Antitrust Claims Faced By Microsoft Corporation

In the US, the businesses are regulated by the antitrust law, which promotes and maintains healthy competition as well as controlling anti-competitive business tactics by other companies. Microsoft has fallen victim of antitrust claims in several occasions. As the United States software giant, the company has settled several antitrust claims with competitors, yet others still crop up.Advertising We will write a custom essay sample on Antitrust Claims Faced By Microsoft Corporation specifically for you for only $16.05 $11/page Learn More However, the validity of the claims elicits streams of arguments from various concerned and affected groups. This comes at a time when the federal appeals court declined to restrain the power of national attorneys general to sue companies (Mallor et al. 2010). Such injunction comes in place of the public for unproven antitrust defilement devoid of raising class action on court case limitations. The question of Antitrust c laims against Microsoft software runs back to mid-1990. The software giant had been allegedly charged by the United States Justice Department’s antitrust suit for subjecting its competitor, IBM, under discriminatory pricing as well as overcharging practices. The situation presented a stiff competitive niche to IBM. Ultimately, the settlement of the case resulted in payment of over $700 million to IBM. On the other hand, $75 was paid to the software giant as credit (Masnick 2010). It seems everyone is on Microsoft with regard to antitrust claims. The long antitrust accusation against the software giant has a significant impression to the company’s reputation irrespective of the fact that they result in remarkably little impact. Of course, the little impacts may offer the expiation why Microsoft has attachments to the recent antitrust claims against both Google and IBM. According to Masnick (2010), antitrust claims against Google and IBM reveal that Microsoft had a signi ficant contribution in it, although it played it underground. However, Microsoft has made steps inform its employees of the antitrust laws. According to Microsoft Watch, eweeks newsbreak (2009) will again be charged $2.5 million for coming in breach to the European Union due to its failure to give documentation on Windows’ inner workings. Validity of the Charges on Microsoft in respect to competitiveness of capitalist business to excel in their industries The validity of these claims falls in either side of justice. Of course, the law and demands by the authorities ought to be followed to the latter. However, the fact that such actions strive to create standardized competition will make it possible for all players of the industry to compete on one level.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Every company wants to have a competitive edge, which pushes many companies, to com e up with effective mechanisms to survive in the market. As such, it becomes fair that every business should strive to survive in the market (Mallor et al. 2010). A company should also endeavor to reach its objectives, which include, profit maximization, cost minimization, as well as expanding the market. Therefore, I fall to the admission that such advances are just since the companies they are pushed by the market. However, the extent to which such companies put out their mechanisms is not known. As such, companies may advance to put up mechanisms that will exit other companies from the market. Ultimately, unlike private litigants, the lawyers overall reserve the power of statutory authority to sue in place of state citizens and may not require to make evident they had damages as well as to the public (DeCarlo 2003). It is worthwhile to note that some decisions are necessary to manage circumstances. References DeCarlo, D. (2003, January). Exclusive remedy in a nutshell. CBS Intera ctive, Inc. Web. Mallor, J., Barnes, A., Bowers, T. Langvardt, A. (2010). Business law: The ethical, global and e-commerce environment. (14th ed.). New York: McGraw Hill/Irwin. Masnick M, (2010). Is Microsoft Behind Antitrust Claims Against Pretty Much Everyone Else Now? Retrieved from https://www.techdirt.com/articles/20100801/18221910441.shtml Microsoft Watch, eweek Newsbreak (2006). Microsoft Warns Employees of Likely Antitrust Fine. Retrieved from https://www.eweek.com/news/microsoft-warns-employees-of-likely-antitrust-fineAdvertising We will write a custom essay sample on Antitrust Claims Faced By Microsoft Corporation specifically for you for only $16.05 $11/page Learn More This essay on Antitrust Claims Faced By Microsoft Corporation was written and submitted by user Gemma Pacheco to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Compensation and Organizational Culture

