled to the shares at the timeat the end of the vesting period. of award Example (Extracted from DIPN 38, eg 11) The taxpayer had a non-Hong Kong employment. On 1 may 2005, he was granted 10,000 shares by his employer subject to a vesting period. Shares would wholly b e vested on condition that he remained an employee of his company on the vesting dates. 5,000 shares vested in him on 1 May 2007 and the remaining 5,000 on 1 May 2008. The number of days in Hong Kong and outside Hong Kong was ascertained as follows (A) (B) (C) % Year ended Days in Hong Kong Days outside Hong Kong Total days (A)/(C) 31. 3. 006 275 90 365 75 31. 3. 2007 260 cv 365 71 31. 3. 2008 250 116 366 68 31. 3. 2009 255 110 365 70 The assessor and taxpayer agreed that the back end approach is applicable to assess the vested shares. The share-award benefits are assessed as follows ) the value of the first 5,000 vested shares is to be included with the taxpayers other remuneration in the year of assessment 2007/08 and 250/366 of the value is to be subject to tax, while b) the remaining 5,000 vested shares is to be included in the year of assessment 2008/09 and 255/365 of their values is subject to tax. vacation journey benefits scratch line from 1 April 2003, holiday warra nt or allowance to purchase holiday warrant will be subject to salaries tax. Section 9(2A)(c) provides that any amount paid by an employer in connection with a holiday journey is taxable. The term holiday journey is define in section 9(6) as either a) a journey taken for holiday purposes, or b) where a journey is taken for holiday and other purposes, the part of the journey taken for holiday purposes. The amount to be assessed is based on the actual amount paid by the employer, i. e. the actual live that an employer pays. DIPN 41 Taxation of Holiday Journey BenefitsThe CIR issued DIPN 41 Taxation of Holiday Journey Benefits in lordly 2003 to lay down broad statements on the interpretation and practice to be adopted by the Inland Revenue Department in relation to the above amendments. (a) Business trip (including a holiday incidental to such business trip) will not be taxable. (b) If it could be established that a journey is not for holiday, such as for the relocation of an employ ee and his family i) in Hong Kong upon assumption of a new post or ii) out of Hong Kong upon termination of an existing post here, the payment made by the employer will not be taxable. For such trips, any stop over visits to another place en route to or from Hong Kong would be disregarded as a concession. c)If an employer was given a certain mileage for a business trip paid by his employer and he redeemed it for a free tatter to a territory for holiday, the value of the free ticket is not assessable as no payment was made by the employer in connection therewith. Rental turn back or Cash allowance It is necessary to decide whether a sum is a rental refund and a hard capital allowance paid by an employer to his employee. A silver allowance is fully taxable as an income from employment. In CIR v scalawag (2002), to qualify as a refund of rent, there is no exigency for sufficient control, the performance of tenancy agreement and/or rental know to the employer.However, the tax payer must prove that the intention of the employer is to refund the rent paid and not to pay an allowance that can be spent in whatever way the employee wishes. For computation of rental value, it is based on a certain percentage on net assessable income ( beforehand self-education expense) depending on the reputation of accommodation. (Refer to D91/04 regarding the definition of hostel, boarding house &038 hotel). Allowable outgoings and expenses include all outgoings and expenses (other than domestic, snobbish or capital expenditure), wholly, exclusively and necessarily incurred in the production of the assessable income. There is a distinction between expenses incurred in the production of the assessable income and expenses for the production of the assessable income.The expression in the production of assessable income exhaust the same meaning as incurred in the put to deathance of the duties of the office or employment and without such expenses the employee may not be able to work the income. CIR v Humphrey (1970) 1HKTC451 traveling expenses incurred by a taxpayer in getting to his place of employment were not allowed (when traveling to his place of work, the taxpayer was not on duty). It is the taxpayers responsibility to attend to the place of work. CIR v Robert P Burns (1980) 1HKTC1181 sound expenses incurred by a taxpayer in an appeal against disqualification was not allowed as the expenses were incurred in order to prevent the taxpayer from being precluded from earning income, not incurred in the production of the income. In D91/03, a solicitor was denied a deduction produce on master copy indemnity insurance.The Board held that the amount was incurred so as to put the taxpayer in a position to earn her income and so as to qualify the taxpayer to perform the duties of her office as a solicitor. In D35/04, the taxpayer was required to repay part of the commission to his employer, being bad debt of his client. The repayment was required becau se he failed to esteem the employers credit policy. The Board disallowed the sum as it was not incurred for the motion of duties but for deviation from his duties. Home loan interest deduction 1) owe loan to beget dwelling in Hong Kong 2) interest paid to recognized organization 3) prescribed amount 4) claim for ten years In D5/02, a taxpayer held to be entitled to claim deduction of 50% only of he mortgage loan interest paid in respect of the property held by her and her mother as joint tenant although all mortgage payments were financed by her. In D106/00, it was held that only the portion of interest payment for the second bank loan employ to repay the outstanding point on the first bank loan is allowable. In D2/01, interest paid for the bank loan for the payment of the premium paid to the Housing authorization is not deductible as the premium was not deferred consideration for the attainment of the dwelling house. In D108/02, it is considered that owner does not include beneficial owner. SALARIES revenue PLANNING Common areas of salaries tax planning are source of employment, using statutory exemption and fringe benefit. Territorial source EmploymentIf the following three factors are present, IRD will normally accept that employment is located outside Hong Kong 1. the contract of employment was negotiated and entered into, and is enforceable outside Hong Kong 2. the employer is resident outside Hong Kong 3. the employees remuneration is paid to him outside Hong Kong. a) ensure foreign employment only income attributable to Hong Kong services is taxable. Ensure all the above three factors are met. b) render all services outside Hong Kong or performed services during visits not exceeding 60 days in the year of assessment. c) dual employment one covering Hong Kong duties with HK employer and the other covering overseas services with overseas company.Ensure the nature of the employment duties is clearly differentiated. d) dual capacity as a directo r and an employee not taxable if no services rendered in respect of the employment. Benefits-in-kind or Fringe Benefits Arranged to provide the following fringe benefits which are not taxable 1. discharge of employers liability which is not guaranteed by any other person 2. benefits which are not convertible into cash 3. benefits which are not attributable to a particular employee Not convertible into cash The employer should not give an asset to an employee free or at a hurt below market value. Assets should be lent to the employee for use without transfer of ownership. Utilities of Employees HomeThe contracts should be made between the employer and the utilities suppliers for the supply of facilities to the employees family. Domestic Servant/driver The servant or driver should be employed by the employer to serve the employee. Low Interest loan or Interest free loan Such a loan provided by the employer is not taxable provided that no other person provides surety to the loan. T he benefit must not be convertible into cash by the employee. fiat The employer should become a member and allow its employee to