Pia Financial Analysis 2013 Year

Financial Analysis Of Pakistan International Airlines FINANCIAL ANALYSIS OF PAKISTAN INTERNATIONAL AIRLINES Submitted by Chemical Engineer Adnan Khalid Submitted to : Dr rashid Ahmed Institute Of Business and†¦ Premium Pakistan International Airlines Airways to merge with it. The outcome of the merger was the birth of a new airline, named Pakistan International Airlines (PIA) on 11 March, 1955. In addition to†¦ Premium Financial Analysis Of Pakistan State Oil (2003-08) 655,873 7,524,701 4,689,798 14,053,795 Financial Analysis of Pakistan State Oil (Balance Sheets For 2003-08) Balance†¦ Premium Case-Study On Training & Development Of Pakistan International Airline credit and recognition, which would also be a source of inspiration for us in future. PAKISTAN INTERNATIONAL AIRLINE History Birth of a Nation, Birth of†¦ Premium Pakistan International Airline Report Product User Competitors Analysis. 15 Domestic Competitor International Competitors of PIA RECOMMENDATION S FOR PAKISTAN INTERNATIONAL AIRLINES†¦ 17†¦ Premium Pakistan International Airline Pakistan International Airline (PIA) is very likely to post losses again for the last quarter of financial year 2012-13 as well, despite a lot of improvement in†¦Premium Saved Case Analysis On Singapore International Airlines the case of Singapore International Airline: Preparing for Turbulence Ahead. It details with the internal and external environment analysis and how SIA strategies†¦ Premium Financial Analysis Of Pakistan Tobaco Co Governance Results 46 81 117 Financial Statements Consolidated Financial Statements Form of Proxy Pakistan Tobacco Company Limited Corporate Information†¦ Premium Financial Analysis Of Pakistan Textile Sector | 67 | 3. 1. 6 | Operations | 69 | 3. . 7 | Achievements & Contribution to Society | 72 | 3. 1. 8 | Financial Analysis of Gul Ahmed | 77 | 3. 1. 9 | Horizontal†¦ Premium Pia(Pakistan International Airlines) burden on students. Total financial assets= 40 lacs (without land price ) Major contributors are: MAM international construction company MGPO†¦ Premium Pakistan International Airline and relevant reactions of numerous stakeholders such as (Barrett, 1998): * Society: Financial Performance lingers on the perception of the public in regards to†¦

Management and Leadership Paper Essay

Main Problems One of the problems with this scenario is the on-going conflict between Richard Leeman, Public Relations Chief over the chemical division, and Donna Olson, Public Relations Chief over the mechanical division. Gene Robertson, Public Relations Director for the Western Area Regional Office, has had to review seven cases in the past six months where Richard and Donna have been at odds with one another. As long as they continue to have problems working cohesively together, the issues will have an impact on the entire company. Richard and Donna, though they may be very talented in their respective roles, are a weakness in the strength of the company as a whole. If allowed to continue, the problems between the two will filter through the respective departments individually and collectively when there is a need to interact. Another problem deals with Gene. As the director over Richard and Donna, he has allowed problems to continue. With seven reported issues over the past six months, and now the current problem at the public relations dinner, Gene is not doing his job as an effective leader to fix a problem that could cause long-term damage to the organization as a whole. If the problems with setting up for the event had been visible to the guests, the effects could have had a negative impact on the company’s future business relationships. It may be that Gene has an issue dealing with conflict resolution. There may also be an underlying issue with Richard’s respect and / or trust in Gene’s decision-making skills. This is believed to be a possibility since Gene instructed Donna to organize the event and Richard felt it necessary to intervene. It is obvious Richard has no respect for Donna, and very likely Donna has no respect for Richard. Another issue with Gene: though he thought hi s instructions were clear that Donna was in charge of the event, it may be that Gene did not effectively communicate this to Richard. Possible Solutions Gene must get this issue under control immediately. According to the case study, the problems between Richard and Donna have not affected the employees under each of them, and the information has not leaked up to Alfred Gamble, the Western Area Regional Manager. In order to be able to keep Richard and Donna in their roles, Gene must address their issues with one another through conflict resolution. It is not uncommon for talented people to have trouble communicating with others, especially those that are similar in leadership styles. It is the responsibility of their leader to address these issues and get them working well with one another. Other considerations may be to reorganize the leadership structure so these two do not have direct interaction with one another. The other consideration is to address performance issues, which could lead to the termination of Richard, Donna, or possibly both of them. Terminating one and not both may lead to on-going problems between the one that i s kept and the next leader promoted to the vacated position. Recommendations Cultures of organizations are developed upon the empowerment of the individual†¦Employees who are empowered are more proactive and can better achieve their goals while being self-sufficient (Brown & Harvey, 2011). A variety of behavioral intervention strategies, such as employee assistance programs, conflict resolution training, wellness and fitness programs and team-building exercises, may prove beneficial in improving the interaction between not only Richard and Donna but all leadership within Steele Enterprises. Gene may even benefit from some personal leadership training programs, one being how to handle conflict resolution, coaching and employee performance improvement planning. Stress management is beneficial to any high performing teams. The role analysis technique is used to clarify role expectations which could increase team cohesiveness and allow them to function better and at a higher level. Role profiles enable teams to better understand the importance of each divisi on’s responsibilities. References Brown, D. R. (2011). Process Intervention Skills. In S. Yagan, E. Svendsen, & J. Collins (Eds.), An experiential approach to organizational development, eighth edition (pp. 198-222). New Jersey: Prentice Hall.