Compensation and Organizational Culture Abstract This is a research paper that is based on a case study. The paper seeks to explain the compensation strategies in a company and how they impact on the culture of the organization. Microsoft Corporation is used in this case. The paper establishes the link between organizational culture and compensation policies.Advertising We will write a custom essay sample on Compensation and Organizational Culture specifically for you for only $16.05 $11/page Learn More It justifies in the explanation how these components of organizational health impact on each other. The compensation and reward system of Microsoft has been identified and analyzed. Each side of this component has been included in the analysis. In the final analysis, the paper links the compensation and reward system to the prevalent organization culture of Microsoft. Introduction Organizational culture is built on a number of things, one of them being the reward system. This is a crucial exercise because it improves the performance of employees in an organization (Heneman, 2002). Research has revealed that many companies have been working on setting up compensation systems. Compensation is one of the prevailing demands of the business environment in the modern business scenario. However, many firms keep failing in implementing the compensation systems because there are problems in the payment systems (Driskill Brenton, 2010). Compensation systems and organizational cultures are inter-linked. The ways in which compensation programs are structured and implemented have a direct impact on the culture of an organization. On the other hand, the already established organizational culture determines how the compensation programs or systems will be enforced in the organization (GoÃŒ mez-MejiÃŒ a, Berrone Franco-Santos, 2010). With highly skilled workforce, Microsoft has a compensation system, which has experienced sharp criticism in the recent times. In this article, the author l ooks into the compensation system of Microsoft Corporation. The author discusses the benefits and shortfalls of the compensation system, and how it affects the development strategy of the company (Zobal, 1999). Methodology The information used in the analysis has been sourced from academic sources, like books and journals. Non-academic sources, like company websites, have been used to supply pertinent information. Analysis has been based on knowledge and concepts from academic sources.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Linking compensation to organizational culture Many people have the assumption that true culture of an organization is portrayed in its reward and compensation system. Indeed, compensation has been termed as a core function of human resource management. When it is implemented in its true sense and meaning, compensation can reinforce the key values and culture of an organization. It can also gear the organization in achieving its strategic business objectives. The major objective of compensation is to attract and maintain the desired mix and quality of workers (Kuhn, 2009). Compensation has a direct impact on prevailing conditions employees in an organization. Compensation systems convey powerful messages concerning the practices and values of an organization towards its employees. The execution of organizational functions determines the culture of the organization. Employees programs are key to a functional organization. The benefits obtained from the output determine how the employees respond to strategies developed by an organization. This is codded in the compensation system of the organization (Cable Judge, 1993). Microsoft Corporation is a large company that has been a leader in the computing industry. The company plans on a long-term basis, depending on the long-term strategies. Compensation is based on the long-term goals of the organization; for instance, the long term survival of Microsoft Inc. is founded on the perfect compensation system applied. Compensation, incentives and related programs are aligned to the general strategy of the company. The top executive team implements and oversees successful implementation of the strategies of the company. In such a large company, compensation systems are extremely wide. They extend to even the investors of the company. Therefore, the compensation policies of Microsoft are comprehensive so that it can cover all those who ought to be covered with the program (Society for Human Resource Management, 2012). Compensation policies are related to performance measures, and top executives emphasize on the creation of value for a long-term basis. The top management is also ensuring that progress in the compensation system is communicated to the wider audience. This is in line with the goals of management of creating a strong image of the company to the publics. Co mpensation systems are reflectors of corporate governance by organization. Corporate governance is used in creating a corporate culture for the organization. Effective compensation programs bring about a robust corporate governance picture of the organization. Therefore, managers strive to improve the compensation system with the knowledge that these systems are crucial in corporate performance of the organization (Deloitte, 2009).Advertising We will write a custom essay sample on Compensation and Organizational Culture specifically for you for only $16.05 $11/page Learn More Microsoft Corporation has a compensation committee, which is one of the pointers of commitment to compensation. The company has realized the significance of compensation in strategic planning and the realization of the strategic objectives of the organization. The role of the compensation committee