enjoy the clubs facilities. Medical and Dental benefits 1. engage a doctor/dentist by the employer 2. join a group medical/dental insurance scheme Quarters 1. reimbursement of rent 2. provision of place of residenceShare option Only gain realized by the exercise of share options is taxable. So do not exercise the right unless you derive very little income from that transaction at that time. Comprehensive Double Taxation Arrangement On 21 August 2006, the Hong Kong Special Administrative Region (Hong Kong) and the Mainland of China (Mainland China) entered into a worldwide double taxation establishment known as The Arrangement between the Mainland of China and the Hong Kong Special Administrative Region for the Avoidance of Double Taxation and the Prevention of Fiscal Evasion with respect to Taxes on Income (the Arrangement). Salaries Tax ImplicationsGen erally speaking, income from employment by a Mainland resident shall be taxable only in Mainland China unless the employment is exercised in Hong Kong. If the employment is exercised in Hong Kong, such remuneration as is derived from Hong Kong may be chargeable to salaries tax in Hong Kong. A Mainland resident in respect of an employment exercised in Hong Kong will not be chargeable to salaries tax in Hong Kong if all the following three conditions are satisfied 9 the recipient is present in Hong Kong for a period or periods not exceeding in the inwardness 183 days in any 12-month period commencing or ending in the taxable period concerned 10 the remuneration is paid by, or on behalf of, an employer who is not a Hong Kong resident c)the remuneration is not borne by a permanent establishment which the employer has in Hong Kong. If a Mainland resident renders employment services in Hong Kong but his remuneration is paid by a Hong Kong employer, he will still be exempt from tax under the IRO if his visit to Hong Kong in a year of assessment concerned does not exceed a total of 60 days according to the invidious treatment. Section 50 of the IRO provides the basis for the granting of a tax credit in relation to an item of income stipulated in the Comprehensive Arrangement and in respect of which tax has been paid in the Mainland. Example of calculation in the Arrangement is extracted as follows $ Total Hong Kong assessable income 200,000 Including gross income from the Mainland before tax 120,000 Tax paid in the Mainland 10,000 Tax rate in the Mainland 8. 33% Net income after tax from the Mainland 110,000 The effective tax rate in HK and the tax credit are computed as follows Total HK assessable income 200,000 Less Deductible items (12,000) Net assessable income 188,000 Less Personal allowance (100,000) Net chargeable income 88,000 Tax payable 6,340 The effective tax rate in HK Tax payable x 100% Net assessable income = 6,340 x 100% 188,000 = 3. 7% Net income from the Mainland after tax (grossed up at the effective rate in HK)( flyer) $110,000 x 100% 113,836 (100% 3. 37%) Less Net income from the Mainland after tax (110,000) Tax credit limit of tax paid in the Mainland 3,836 Under section 50, the actual tax payable in HK is computed as follows Assessable income (Hong Kong) 80,000 Assessable income (the Mainland) after deduction of tax 110,000 Add tax deducted in the Mainland 10,000 Gross income from the Mainland before tax 120,000 Total HK assessable income 200,000 Less amount not allowed as a tax credit (10,000-3,836) (6,164) 193,836 Less Deductible items (12,000) 181,836 Less Personal allowance (100,000) Net chargeable income 81,836 Tax thereon 5,538 Less tax credit allowed (3,836) Hong Kong tax payable 1,702 Note Under section 50(5), tax paid in the Mainland which is not allowed as a tax credit can be deducted f rom the income Amount not allowed as a ax credit $10,000 $3,836 = $6,164 Net income from the Mainland after tax $120,000 $6,164 = $113,836 Lecture 1 Tutorial Questions 1. Mr Lee supplies you the following information in relation to the year ended 31 demo 2012 ) He was recruited five years ago in capital of Singapore by Multinet Ltd, a company incorporated and carried on business in Hong Kong, as the companys regional autobus. He was paid an annual earnings of $800,000. During the year he only spent six months in Hong Kong as he was required to travel around Asia to carrying out his duties. By arrangement with his employer, his salary was paid directly into his bank account in Singapore from which he had money remitted periodically to Hong Kong. b) Multinet Ltd operates a medical insurance scheme for all its employees through an insurance company based in Hong Kong. Under this scheme Multinet, as insurer, arranges with the insurance company to insure distribu tively employee against malady and related hospital salutes.It pays an annual premium to the insurance company of $6,000 for each employee. Mr Lee paid visits to his own doctors and paid the doctors aeronaut first, which was later reimbursed by the insurance company. The insurance company reimbursed him the total personify of $7,500. c) He considered that it would be productive to have a personal laptop computer for use while traveling on business trips. He therefore purchased a computer for $12,000. He used it solely for his employment. d) forrader he was employed by Multinet, he was working with an international company incorporated in Singapore. All his services were rendered in Singapore. In frame 2005, he was granted an option to subscribe for 100,000 hares at a cost of $2 per share. At the time of the grant, the market price was $5 per share. In January 2012, he exercised the option and the market price was $4 per share. In show 2012, he sold the shares for $6. e) Mrs L ee is a housemarried woman and is living in Hong Kong. f) Multinet paid school fees amounting to $60,000 for the education of his younger son in Hong Kong. Under an arrangement entered between the school and Multinet, Mr Lee was not liable for the payment of the school fees. g) Mr Lee paid residential care expense of $60,000 to the residential care rest spot situated in Kowloon Tong in respect of his incur who is aged 64. He also paid $12,000 to his father. ) He has two children, aged 16 and 22. The younger son is the child as described in (f) above and the elder son is receiving full time education in Singapore. He has a part-time job for his daily expenses. i) Mr Lee lives in a flat owned by himself and his wife as joint tenants. During the year they paid mortgage loan interest to the bank of $130,000. undeniable a) Explain whether Mr Lee is liable to Hong Kong salaries tax. b) Assuming Mr Lees income is liable to Hong Kong tax, comment your tax treatment for items (b) to (i) above and c) Compute Mr Lees salaries tax liability for the year of assessment 2011/12. Ignore provisional salaries tax. Note to students distinguish between the HK employment and non-HK employment and apply the three factors to the case) 2. Mr brownish was employed by B Ltd as a sales manager for many years. B Ltd was incorporated and carrying on business in Singapore. Mr dark-brown used to live and perform duties in Singapore. In order to widen its market in China and South East Asia, he was assigned by B Ltd to work for two years from 1 April 2009 to 31 blemish 2011 to in charge of the sales activities of the company in that area, including Hong Kong, at an annual salary of $1,095,000. In consideration of his taking up the two years assignment, B Ltd would grant him a share option (Option 1) to purchase 100,000 shares in B Ltd at a price of $3 each upon completion of the assignment.On completion of the contract on 31 March 2011, B Ltd granted him the share option and he exerc ised the option on 30 June 2011. The share price per share of B Ltd was $5 and $8 as at 31 March 2011 and 30 June 2011 individually. On 1 April 2011, Mr chocolate-brown signed another contract with B Ltd for another two years with annual salary of $1,171,200. In consideration of the taking up of a new contract, B Ltd unconditionally granted Mr embrown another option (Option 2) to purchase 150,000 shares in B Ltd at a price of $3. 50 each when the price per share was $5. 