Employment Law Essay

Early this year, there are reports that the number of employees calling in sick has risen to staggering levels. According to an absence management company, there are about 3. 6 million employees who called in sick the first week of January (Pitcher, 2008). The United Kingdom ranked as second as having the most number of employees with long term sickness in a survey conducted by the European Community (Tehrani and Rainbird, 2005). The level of absence for UK was 27. 2% as against an average of 16. % of the European Union (Tehrani and Rainbird, 2005). An approximate figure of 14. 1 million days ‘were lost to stress and anxiety in 2001† (Tehrani and Rainbird, 2005). Absences due to stress and mental problems significantly affect both the employer and the employees. This matter apparently has been taken for granted and unaddressed for sometime until the enactment of the Disability Discrimination Act 1995 (DDA), Employment Act 2002, Employment Rights Act 1996, and the Health and Safety at Work etc Act 1974. This paper shall show the manner by which the pertinent provisions of these pieces of legislation are applied to a hypothetical case and it shall also seek to identify and explain the remedies of an employee in case of violation of the provisions. Disability—Sickness Absence The Disability Discrimination Act 1995 defines disability as one having a ‘physical or mental impairment which has a substantial and long-term adverse effect on his ability to carry out normal day-to-day activities’ (Section 1(1), Part 1, DDA 1995). The Industrial Tribunal has applied the definition to the different cases brought before it. For instance, in the case of Greenwood v. United Tiles Limited; the employee concerned was suffering from diabetes and was held to be disabled by the Tribunal (Greenwood v. United Tiles Limited 1101067/97/C). In the case of O’Neil v Symm & Company Limited, the Tribunal considered ME or chronic fatigue syndrome as a disability (O’Neil v Symm & Company Limited, 2700054/97). Even abdominal pains which had no medical diagnosis with respect to its origin was declared as a disability by the Tribunal in the case of Howden v Capital Copiers (Edinburgh) Limited (400005/97) (Thompsons Solicitors web site, 2007). Anent mental disability, Walton v LI Group Limited case involved an employee who had learning difficulties. The Tribunal ruled that the employee is considered disabled under the DDA basing its conclusion on the testimonial evidence of the employee’s parents and the fact that the employee was receiving disability living allowance (Walton v LI Group Limited, 1600562/97). The increased awareness for mental health and issues associated with it has accelerated in time, clinical depression is in fact already considered as a disability. Clinical depression is a ‘common mood disorder in psychology and psychiatry in which a person’s enjoyment of life and ability to function socially and in day-to-day matters is disrupted by intense sadness, melancholia, numbness or despair’ (Farlex Free Dictionary web site, n. d. ). In the recent appealed case of O’Hanlon v Commissioners for HM Revenue & Customs, the Employment Appeal Tribunal ruled that clinical depression is considered a disability and therefore falls within the coverage of the DDA 1995 [O’Hanlon v Commissioners for HM Revenue & Customs (2007) EWCA Civ 283]. Applying the above discussed legal principles to the given hypothetical case, Vangeer has been diagnosed to be suffering from clinical depression. This was brought about by the incident when she accidentally pricked herself with a needle which she picked up while cleaning a bus in the depot of her employer. This caused panic attacks and anxiety and for which she was given a year off from work. At this juncture, it is important to stress that the Health and Safety at Work etc Act 1974 requires the employers to ensure the health and safety of its employees in the place of work. Towards its realization, the law imposes upon the employer the duty to make ‘the provision and maintenance of plant and systems of work that are, so far as is reasonably practicable, safe and without risks to health’ (Section 2 (2)(a), HSWA 1974). This means that Snail Pace Bus Company should have provided a system of work including protective gear for those who clean their buses (Health Safety Executive, 2006). In addition, the employer is also supposed to take measures to protect their employee who may return to work considering that there is more likelihood that the employee may be weak because of the injury or disability (Health Safety Executive, 2006). Vangeer went on sickness absence for about a year. Sickness absence may be short term or