is discharging the responsibilities of the board as it relates to the compensation polic y of the company. The committee is bestowed with the mandate of ensuring that the company adopts policies that govern the benefits and compensation programs in the company. The committee oversees the evaluation of the compensation system of the company. It comes up with compensation policies and oversees their implementation. The committee has been given room to seek external counsel before coming up with recommendations on improving compensation programs. The recommendations made by the committee are taken to the board of the company, where they are deliberated. The Board is the chief decision maker. The committee reviews compensation at various levels of the organization and proposes recommendations to the board (Microsoft Corporation Website, 2011). Reward and Compensation system in Microsoft Corporation Microsoft is in the list of the top companies in the world in terms of wealth and success. Microsoft is a widely respected company because it has been leading in the computer ind ustry. Microsoft is a company that is entirely driven by the employees because of its nature of products. The success of the company depends on the effectiveness of the workforce. This shows that short term goals and long term goals can be achieved by developing effective workforce in an organization. This means that the employees of Microsoft form part of the most essential assets for the company. In the early stages of its operation, the company used to source its workforce from Universities. It believed that the young people from the universities were highly motivated and talented to take up the tasks in the company. However, as the company continued to grow, it realized the need to hire more experienced people. Therefore, it launched a head hunting campaign, from which it recruited experienced staffs from other companies. The experienced employees have been hugely resourceful during the growth of the organization. The company valued individual performance and encouraged performa nce through rewards. Semiannual performance reviews were done, to determine the effectiveness of all employees. The effectiveness of employees at the workplace was closely linked to bonus awards, pay increments among many other benefits.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This formed part of the company performance strategies. It is quite clear that performance goals were reached when the reward and compensation system was intact and of benefit to all employees. The formal review of the company was highly respected by everybody in the company, from management to all ranks of employees. The management held meetings with the employees and discussed the review. Common evaluations were included in the formal reviews. This was done to eliminate the unexpected deviations in the reward system. The system even gave a room for self-evaluation by the employees (Bohlander, 2010). Compensation programs have to benefit all employees of the company because all employees are players in the strategic plans of the organization. Whether the compensation committee is helping Microsoft to reach its objectives, is a question which cannot be fully answered. While Microsoft has a compensation and review system, an internal in-look of the organization reveals that there are serious flaws within the system which have serious effects on the strategic performance of the organization. One of the effects of the flawed system of compensation in Microsoft is the high rate of employee turnover. The company is losing highly skilled employees to younger companies like Google and Yahoo (Smite, Palmer Van, 2000). Problems in Compensation and Reward System There has been a reported growth in frustration amongst the employees of Microsoft due to stagnant salaries. The company takes too long to review the performance of its employees. Microsoft has 21 salary categories for its workers. Statistics from the company shows that, between the year 2004 and 2006, the minimum, midpoint and maximum compensation guidelines remained unchanged for eight salary categories. The other salary categories recorded unusually low increment, less than three percent. The compensation and reward system of the company favors the top management employees of the company. The review system i s not helping to improve the compensation programs and the reward of employees. Therefore, many critics point out that the system is inefficient (Nachtigal, 2006). The lapses in compensation and rewarding system have many negative effects to a company especially to a technological company. As it was noted earlier, organization reward and compensation system has a direct impact on the corporate culture of the firm. The corporate culture of a firm is the enticing factor of many organizations. It determines which staffs they will be able to attract from the labor market. Microsoft has been losing staffs to other competitor companies in the information technology industry because of the poor reward and compensation system witnessed in the recent year. The loss of experienced skilled workers in such an industry brings a sizeable gap. This is because the cost of hiring and training these employees is exceptionally