50. Mr brownish paid $10,000 for purchasing the option. On 1 October 2011, Mr Brown assigned the share option (Option 2) to his colleague for $330,000 when the price per share was $6.Starting from 1 April 2011, B Ltd rented a flat in Hong Kong at a periodical rent of $35,000 for Mr Browns residence and Mr Brown was required to pay periodical nominal rent of $1,500 to B Ltd. In the year of assessment 2011/12, Mr Brown took a 5-day business trip to Thailand to be followed by 5 days vacation there. Mr Browns wife accompanied him to take the 10-day trip to Thailand. B Ltd paid $50,000 for each of them to a travel company for the entire trip including air ticket, accommodation, meals, transportation expenses, etc. The cost of the air ticket was estimated to be $5,000 each. During the following years of assessment, Mr Browns stay in Hong Kong is as follows Year of assessment No. of days in Hong Kong 2009/1055 2010/11280 011/12200 inevitable a) Explain to Mr Brown whether his income is subject to salaries tax for the year of assessment 2009/10. b) Compute the assessable income of Mr Brown for the years of assessment 2010/11 and 2011/12. 3(a)Mr Fong is a financial manager of A Ltd, a company incorporated in Hong Kong, since December 2006. In April 2011, he was posted to Macau to set up the financial system of a subsidiary of A Ltd. His salary is directly deposited in his bank account in Hong Kong. He returns to Hong Kong on a regular basis and stays with his friends, as he does not have a topog raphic point in Hong Kong. In the year of assessment 2011/12, he spent 58 days in Hong Kong.During the period, he carried some of the work with him from Macau and worked in the office of A Ltd for a total of 50 days. Required Comment on the salaries tax liability of Mr Fong for the year of assessment 2011/12. 3(b)Mr Kam was having a non-Hong Kong employment before 31 March 2010. On 10 April 2009, he was granted an option (Option A) unconditionally to purchase 80,000 shares of his employers holding company at a price of $2. 00 each when the price per share was $3. 50. During the year ended 31 March 2010, he visited Hong Kong for 160 days for performing his employment duties. Starting from 1 April 2010, he was employed by C Ltd, a company incorporated and carrying on business in Hong Kong.He supplied you the following information for the year ended 31 March 2011 (a)Salary $1,500,000 b) On 1 December 2010, he was granted an option to purchase 120,000 shares in C Ltd at a price of $1. 5 0 each when the price per share was $4. 25. He exercised the option on 20 March 2011 when the price per share was $5. 50. On 31 March 2011, he received dividend of $12,000 for the shares. c) Starting from 1 April 2010, he hired a flat at a monthly rent of $40,000 and C Ltd refunded monthly rent of $35,000 to him. d) Starting from 1 April 2010, C Ltd leased a motor car for the free use of Mr Kam. C Ltd paid monthly rental of $8,000 to the car leasing company. ) On 20 March 2011, he exercised Option A when the price per share was $3. 30. He sold the shares on 31 March 2011 when the price per share was $4. 80. f) He made cash donations to the Hong Kong blood-red Cross of $100,000. Mr Kam is married and his spouse is a housewife. They have a son aged 20 and is studying in a university in Singapore. Required i) Explain your tax treatment of items (c) and (d) above. ii) Compute Mr Kams salaries tax liability for the year of assessment 2010/11. Ignore provisional salaries tax. 4. Mr Pang is a fourth-year management of a company in Hong Kong. Due to the Board of managing directors decision, Mr Pangs employment was terminated immediately on 29 June 2012.When Mr Pang left the company, he received a total sum of $3,960,000 consisting of the following a) final months salary of $120,000 b) bonus of $100,000 c) payment in lieu of notice of $120,000 d) compensation for leave not taken of $60,000 e) lump sum payment of $1,000,000 agreeing for not participate with the companys business for two years f) a further sum of $2,560,000 being final settlement between the company and Mr Pang. According to the employment contract, the company is responsible for the traveling expenses for returning to Mr Pangs home country. In this regard, the company had incurred cost of air tickets of $80,000 for Mr Pangs return to his home country with his spouse.Required Advise the tax treatment of the above items. (Note to students you have to consider what additional information you may require to determine if the income is taxable or not) 5(a). Mr Chan owns Property A and Ms Lee owns Property B. Mr Chan married Ms Lee on 1 September 2010. Before their marriage, Mr Chan and Ms Lee lived at their own property. After marriage, Ms Lee locomote into Mr Chans property. Ms Lees property was still used by her parents as their residence. Mr Chan and Ms Lee paid the following home loan interest during the year ended 31 March 2011 1. 4. 2010 31. 8. 20101. 9. 2010 31. 3. 2011 Mr Chan$60,000$84,000Ms Lee$65,000$30,000 5(b). Mr and Mrs Ko lived together in their jointly owned residence up to 31 December 2010. On 1 January 2011, they separated and Mr Ko move out to a rental accommodation. Under the Deed of Separation, Mr Ko would assign the property to Mrs Ko at the date of divorce. The date of divorce was 1 July 2011 and the legal ownership of the property was assigned to Mrs Ko on that day. They paid the following home loan interest during the year ended 31 March 2011 1. 4. 2010 31. 12. 2010$90,000 1. 1. 2011 31. 3. 2011$30,000 Mrs Ko was responsible for the payment of loan interest during the period from 1. 1. 2011 31. 3. 2011. 5(c).On 1 March 2010, Mr Ma purchased Property D at cost of $4,000,000 with downpayment of $1,200,000 and the balance was paid with the finance of mortgage loan obtained from a local bank and secured by Property D. The downpayment was financed by a banks overdraft, which was secured by his personal guarantee. He used Property D as his residence starting from 1 April 2010. During the year ended 31 March 2011, he paid the following interest to the bank Bank overdraft interest $60,000 Mortgage loan interest$56,000 Required Compute the amount of home loan interest that each of the above person was entitled to claim for the year of assessment 2010/11.You are required to state the principles/reasons to support your calculation. Note to students refers to DIPN No. 35(Revised) 6. Mr Chung is going to renew a contract of employment with his employer. The companys director has provided him with the following proposed changes Current benefits Proposed benefits (a) 13 months salary per annum 12 months salary per annum plus discretionary bonus, depending on the companys profitability and the employees erformance (b) Company car (the car is owned by the company) A monthly sum of $12,000 will be paid to him for his transportation (c) Meal coupons from mobile canteen Cancelled, business meals to be reimbursed upon approval (d) Medical insurance (the company participated with a Cancelled, medical bills to be reimbursed upon scheme for the employees) approval, up to a maximum of 80% of the bill amount (e) Monthly housing allowance of $20,000 Cancelled, rental reimbursement of $15,000 upon production of rental receipts and tenancy agreement (f) Share option for employees to acquire shares in the employers listed holding company (g) Childrens education cash allowance, paid by the Cancelled , a one-off lump sum compensation payment to company directly to the school be made at the beginning of the new contract Required Advise Mr Chung on the Hong Kong salaries tax implications arising from the proposed changes to the respective benefit items. (Note to students comments on whether such changes will affect the tax liability)

Although “Romeo and Juliet” Was Written by William Shakespeare in About 1600, Its Themes of Fate and Death, Love and Hate Are Enduring Concerns for Us Today. Discuss. Essay

3. Although Romeo and Juliet was compose by William Shakespeargon in ab out(a) 1600, its roots of wad and final stage, kip down and hate argon enduring concerns for us immediately. Discuss.Romeo and Juliet is a tragedy, written by the renowned Shakespeare in the 1600s, which has remained a popular play for umpteen people now. It tells the story of two star crossed l all overs whose fleeting coquette is ended by tragedy. The reason that this play is so appealing to audiences straightaway lies within the main news reports of the play love and hate, death and fate. Because of the enduring the components of these themes, the lessons and experiences open in the book mint be easily relat fitting to the people of our time. The themes of love, which we leave cornerstone see comes in m either forms, are all easily link to situations that many people leave alone face in our times. Hate is a give care a theme which has continued from Shakespeares time to now and largely effe cts communities today. Death is a theme that everybody can relate to, and the reasons for the deaths in Romeo and Juliet can also be applied to certain peoples death. The theme fate is not so easily applicable to todays society as the former(a) themes, only if t here(predicate) are many exceptions and the suppositions behind fate can still apply to us today. But the first theme to be discussed go away be that of love. nonpareil of the most obvious themes in the play is Love. Within the play, there are a couple of types of love displayed a fleeting infatuation and a genuine love. The fleeting love can be seen at the curtain raising of the play where Romeo claims to be in love with the maiden Rosaline. His crush on Rosaline leads him to do thoughtless things, which Montague tells us when he says Away from the light steals dwelling dwelling my heavy son and in his private chamber pens himself, shuts up his windows, locks fine daylight out, and sop ups himself an artificial n ight.(Act 1, photo 1, varlet 29) Romeo locks himself in his room and weeps over her, but as soon as he sees Juliet, his love for her nowadays vanishes. Many people can relate to this today because growing up they are bound to ache brief infatuations that, although fleeting, may also make them do rough unwise things. And secondly, the genuine love of Romeo and Juliet. For these two, it was love at first sight, but evidently it was an everlasting love. In comparison to Romeo and Rosalines love, Romeo and Juliet show a much deeper, passionate love. They speak to individually other in poetry and are even willing to risk their lives and down themselves for each other.In the balcony scene, Romeo even says to Juliet I am no pilot film yet, wert thou as far as that vast shore wash with the farthest sea, I should adventure for such(prenominal) merchandise (act 2, scene 2, page 52) This means that he would go to the ends of the earth, no matter how dangerous or difficult it was, adept to reach Juliet. One modern example of this love would be from September 3rd 2010. Brian Wood and his pregnant wife Erin were madcap to meet family when a car raced head on towards them. Brian immediately spun the wheel to the right, making sure that provided he would be hit with rise impact from the car. Brian was killed, but Erin walked away with only a few bruises. That is only one of many thousands examples of love that we see today. Love is a concept that can be grasped by people from around the world at any time in history. On the other hand, Romeo and Juliet also provides us with the theme opposite of love hate. Hate is a strong theme in Romeo and Juliet, ultimately leading to the death of several characters. The opening scene of the play shows us the rivalry betwixt the two rich families, the Montagues and Capulets.The indestructible feud causing destruction and havoc within the city of Verona. in that respect are many gangs today that share the aforementione d(prenominal) behavioural traits of the Capulets and Montagues fend for then. For example, there were many controverts fought in the play over small issues. For example, in Act 1 Scene 1 when Sampson and Gregory see people from the sept of Montague approaching, they discuss shipway of provoking them to start a fight, saying things such as I will bite my thumb at them, which is a disgrace if they bear it and Draw, if you be men.(Act 1, scene 1, page 26) The people of the Capulet house go advisely smelling for a fight. Whereas the gangs today will fight over matters such as territory, respect and drug turf and will purposely go out looking for fights so they can look more superior to other gangs. Another scene where we see this theme is in the scene when Mercutio dies and Romeo says Away to heaven respective lenity, and fire-eyed fury be my conduct now (Act 3, scene 1, page 71) Here Romeo wants to avenge Mercutios death by killing Tybalt, even though he primitively did not want to fight Tybalt because of his marriage to Juliet, Tybalts cousin. This can be compared to gangs, who will not leave any type of disrespect unanswered in fear of losing their reputation or respect. Sometimes, when the hatred of one another gets out of hand, it can lead to the next theme, death. The death of six characters throughout Romeo and Juliet makes death significant theme, as well as presenting the play as a tragedy. All of the deaths in the play were a result of the feud between the Montagues and the Capulets, whether it was suicide or murder. The theme of death is universal theme Shakespeare highlights in his plays that has not changed through the days. Death is an everlasting concept and there will always be application for it in the world, whether it is today or 411 years ago. In order, there were the deaths of Mercutio, Tybalt, Paris, Romeo, Juliet and finally Lady Montague.The two most great(p) deaths were of Romeo and Juliet who, after a failed plan to avoid Jul iets marriage to Paris, devote suicide. Friar Laurence explains after both are found dead in the tomb, saying But when I came, some minute ere the time of her awakening, here untimely lay the noble Paris and true Romeo dead And she, too, desperate, would not go with me. (Act 5, scene 3, page 115). One modern application of this happened in October 2010. In that month, there were over five cases of teenage suicide because of agony at school due to their sexual orientation. This applies the same concepts of the suicides of Romeo and Juliet when they were not able to be with one another because of opposition. The other deaths are results of murders by the opponent side of the quarrel. in that location have been so many wars and gang fights in our time, it would be almost impossible to name them all. Much like the score between the Montagues and Capulets, many have died as a result of the fighting, when it could have otherwise been solved. The reason behind the grudge between the Mo ntagues and Capulets had been long forgotten, as has the reasoning behind the conflict between gangs. Another factor that can also be blamed for the death of certain characters is fate. Fate is possibly one of the most important factors in the death of the two protagonists. Romeo and Juliet is a tragic play where the characters have no awareness of their ensuing downfall.In the time the play is set, fate and destiny were huge concepts that were definitely factors that impact the decisions made in their lives. But in todays society there are less and less people who hypothesise that there is anything that is meant to be or supposed to happen, and instead think about ways to get around problems and that there are many different outcomes for each of our actions. They believe that they have their own free will and their futures are pertinacious by the decisions they make. This theme, although not very directly, is still applicable to us now. There are still people who do believe in fate, just as in the 1600s. There are many people such as psychics or fortune tellers who make their living out of singing people their destinies. But the majority of society may not think of their lives as being predetermined by some force, many finalize to follow their gut relishing in making decisions. Before sack to the Capulets party and meeting Juliet, Romeo says I fear, too early.For my mind misgives some consequence, yet hanging in the stars(Act 1, scene 5, page 42) Here Romeo is stir and doesnt feel as if he should go to the ball because he thinks there is an event destined by the stars that is going to happen that night. Similarly, today there are people who will base their decisions on how they feel and the consequences of that action. Almost every single person at some stop consonant in their lives will question themselves, asking things such as What is my purpose in life? Having a purpose in life is like having a destiny. You may not get by what it is, and yo u may not know how to control out. There are many different opportunities and choices that are met, but as you live your life, every decision that you make up to a certain point leads you to the answer of your question. There are many ideas behind the themes of Romeo and Juliet, all of which have endured down to today. With the universal concepts of the themes of love, hate, death and fate we find that the lives of the Montagues and Capulets were much like the lives that we live today. Of course the situations they were in were different, but the same lessons can be learned and the same themes are applied to periodic life. So as Juliet said in the balcony scene Whats in a name? That which we call a rose by any other word could smell as cloying. (act 2, scene 2, page 51). well(p) as a rose would smell just as sweet if called by any other name, the themes of Romeo and Juliet and its lessons are just as baronial when applied to the different situations in different time periods.