high. In cases where the entire market is aware of the culture of the organ ization, it becomes extremely hard for a company to acquire the right employees. This has an adverse impact on the performance of the company as competition mounts from other companies that have a magnificent reward programs for their workers. Also, the overall reputation of the company is lost as the company loses creativity to continue inventing newer products for its customers in the market (Ferris, 1999). Microsoft has to copy examples from other high tech companies like Boeing. Boeing has a highly elaborate and open compensation and reward programs for its employees. Both firms employ highly skilled laborers. However, the employees of Boeing enjoy transparency on pay levels and the review system. Boeing encourages collective bargaining system. This results into collective agreements that are satisfying to all employees. The information about the salary grade levels is availed to all employees of Boeing. The rate of retention, salary adjustments and the number, layoff informatio n and all other kinds of information which is considered sensitive is also availed to Boeing employees. The review scores and annual bonuses in Microsoft are done by the management behind closed doors. The systems are so closed in Microsoft such that the employees rarely understand how the reward system is structured. Boeing has motivated employees because they understand the benefits that they get from the organization in exchange for their services. They understand the system of compensation and reward because they fully participate in it. The rate of employee retention in the company is unusually high (Griffin, 2012). The only way through which Microsoft can regain its performance is through aping the examples such as the one in Boeing. The employees of Microsoft have to be more involved in the reward and compensation programs. The company has to stop sidelining employees when making decisions or formulating policies on reward and compensation. Organizational performance advocate s note that rewards are effective when they are designed or chosen by the recipients themselves (Griffin, 2012). Conclusion Compensation and reward is a component of organizational performance management that focuses on employees. Compensation and reward systems play a crucial role in motivating the employees in organizations. Despite its popular name and presence in the market, Microsoft Corporation has been accused of having ineffective compensation system. This is affecting their performance as it is causing unrest and high turnover in its workforce. This is affecting its performance in the global markets. The company can salvage itself by reviving its reward and compensation system by copying examples from companies like Boeing. References Bohlander, G. W. (2010). Managing human resources: [Hauptbd.]. Mason, Ohio [u.a.: South-Western Cengage Learning. Cable, D. M Judge, T. A. (1993). Effects of Compensation Systems on Job Search Decisions: An Application of Person-Organization Fit. Retrieved from http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1268context=cahrswp Deloitte Website (2009). Earnings Guidance: The Current State of Play A Follow-up Discussion of Earnings Guidance and Other Forward-looking Information Provided to Investors. Retrieved from corpgov.deloitte.com/binary/com.epicentric.contentmanagement.servlet.ContentDeliveryServlet/USEng/Documents/Board%20Governance/Short-%20and%20Long-termism/Earnings%20Guidance%20Current%20State%20of%20Play_Deloitte%20FERF_071309.pdf Driskill, G. W., Brenton, A. L. (2010). Organizational culture in action: A cultural analysis workbook. London: SAGE. Ferris, G. R. (1999). Research in personnel and human resources management. Amsterdam: JAI Press. GoÃŒ mez-MejiÃŒ a, L. R., Berrone, P., Franco-Santos, M. (2010). Compensation and organizational performance: Theory, research, and practice. Armonk, NY: M.E. Sharpe. Griffin, R. W. (2012). Fundamentals of management. Mason, OH: South-Western Ceng age Learning. Griffin, R. W. (2012). Management. Mason, OH: CENGAGE Learning Custom Publishing. Heneman, R. L. (2002). Strategic reward management: Design, implementation, and evaluation. Greenwich, Conn: Information Age Pub. Kuhn, K. M. (2009). â€Å"Compensation as a signal of organizational culture: the effects of advertising individual or collective incentives†. The International Journal of Human Resource Management, 20(7). Microsoft Corporation Website. (2011). Microsoft Corporation Compensation Committee Charter. Retrieved from microsoft.com/investor/CorporateGovernance/BoardOfDirectors/committees/compensation.aspx Nachtigal, J. (2006). Rising Frustration with Microsofts Compensation and Review System. Retrieved from http://archive.washtech.org/news/industry/display.php?ID_Content=5041 Smite, P. J., Palmer, P. N., Van,. M. M. A. (2000). Strategy implementation: Readings. Kenwyn: Juta. Society For Human Resource Management. (2012). Integrating Performance Management and Rewards at Microsoft. Retrieved from weknownext.com/workplace/integrating-performance-management-and-rewards-at-microsoft Zobal, C. (1999) The â€Å"ideal† team compensation system an overview, part II, Team Performance Management, 5(1), 23 – 45.