Course purshasing Essay

* Founded by France Dominique Mandonnaud in 1969 as a s pixyle nose shop. * By 1979 the company was already expanded to several stores * Originally, Sephora was planned to be self-service store that offers a variety of products. * Its founder Mandonnaud re filthed his combined train of stores in order to expand is grocery. * Mandonnaud extended its branches all over France by acquiring 8% of total French retail perfume market and was purchased by LVMH, luxury product group, for $262 million in 1997. * Sephora expanded its trading operations and work beyond the perfume industry and expanding its core of products to cosmetics.* Under LNMHs ownership and opened its first U. S store in naked York City in 1998 However, this presented a contest for the company as they had a difficult time to supply the products from other prestigious brands such(prenominal) as Estee Lauder and Clinique. * The Company banked on rather un have it offn brands to fill its shelves therefore, these relati onships grew unfaltering and eventually this fact led to the innovation and creativity of these brands to introduce newfangled grooves of products. * Sephora confronted many issues on their cosmetic line division, especially with the direct line of supply from other stores.* Bottom line, Sephora offers more than 200 brands that go from the representative classics to new and exotic brands altogether, Sephora counts with more than 20,000 products. Among those products we could find top of line and forward-looking brands as well as not so well know products. * Sephora formed an strategic alliance with JC Penny. * Sephora. com was projected to generate 15-20% of Sephora USA gross gross revenue in 2010. * Sephora. com ranked top 50 retail sites in U. S SWOT analysis Strengths * Globally distri preciselyed with more than 1000 shops worldwide * laborious parent company LVMH * More than 20,000 products to offer.* Strong online sales * self-service rise to cosmetics * Strong emphasis on construct loyalty brand by tracking down the customers shopping habits. Weaknesses * Modest operational budget. * Low brand recognition * Lack of TV promotions and print ads. * Higher price than drugstores and supermarkets Opportunities * sharpen their customer loyalty program in order to build a relationship with the product consumers. * Sign contracts with famous celebrities to endorse their products. * Introduction to set down into emergent economies such as Brazil and India. Threats * Economic downturn.* Other companies in the same industry. * Amazon and other online companies that sale cosmetic, with their aggressive approach could sure enough become a threat. Identification of Problem * Personnel and financial constraints ask to be addressed. * Imagination and inventiveness was with child(p)ly needed. * Budget limitation, presented a documentary challenge when it comes to budget allocation to different initiatives. * Outcomes assessment of social media campaigns as well as mobile applications constituted a real running play to overcome. Sephora Direct Julie Bornstein took Sephora on another journey.She transforms the marketing view to a a good deal modern and up to date campaigns. * New Budget request was introduced in order to launch a major campaign that will involve social media, web site enhancement as well as the implementation of customer relationship campaigns. * Campaign success should be assessed everlasting(a) unwrap Facebook identicals and twitter followers as well as I phone application downloads. Sephora. com and Beauty Insider * Sephora. com was implement on 1999 with very imp clear short and long term goals. * Up to 25% of sales should be generated by Sephora. com by 2010. * By 2007 Sephora developed its Beauty Insider campaign.* Incentives such as 1 point for every dollar, redeem points programs are among those strategies in order to pass water that relationship with its customers Social Media Although this initiative h ad a stony start, eventually become a success, Bornstein visionary initiative and her persistence, this initiate obtained 1 million product reviews posted on their web site. (Ofek, 2012). Facebook * Sephora join Facebook by 2008 in less than a year their account had close to 300,000 fans in Facebook. * Last statistics show the Sephora page with more than 900,000 Twitter * By 2010, Sephora had approx. 100,000 users.* mainly used for current promos, contests, events, etcetera * Customers used it to tweet about newly found products. You Tube * Used by Sephora to upload How to Videos on contrive applications however this sharing video site could be utilized on a much more aggressive way. Cell phone applications * The facilitatey pace of technology forced mayor companies such as Sephora to create applications for smart phones like IPhone, Droid, Blackberry, etc. Alternatives Budget Re-distribution As stated antecedently the fast pace of technology constitute a real challenge not on ly to Sephora but to every single company. thereof, I would like to present the following suggestions * Cellphone applications should really put one across a great attention and consequently, more financial Resources. * Pros * Instant reaching out to their customer base * Cons * Increase cost of application development fees. * Facebook, according to young generations has become not cool and obviously not as irresistible for younger women, therefore Sephora should look into other popular social media networks in order target new customers that eventually become loyal customers. Instagram, Pheed, thumb, Medium, etc.should be receiving at least 5% of the developmental budget for emerging social sites. * Pros * Targeting potential new buyers, young men and women that are overeager to take on the world. * Cons * This target population might take roughly time in order to become actual customers. * Beauty Insider should lodge at 20% as this constitutes the strongest campaign for Seph ora when it comes to help Sephora loyal customers. * Pros * continuous catering of loyal customers * Cons * Become obsolete if new strategies are not develop. * Retailing print catalogs, store animations.Should receive 30% percent of their developmental budget as these tools have become obsolete for the most part. (Personal opinion) * Pros * drop-off of cost in traditional advertise. * Cons * Potential loose of mature but loyal customers. Recommendation Finally, my recommendation will be to start a comprehensive Research of outcomes in the different categories of initiates developed under Julie Bornstein leadership. base on those findings re-restructure the entire budget and re-think some of our means to reach out to new and existing customers.We live in a fast speed life and therefore our customers are as busy as they could help. Therefore Sephora must constantly evaluate and re-design their marketing strategies in order to bear the upmost friendly user options to inform serve and sell our products and services to their consumers. Therefore I would choose the Cellphone application development to receive a greater part of the advertisement developmental budget and at the same time re-balance other line of the budgets in order to localize the budgets accordingly to the outcomes evaluation done thorough the above suggested research.

Character Analysis on Boxer (Animal Farm) Essay

Horses are well known for their loudness and Boxer is no different and he lives up to the expectation of cosmos a strong male horse. Boxer is an almost blind companion to the farm and whoever is in charge of it. His almost unreal effect is a massive asset to the rebellion and to the farm as he is sufficient of body of working clayeyer than any brute. As soon as he learns or so Animalism, Boxer makes himself available to do anything for the rebellion. After the rebellion at the action of the Cowshed he proves once again how irreplaceable he is to the farm, as he proves he is a valuable soldier but he shows us that he is a kind and gentle soul as he feels pain when he thinks he has killed the young farm boy. He wakes up early everyday so that he can model more work done around the farm as he gives himself the job of making the farm a better place for his partner animals. He adopts the maxim I will work harder. This leads him to do grand things much(prenominal) as buildi ng the windmill twice almost on his own.Unfortunately, Boxer does have the intelligence that we so wish would match his strength (this is clear when he is otiose to learn the alphabet past the letter D). He is actually very nave and innocent and this leads him to be easily confused and taken advantage of by the pigs and Napoleon. After organism taken advantage of many a time, Boxer eventually adopts a second maxim, except this maxim eventually leads to his crop upfall Napoleon is incessantly right. Boxer shows devotion like no other to the improvement of the farm and this is evident when he collapses as he states It is my lung . It does not matter. I think you will be able to finish the windmill without me. raze when boxer collapses and is close to last, he is still thinking of his work, his fellow comrades and how he can help make the farm better for when he is no longer capable to do more. Sadly for us, Boxer does not search to grow wiser with age, and even when he is being taken away by the knacker, he needs to be told what is happening before he tries to do something about it. When he realises whats happening he gets to his feet and tries to kick down the door of the cart but is unable. This is a sad image and a sad end to Boxer as there used to be a time when one swift kick of Boxers hooves would have kicked down the cart wall with ease. How fitting is it that such a great animal like Boxer, would be put to death in such a cowardly way and by the animal that he trusted and listened to the most, Napoleon.BOXERS REPRESENTATION IN corporeal LIFEBoxer represents the working class, a person of no great intelligence but very capable and reliable abilities in work that required labouring. He spends his time in the novel helping with the revolution, and consequently the pigs. Everything he does, he does to the best of his ability, he does this because he knows that his own hard work will result in a better farm for all animals. However, because Napoleon a nd the pigs view the other animals as workers for their benefit kinda of equals, Boxers work is never rewarded when he becomes injured and unable to work, Napoleon sells him to the knackers instead of letting him retire as promised.

360-Degree Feedback in the Appraisal Process †the Present Need for Banks in India

360-DEGREE FEEDBACK IN THE APPRAISAL PROCESS THE PRESENT NEED FOR BANKS IN INDIA * Dr. J. SRINIVASAN universe Tremendous changes save taken place macrocosm-wide in the last decade. These changes establish had a strong impact on service sectors in India. The world is very different today from what it was a decade ago.Todays corporate world can be characterized as highly competitive, engineering and systems-driven, customer-centered, quick, cost and quality conscious, to survive, whizz has to compete with those who have technological advantages, pecuniary advantage, systems advantages, communication advantages, and above entirely, those with sight advantage. Success of the individual in the field of study place demands collaborative social intercourseships with superior, colleagues and inhibits, and can seldom be adequately assessed whole by the superior.Further, an individuals individualal growth answer requires bearing and constructive feedback on ones ability and w eaknesses. The 360-degree feedback or Multi-rater sagaciousness has become a worldwide phenomenon. It was extensively use as the Indian Institute of Management, Ahmedabad in India form mid eighties though the marches 360-degree feedback was coined in USA in early nineties. This tool has become a popular change focal point tool and leadership competence-building tool. This is evident from the study in the subjugate of Indian companies adopting it. writ of execution appraisal has come to convey a pivotal place in human resource function. The handed-down merit rating which focused on soulfulnessality traits was replaced by carrying into action appraisal with focus on name moderates. In order to work appraisal more(prenominal)(prenominal) __________ * Assistant Professor of Commerce, Arignar Anna Government Arts College, Cheyyar 604 407. netmail email&160protected co. in objective, transp arnt and participative, concepts such as self-appraisal, pear appraisal, subordi nate appraisal and appraisal by customers twain knowledgeable and external were introduced. signification 60-degree feedback is a work on by which an individual gets his/her aggregated feedback from different categories of individuals- seniors (boss, report officer, reviewing officer), subordinates, cultivate and in take away reporters, peers (colleagues and internal customers), external customers and suppliers, and other role/ punctuate members with whom he/she is interacting. The 360-degree feedback cognitive process is an grievous development to enrich human resources, governmental development and training and development. Traditional process assessment has mostly been special by the perspective of the immediate reporting and reviewing superiors.In contrast, the 360-degree feedback broadens the canvas dramatically. It returns a wider and more realistic forum for frank evaluation by contain reports, peers and others, resulting in new motivating and direction for th e people. As a result of this, people can move towards companys goals more apace and with greater precision. Though people may express initial jot of be assessed by superiors, subordinates, colleagues and others, in actual practice many favor to be assessed by a group who see their surgical process from a variety of perspectives, rather than from the limited perspective of their immediate superiors.They find 360-degree feedback as more accurate and fair. The 360-degree feedback process involves collecting perceptions about a persons behaviour and the impact of that behaviour from the persons superiors, direct reports, colleagues, fellow members of project team ups, internal and external customers, and suppliers. Multi-source feedback encourages openness and raises expectation, leading people to believe the organizational value, continuous dealing and honesty. The 360-degree feedback process should be interconnected with the strategic perspective verses derived from the bala nce scorecard framework.Most organizations appear to be using this process for ? leading development (implementing their leadership models or reinforcing the same) ? item-by-item growth and development ? Competency building ? R arely or neer for Performance Appraisals, rewards and recognition, collecting data on employees, succession intentning and flight development. Considerations before starting 360 degree feedback 1. Purpose It is central that people are clear about why this process is being used and what it is being used for.The purpose require to be clearly and consistently communicated to all those involved. 2. Culture Organizations need to understand whether the organisational gardening supports this process and allows open feedback. The 360-degree feedback process relies heavily on the inputs of others so participants and raters need to feel comfortable and back up when taking part in this process. 