DIS4, 6, 8 Essay Example | Topics and Well Written Essays - 1250 words

DIS4, 6, 8 - Essay Example Be prepared to discuss. From the first e-Activity, note that the GAO could not issue an opinion on the financial statements of the US government. Evaluate how this could occur considering the requirements of OMB Circular A-123. What steps would you take to alleviate the internal control problems? Differentiate between the requirements for internal controls in government agencies and those in public companies.      As per the requirement of OMB Circular A-123, we can understand the changes took places created much vulnerability in financial reporting system. This emphasized more on the term on â€Å"Internal Control† from the term â€Å"Management Control†. This may exclude many facts which should have reported earlier with obligations. In new requirements â€Å"Defines materiality for the purposes of assessing and documenting internal control over financial reporting†, this option can create loop for many important facts and figure than clearly presenting it in the financial reporting. It has created ambiguity for three different processes, they are: a) security across the government, b) improper payments and c) tax collection activities. To alleviate the internal control, the expense item I would prefer the bring in clear consideration withdrawing the category as reportable status. Clarification on money outflow has to have precisely documented while audited and clearly noted to uplift the fairness of the internal control. There are differences between government agencies and public limited companies. As the objective of report is to assess the clarification being involved in direct transactions, whereas the agencies are the external parties to report have differences in revealing the accuracy asset management revelation. DISCUSSION 2: "Expenditures" Please respond to the following: Under pressure to balance their budgets, governments at all levels have resorted to fiscal gimmicks, such as delaying the wages and salary of government em ployees from the last day of the month to the first day of the following month. In the year of the change, they thereby had one fewer period to pay.   Determine how such a change would affect the reported expenditures of a governmental fund under GAAP. Provide specific examples to support your response. Evaluate the impact of GASB Interpretation No.6, Recognition and Measurement of Certain Liabilities and Expenditures in Governmental Fund Financial Statements on the accrual and payment of the salaries. This expenditure would be accrual for the immediate period of time and then next year upon payment the accrual payable would be reported. This report will be more accumulate big accrual means there is irregularities of payments and the liabilities will move high showing lesser efficiency in the transaction handling. A government allowed accruing or additional fund liability and expenditure provided any financial resources or debt services for payment of liabilities that will be matu re in following year. This indicates under GASB rule is that the time provided is limited and the term early in the following year refers to a short time period –usually one to several days and not more than one month. Liabilities for compensation and claims of salary are generally expected to be liquidated by the available financial sources. If delay it should recognize as governmental fund liabilities against mature payment for each financial period. Unmatured liabilities like compensated absent do not

Organizational Culture Essay Example | Topics and Well Written Essays - 250 words - 1

Organizational Culture - Essay Example According to his perspective artifacts, values, and basic assumptions do not reflect separate levels of culture. This perspective tries to link the manifestations of culture to provide a deeper understanding of the overall organizational culture. Therefore, the perspectives of these two authors regarding organizational culture are very different from each other. Changing organizational culture is very significant in an organization’s effort to increase its performance. However, this culture requires continuous changes in order to sustain growth in organization’s performance. Organizational culture can be changed by following four major steps. The first step is undertaking a research on the current organizational culture. The second step is designing a strategy to change the culture while the third step is implementing the strategy designed. The final step of changing the organizational culture is the evaluation of the changes obtained from the strategy. Organizations can undertake changes on their different aspects. The changes are always very closely associated with changes in the organizational culture. This is because organizational culture results to overall change in the organization. Organizational development is regarded as a change in the primary level of organizational aspects of a company. Such changes include changes in both the individual and group level of the employees of the organization. Introduction of new technology in an organization is a challenge to both the management and members. In implementing a new accounting information system, I would begin by researching on various accounting management systems and the benefits of each of the systems. After researching, I would select the most beneficial accounting management system and then communicate to employees about the benefits that the organization would obtain from the new system. Moreover, I would inform them the benefits they can derive from the system and

Home Automation Provide For The Aged Outline Example | Topics and Well Written Essays - 1500 words