3. Timing Identifying when to introduce 360 degree feedback is an all- all important(p)(prenominal) consideration. It is not appropriate to introduce it during periods of downturn or when redundancies or re-organizations have been announced.During these periods, staffs are more likely to be feeling threatened and implicated about the organizations intentions and therefore resistant to new feedback processes. 4. rove out Consider having a senior manager acting as a sponsor or champion of 360-degree feedback. This can greatly raise its success and generate buy-in in to the process. It is overly important to involve staff as early as possible in the implementation of 360-degree feedback as it prevents secrecy and the feeling that this has been imposed on them. 5. ConfidentialityIt is important to guarantee confidentiality for participants both subjects and raters. Make sure the model you are using run acrosss this happens so that the feedback is not attributable to individual raters. The 360 degree process 1. Self-assessment Self-assessment e ncourages the individual to take responsibleness for his or her own development and is a useful starting repoint in the 360-degree feedback process. Consideration needs to be given to the purpose of this data and how it is used as rise as who has access to this data and how dour is it held for. . The raters Identifying the most appropriate people to rate the cognitive process of the individual is a key part of the process. ideally the recipient will have lavish involvement in identifying who they think is in the best position to mark on their performance. The raters must(prenominal) be credible to the recipient for them to act on the resulting feedback. 2. 1 Number of raters The assessment has to be based on a large enough sample to ensure that it is valid. If too small, there is a danger that one raters view will have a major impact on the overall results. to 12 respondents are usually sufficient in terms of reliability. 3 The questionnaire The design of the assessment, reporting and feedback process should suit the purpose of the exercise. It needs to describe the behaviours, which relate to actual railway line performance. It should relate to existing measurement systems within your area, such as competencies. It alike needs to be in line with Citys shade and values. The questionnaire needs to be relevant to the raters and their day-to-day involvement with the individual.A well-designed questionnaire should gallop respondents the opportwholey to indicate where they have not had the opportunity to observe behaviour, or where the behaviour is not relevant to the job, so as not to advertize them to guess. Ideally the questionnaire should take between 15 and 30 minutes to complete. 3. 1 Qualitative and denary data The most in effect(p) questionnaire design is one that encompasses both quantitative as well as qualitative elements. The quantitative elements provide the structure and the qualitative questions provide the context. Feedback strateg y It is important to consider what feedback is communicated and how and when this takes place. 4. 1 Feedback report Feedback usually consists of a report. The design of the report should be kept simple and ideally designed to help the individual priorities their sexual intercourse strengths and development areas. Given that an individual is receiving sensitive information about how their colleagues, direct reports and manager view their performance, sensitivity is essential. somewhatone must be procurable to help return the results with that person. . 2 Trained facilitators As 360-degree feedback is being used as part of the appraisal process, feedback is communicated face to face. The people self-aggrandizing the feedback (appraisers) must have had the relevant training to give them the skills to support this process. 4. 3 When feedback is communicated Ideally the individual receives feedback as soon as possible after that feedback has been collated. It is important to ensure that people receive it when there is support available to interpret the results e. g. s part of a supportive appraisal process. 3. Evaluation 3. 1 Purpose Evaluating the impact of 360-degree feedback is an important part of determining its success. This is especially important if you have pi mussinessed this process and are considering rolling it out to other areas and/or are repeating the process. 3. 2 Measures Impact can be careful at both the organisational and individual level. This can include succeeding(a) up with participants about their views on the process as well as measuring the impact it had on their development plans.On an organisational level, monitoring key performance indicators will determine whether targets have been met more closely side by side(p) the cornerstone of 360-degree feedback. Implementation of 360-Degree Feedback Process in Banks The implementation is typically done by ? Creating acceptance of the process with the individual to be evaluated. ? Con ducting a self-evaluation with the individuals. ? Identifying the appropriate turn of events of persons who will participate in the 360-degree feedback process. ? Conducting the evaluations with the employees, superiors, peers and subordinates. Analyzing the collected information to identify consensus on strength and weakness of the evaluated individuals. ? Meeting with the evaluated individuals to discuss the 360-degree feedback results and to develop a self-development plan to overcome personal deficiencies to meet the challenges. ? Conducting periodic evaluations of the individual. Objectives of 360-degree feedback or Multi-rater Appraisal and Feedback dust (MAFs) The assessment is made on a questionnaire specially designed to measure leadership styles, managerial qualities, impact and other behaviors considered fine for performance.Such feedback from multiple sources provides a credible picture and can be used for divers(a) purposes like Providing insights into the strength s and developmental areas of the candidate in terms of the effective performance of roles, activities, styles, traits, qualities, competencies (knowledge, attitudes and skills), impact on others etc. Enhancing role clarity and establishing increased accountabilities. recognition of developmental needs and preparing development plans more objectively in relation to the current or future roles and performance improvements for an individual or a group of individuals. Leadership phylogenesis. Generating data for various personnel decisions (provided it is decided initially that the feedback is not meant only for the person but also to be divided up completely with the organization) Culture building and reinforcing other change management efforts and organization effectiveness directed interventions. This may include TQM efforts, Customer focus or internal customer satisfaction enhancing interventions, Flat structures, Quality enhancing and cost trim back interventions, process ch anges etc. Aligning individual and group goals with organizational ken, values and goals. Planning internal customer satisfaction improvement measures. This review generally supplements the traditional appraisal system and does not replace it. Benefits of 360-Degree Feedback 360-Degree feedback offers several advantages. Some of these include Benefits to Banks It provides a more objective and acceptable feedback. Very effective for developing leadership and other competencies considered critical for performing various Leadership and Managerial roles effectively. Serves as a team-building tool as it is more involving and participative Promotes a culture of openness Promotes total quality with emphasis on internal and external customer orientation Results in better quality of HR decisions for training and rewards Helps in identification of competency gaps and planning development interventions It is a good supplement to normal appraisals but not a allayer to them. Benefits t o the individual Serves as a team-building tool as it is more involving and participative