Home Automation Provide For The Aged - Outline Example This helps in alerting the wardens of unfortunate occurrences such as when the elderly people fall down in the absence of any warden. The wardens are expected to respond to the buzzing sound with immediate effect. These technologies have been clearly effective and helpful in making the lives of elderly people living in care homes aresafer and more interesting. Internet allows the elderly to connect with the outside world. Through such a technology, they can be able to get some enlightenment on what is going on past the walls. They can also be able to keep up with their passions; the things they used to love while still younger. With the buzzers, it is clearly evident that they can be helpful in making sure that there are no preventable deaths or accidents taking place in these homes. The wardens cannot be able to personally attend to all the elderly people in the care home round the clock (Meduse, Governance, Health And Medicine 2008, p. 121). This is even emphasized by the fact that some of the elderly people will also love to enjoy their own privacy at some time. This technology enables wardens to be there when they are needed. There are a number of diet problems that are common with the elderly. At the late stage of the lives of human beings, their bodies tend to need more of nutrients such as: Calcium and vitamin D for bone health; fibre to stay regular; healthy fats to lower chances of heart disease, potassium for blood pressure and to avoid fatigue and depression; and vitamin b12 for energy and brain function. For the elderly people weight is always a very big determinant of their diet. They should be neither overweight nor underweight. Due to low rates of metabolism and lack of physical activities older people are at the risk of being obese. In the other hand some of them might suffer from lack of appetite thus limiting the amount of food they consume. Some elderly

An Examination of SMEs in Vietnam

An Examination of SMEs in Vietnam Definition of SME Nowadays in Vietnam, developing small and medium enterprises (SMEs) is highly concerned by the government because a country prosperity depends lots on the health of the economy and enterprises. At the beginning of developing a market-oriented economy especially, SMEs play a key role because they take up most of enterprises in the economy, let alone creating the most of the labor force. However, up until now, there not yet exists a widely-used, complete definition on SMEs. The definition of SME is going through a process of dynamic change in parallel with the transformation from the centrally planned to market economy. Many of the definitions contained in the previous UNECE document OPA/AC.12/1 are no longer valid. The associated central and eastern European countries are gradually adapting their definitions the recommendation of the EU. The SME definition that is currently in use in the EU, is based on the Commission Recommendation 96/280/EC. Normally, to precisely define which compo nents make up a SME, we need to focus on the following criteria. In terms of qualitative measurement, there are quite a few criteria to define an SME, such as: low level of specialization, decentralization, simple administration requirements†¦ These criteria correctly reflect the nature of SME but simultaneously hard to reconcile. That is why these criteria has referential value only and rarely used in practice. In terms of quantitative measurement, the criteria are more specific and applicable. The most commonly used one is the number of people employed by the business. The second common criterion deals with finance – either the turnover or income, or asset value of the business. The third criterion relates to the independency of the SME from other business entity. This thesis will mainly deal with SME definition quantitatively since it shows clear advantage over the other, which are easy to measure and clear in scope. Since there is not yet a specific and widely-used definition for SME, it is important to take a look at different points of view and decide an overall acceptable concept in this thesis. It affects the analyses in different parts of this thesis. According to EU Commission, the main factors to determine whether an entity is a SME are labor force and either turnover or balance sheet total. Based on the commission staff working document by EU Commission, 2009 edition, the specific benchmark is as follow These ceilings apply for individual firms only. A firm which is a part of larger grouping may need to include related information from that grouping too. This definition use various sources to measure, hence, it covers most of the SME situation. Moreover, these three factors are clear in nature and easy to apply, which helps the firms as well as the government to follow and concept and apply relevant measurements. In 2010, enterprises with less than 250 employees are estimated to have accounted for 99.8% of the total number of enterprises across Europe, 66.9% of employment, 57% of turnover and 58% of value-added. Obviously, without such a clear definition, it would be so hard to statistically compute those figures and the government may neglect the mass number of SMEs in their countries. However, there still exists drawbacks concerning this concept, the most important of which is that it is not suitable for a developing country like Vietnam. For a micro enterprise in Vietnam, for example, it is almost impossible for it to own turnover or balance sheet total of 45 billion VND. Therefore, although EU has developed some reasonable criteria that we can learn to establish our own definition, it is essential for developing countries like ours to come up with one of our own. For Korea, the subject of this thesis, the government has issued legislation regarding SMEs, in which criteria are clearly stated in able to assist policy makers to identify SMEs. These criteria are divided upon specific fields. For example, in construction business, an SME entity has to have fewer than 300 frequent labors and have total investment capital of less than USD 600.000. In trading area, enterprises with less than 20 frequent labor and revenue less than USD 500.000 per year (retailers) or less than USD 250.000 per year (wholesalers) are considered SMEs. In this pool, small enterprises are those that have less than 5 frequent employees. These criteria are established in the 70s, up until now, the number of employees has increased 2 to 3 times and capital has been raised more than 10 times. This definition seems to fit more with Vietnam’s situation as Korea is also an Asia country and has similar economic background to us. It also uses the two most common indicators as labor force and capital to determine an SME. However, this definition is already outdated and adjusted to suit the current situation more. This practice makes the concept no longer appropriate to Vietnam as the economic situation between the two countries now differs quite a lot, which urges the need to develop a concept of our own, depending on the knowledge learned from other countries in the world. In our country, although there are not yet any fixed criteria to clearly define an SME, some organizations have developed their own concept to further support their activities. According to Doc 681/CP – KNT, enterprises with less than VND 5 billion in charter capital and average labor of less than 200 people per year are considered SMEs. Below are some organizations and their own definition Source: Ministry of Planning Investment However, these figures are temporarily just administration-oriented criteria to create supporting policies for SMEs. The fact that non -governmental organizations or governmental organizations develop their own concept is acceptable because they have different objectives and practices. On the other hand, such various opinions on SMEs are only referential in quality because they not yet come to a sufficient conclusion on whether an entity is or is not an SME. Therefore, the majority of intellectuals on this issue has raised to make clear this definition as an entity which has investment certificate, regardless of business type, and has capital as well as labor size that can satisfy government regulations on specific fields or through different times. From this standpoint, our government has finally come up with an official document on this matter. The Vietnamese government, defines SMEs by Decree 56/2009/ ND – CP as follow: â€Å"Small and medium-sized enterprises are business establishments that have registered their business according to law and are divided into three levels: very small, small and medium according to the sizes of their total capital (equivalent to the total assets identified in an enterprise’s accounting balance sheet) or the average annual number of laborers (total capital is the priority criterion), concretely as follows†: Table: by Business-in-Asia.com This definition sticks to criteria that have been used by EU and Korea, but tailored to fit with our economic situation. Furthermore, it divides the economy into different business sectors because of their distinctive characteristics. This definition is established using multiple statistical methods and surveys. Therefore, it is prestigious and practical enough to be used throughout this thesis Roles of SMEs Despite some disadvantages as being an SME, it still bring clear benefits and economic-social impacts due to its distinctive features SMEs considerably contribute to the government budget The contribution of SMEs into both government and local budget is considerable and on the increasing trend. The corporate survey report in 2011 showed that SMEs accounted for more than 97.6% the total number of enterprises in Vietnam, which made it the major tool to create jobs and generate income for the government budget. Income from corporate tax made 103.6% target and increased by 13% compared to the previous year in 2002. In 2003, income from SMEs took up around 15% total income, increasing 29.5% compared to the same quarters of the previous years. In 2004, income from private sector was 13.100 billion VND, occupying 7.8% budget. However, compared to government budget, the contribution of SMEs to local budget is much higher. For example, in Ho Chi Minh City, the private sector accounts for approximately 15%, 24% in Kien Giang, 16% in Dong Thap, 22% in Gia Lai, 19% in Ninh Binh, 16% in Yen Bai, 17% in Thai Nguyen, 22% in Quang Nam, 33% in Binh Dinh†¦ SMEs generate jobs and income for the labor force Due to estimation from some prestigious authorization, SMEs create 49% of non-agriculture jobs in the rural areas, which is about 25-26% of the overall labor force in Vietnam. For business sector, because of the increasing number of SMEs every year, they attracts around 45 million employees with the average income of 1.5 million VND per month. This fact means a lot in the fight to prevent unemployment and stabilize the society nowadays. The average proportion for a corporation to invest in a job vacancy is 70 to 100 million VND; meanwhile, for an SME, the number is only 210 to 280 million VND (around 3 times higher). Due to such a high level of investment, private sector is the main area attracting new employees ever year and redundant employees resulting from administration re-allocation or substantive change in the economic structure. This practice has helped stabilize and enhance the lives of the labor force. To date, more than 7 million people are now working in the private sector. This is such a positive contribution to social-economic stabilization, poverty reduction and awareness improvement. SMEs greatly contribute into the exporting activities In recent years, in line with our government policies about expanding and encouraging international trade, as well as creating the environment for all business sectors to participate in import and export activities, SMEs, especially the crafts, agriculture, aquatic industry have implemented dynamic investment into potential businesses. In specific, they actively seek for and exploit international markets, which helps a great deal in pushing export and tracking down foreign currency for the country. Up until 31/10/2014, the number of SMEs participating in exporting and importing activities takes up 80.6% and 84.2% respectively. The total exporting volume of SMEs in 2012 reached 4.108 million