Helps to bump if your impact on others within the organization is in the desired vogue/direction Enhances self-awareness Helps discover strengths, weaknesses and blind spots Provides direction for change and development Focuses attention on actions and behaviours valued by others thereby improving work relations Helps discover areas where you have not yet made a significant impact. Ingredients for the Success of 360-Degree Feedback in Banks 360-degree feedback systems can be very sensitive. A person who is not well prepared for it can be thrown and twisted out of balance. If not designed and conducted well, it has the potential danger of developing scathe perceptions or notions.It is therefore necessary and important to manage the process well and make it foolproof. The first important step is to determine if the organization is diligent for it. The second important step is to determi ne if the candidate is ready for it. The following are the indicators of a Banks readiness for 360-Degree Feedback. The hand management of the bank is committed to develop the competencies of employees on a continuous basis. HRD systems operating(a) in the bank being taken seriously in implementation. The squeeze management is willing to invest their time and effort in giving feedback to their own subordinates. The top management is adequately committed to competency-building by means of 360-Degree Feedback. sight take feedback supportively and use it for development. The Bank already is or is in the process of becoming a customer-driven organization. The HRD department has a high degree of credibility. The following are indicators to assess the readiness of a candidate for the 360-Degree Feedback ? The candidate has a desire to know himself through the eyes of others. ? The candidate desire to be better. ? The candidate should be a learning-oriented individual. The candid ate is receptive and respects the views of others. TVRLS have it away with 360-Degree Feedback TVRLS has covered over 3000 top-level managers so far from various organizations involving virtually 30,000 assessors. look conducted by them to study the effectiveness of 360-degree feedback in enhancing overall effectiveness of top &038 senior management shows the following predominant changes They begin to focus more on leadership roles such as * Articulating vision and sharing it more systematically * Spending more time on communicating vision &038 goals * Being more developmental as against benevolent or critical * Paying more attention to and showing concern for individual needs rather than being preoccupied with ones own ideas and issues. compound Internal customer orientation, which is indicated by * amend interaction with colleagues and subordinates * Learning from colleagues and benefiting from their experiences * building better rapport with seniors Increased focus on fostering team spirit which gets reflected in terms of * Setting high goals for the team * to a greater extent participative management * Better conflict management * Higher mutuality and more receptive to feedback * Increased sensitivity to others feelings * Creating a more collaborative culture * Cross-functional review mechanism getting instituted Marked increase in committee and subordinates development in terms of * Empowering subordinates to take higher responsibilities * Leaving social occasion decisions to lower levels * Not nterfering in matters being handled by subordinates * Encouraging subordinates to learn from their mistakes and being patient with them Predominant behavioural changes have been reported in terms of * Becoming assertive * Clear communication * Higher gap * Being more patient * Being more proactive * Better time management In terms of the impact on their unit/department/org anization, participants who responded felt that the changes they demonstrated post feedback, have generated increased motivation especially among their subordinates.In addition, increased sensitivity to their managerial and leadership roles has resulted in better working relationships and, a more congenial atmosphere. How to prepare for implementing 360-Degree Feedback in Banks It takes a lot of trust in the bank and a lot of preparations before one can more from using 360-degree feedback strictly for development purposes to using it for taking decision on promotions and rewards. Most current belles-lettres on making 360-degree feedback effective as a tool for performance and leadership-style reviews has this to recommend. ? Begin with Development ? Link with Company Goal ? Train Everyone ? descend Up ? Company Culture. Drawbacks Not every process is perfect and 360-degree feedback programs are no exception.Subordinates may rate bosses high because they are afraid of retaliation. Peers endure to evaluate each others positively well, perhaps to nullify disrupting the group. On the other hand, peers tend to rate their colleagues on the lower side. Nevertheless, the number of people and variety of perspectives involved in a 360-degree feedback process should ensure a generally unbiased and accurate view of a persons performance. Conclusion A 360-degree feedback process in banks gathers information, usually through a questionnaire, about the performance of employees or managers from people all around them-including peers, subordinates and even customers.This type of multi-perspective evaluation is more complete and accurate than the traditional top-down evaluation. Superiors only see a portion of a mangers performance. They need other perspectives to fill in the blanks. Subordinates can provide important information on the leadership qualities of a manager. Customers are in a better position, than anyone, to evaluate how employees perform with customers. A 36 0-degee feedback evaluation is also valuable because people do not act the same toward everyone. The interpersonal skills of a manager are probably more accurately reflected in feedback from subordinates or peers than in feedback from a mangers superiors. Another important aspect of 360-degree feedback is the inclusion of self-evaluations.Ratings by others will probably be more accurate, but self-evaluations force employees and managers to sit down and think about their strength and weakness. Finally, 360-degree feedback evaluations have the advantage of confidentiality. Top-down evaluations are usually not confidential. Supervisors must be prepared to defend their evaluations, which may cause them to soften or in some way alter what they might have say anonymously. Since 360-degree feedback involves groups of raters, the results are anonymous. *********** References 1. Jim Meade. Visual 360 A Performance Appraisal System Thats Fun, HR Magazine, July 1999, pp. 119-122. 2. Mishra, S hishir and Nandini Chawla. Deriving Training Needs from 360 Degree Feedback, TVRLS, Ahmedabad, 2003. 3. Paras Mal Jain. humanity Resource Management in Banks, IBA Bulletin, October 2004, Vol XXVI, No. 10, Mumbai. p. 17-21. 4. Rao T V &038 Raju Rao. The king of 360- Degree Feedback, Response Books, A department of Sage Publications, tonic Delhi. (2005). 5. Rao T V . HRD Audit, 9th Edition, Response Books, A division of Sage Publications, New Delhi. (2005). 6. Rao T V. Making 360 Degree Feedback Work, Human Capital, August, 1999. 7. Rao T V. Performance Management and Appraisal Systems-HR Tools for Global Competitiveness, Response Books, A division of Sage Publications, New Delhi. (2004). 8. Rao T V. Readings in Human Resource Development, Oxford &038 IBH create Co. Pvt. Ltd, New Delhi. (2005). 9. Sangwan D S. Human Resource Management in Banks, IBA Bulletin, June 2005, Vol XXVII, No. 6. Mumbai. p. 14. 10. Tripathi P C. Human Resource Development, 5th Edition, sultan Chand &038 S ons, New Delhi. (2006). 11. Udai Pareek and Rao T V. Designing and Managing Human Resource Systems 3rd Edition, Oxford &038 IBH Publishing Co. Pvt. Ltd, New Delhi,1981 (2005). 12. www. appraisal360. co. uk 13. www. city. ac. uk/guidelinesforusing360degreefeedbackintheappraisalprocess. html 14. www. click-360. com 15. www. fullcirclefeedback. com 16. www. tvrls. com