USD, accounting for 24.6%. For importing volume, the number was 4.789 million USD, accounting for 23.3% compared to the total export – import volume of the economy as a whole. The most remarkable thing is that SMEs in private sector has thrived to become the leading sector in exporting marine products, at around 740 million USD, accounting for 39% the total volume of this business sector. The story goes the same for almonds, at 141 million USD, taking up 42% of the total volume. With this increasing trend as these figures, SMEs will soon become the leading sector in obtaining foreign currency for the country. SMEs participate in the process of creating connection with big corporations SMEs, in the recent years, have strong connection with big corporations in supplying raw materials, implementing contracts, gradually generating supporting industries network and products distribution network especially. This is a two-way relationship, which both sides tie and support each other. The big corporations ensure markets, finance, technology and administration experience for SMEs. On the other hand, SMEs support big corporations in supporting industries and products distribution network. SMEs nurture startup spirit With relatively low investment cost, as well as limited size and business environment, individuals have room to experience and nurture ideas. The increasing number of SMEs both create fairly competitive environment and prevent monopoly in business, which brings clear advantages for new ideas. That is why SMEs are places for startups. SMEs are also the perfect places to train inexperienced staff and future leaders to prepare themselves for larger competitive markets. The great success always start from small steps, so SMEs are considered the stepping stones for a successful career. In reality, in many countries, many well-known multi-national corporations with hundreds of employees used to start as startups or small enterprises, with a few people with the same determination and business idea. Many SMEs all over the world were born in tough and flexible business environment. Later, they thrived and rapidly launched their idea into the commercial world. Many economists compare SMEs as a new breeze into the economy, bringing new business value, even in the biggest economy in the world – USA, especially in technology, communication, finance and banking. Starting with a simple idea and a small business size does not mean you stay there forever. Thriving to a successful and stable stage is always what SMEs aim for. SMEs contribute greatly in stabilization and economic restructuring by territory Normally, big corporations are often located in big cities, which exude developed infrastructure. This fact can lead to serious imbalance in economic, cultural and social development level between rural and urban areas. SMEs can greatly contribute to distribute industrial zone to different places, so the development gap among those areas can be narrowed down. The expansion of SMEs has been an essential part in creating the balance among the areas, helping them to identify potential and strength. The results are bright as those provinces can develop their own products and services, which creates industrialized and modernized economic restructuring. It can be stated that the existence of SMEs is the factor that brightens the economic picture of local areas. SMEs are the perfect complementary for the corporations network of the country, as well as those who utilize slight opportunities that big corporations often overlook. That is why SMEs are considered a vital policy tool to achieve development targets, in which is developing rural and remote areas.

Internet Chat Rooms :: Technolgy Computers Communication Essays

Internet Chat Rooms missing works cited Over the course of the last several years I have explored several on line communities such as intimate adult chat, travel, dogs, trivia, and writers. Mostly I was curious about what draws people to chat rooms and what benefit, if any, is derived from their going to chat rooms. I was also curious as to whether people actually used the information gleaned, whether it was beneficial or did they simply just check out rooms because they were lonely and wanted to find new friends who had similar interests. On a personal level, I found that once I entered a community or chat room, the more specific I was about what I was looking for, the better the information provided. I found that the information given was given freely and was generally useful. Worse case scenario was if someone didn't know they generally referred me to a source that could provide the needed information. I believe you can find just about anything on line, but what about other people? Did they share my beliefs about the in formation obtained on line? And why do I sometimes still feel more comfortable if I can "touch" the information or "talk live" to another person? Did other people feel the same way? I must admit that the romantic in me kicked in when I read stories about people donating kidneys to chat room friends or arranged a reunion between people who haven't met in over 30 years. Would I find this in my classroom survey? I decided to experiment with my English 305B class and find out. Due to time constraints I sent them each a questionnaire containing 10 questions that would hopefully determine if they shared my feeling about information gathered on line. Although they knew who sent them the questionnaire, with our instructor's assistance they were guaranteed anonymity in their responses. I had no way of determining who they were and if they answered. I'd like to begin by first stating the questions asked together with a narrative of how I interpreted the results. I sent the survey during class on May 18, 2000. There were 20 people in class and I had 11 responses, or 55% of the group replied. Questions Asked of the Group as a Whole: 1) Male or Female 6 male; 5 female My only comment is that I'm pleased about the fact that both males and females responded in almost equal numbers.