long term. A long term sickness absence connotes serious medical reasons such as in the case of Vangeer. Long-term absence is ‘usually defined as a period of absence in excess of two weeks’ (Corcoran, 2006). When she returned for work, a new team leader made discriminatory remarks about her race. In hindsight, this may be considered as a violation of the Race Relations Act 1976. It may be shown that there is direct discrimination of Vangeer because she is black such as when she is treated less favourably than another (Thompsons Solicitors, n. d. ). Moreover, it may be shown that there is some form of harassment under the Race Relations Act 1976 as amended by the New Regulations of 2003 (Thompsons Solicitors, n. d. ). Harassment is broad as to include ‘abusive language, excessive monitoring of work, excessive criticism of someone’s work etc. ’ (Thompsons Solicitors, n. d. ). It may be claimed that Vangeer suffered by because she was degraded, intimidated and her dignity violated. The violation of her dignity is subjective and the Tribunal would need to rule using the ‘reasonableness’ standard (Thompsons Solicitors, n. d. In this case, the effect of Bob’s conduct has caused Vangeer to go on sickness absence for three weeks more based on the recommendation of her psychiatrist. Her transfer to another team was also suggested. Even before the period of sickness absence has lapsed, Snail Pace Bus Company was bought by Slow Coach Ltd. and Vangeer was called to a meeting about her absence. Thereafter, she was dismissed from her employment with pay. Her dismissal is illegal. ‘In relation to long-term sickness absence, the employer who dismisses an employee faces three potential legal risks’ (Lemon & Co. 2008). Vangeer may file for a claim for unfair dismissal, for disability discrimination and for violation of her contract of employment. It is axiomatic that there exists between the employer and the employee, a contract of employment. It is an agreement whereby the rights and obligations of both the employee and the employer are specified (Direct. Gov web site, 2008). When the employee accepts employment, there is an automatic contract of employment that is created regardless of whether this has been reduced into writing (Direct. Gov web site, 2008). Generally, employment contracts contain the following clauses: ‘commencement, term, job title and duties, place of work, hours of work, pay, holiday entitlement, pension, sickness absence, intellectual property, confidentiality, termination disciplinary, dismissal and grievance procedures, and collective agreements’(Clickdocs web site, n. d. ). The terms of employment in respect of hours of work, pay, termination of employment and other benefits are provided by the statutes. This being the case, the employer is mandated to comply with the provisions of the statutes. For instance, dismissal procedures should be observed. In the instant case, Vangeer was invited to a meeting to discuss her absence and after a day she was dismissed from employment with pay. The Employment Act 2002, Part 3, Section 30 (1) provides that, ‘Every contract of employment shall have effect to require the employer and employee to comply, in relation to any matter to which a statutory procedure applies, with the requirements of the procedure’ (EA 2002). The law requires that the employer observe the procedure in cases of dismissal as provided for under section 29, Schedule 2 Statutory Dispute Resolution Procedures, Chapter 1 and 2. Substantially, the employer is required by law to put into writing the circumstances and acts of the employee which he led him to initiate disciplinary or dismissal steps and invite him to discuss it in a meeting. The employee must have notice and reasonable opportunity to be apprised of the same. After the meeting, the employer must inform the employee of his decision and inform him of his right to appeal. Should the employee opt for an appeal, another meeting should be scheduled before the dismissal or the disciplinary penalty shall have been effective (Section 29, Schedule 2, Chapter 1, EA 2002). In the instant case, Vangeer apparently may have been given an unfairly short notice and was not informed of her right of appeal if she was not satisfied with the decision. In retrospect, the jurisdiction over wrongful dismissal cases were lodged in courts until 1994 when jurisdiction was given to the Employment Tribunals which were authorised to grant only up to GBP25,000 (British Employment web site, 2007). A contrary rule is observed with respect to unfair dismissals and discrimination cases, where the courts can award greater amounts of monetary damages. Wrongful dismissal results when employer fails to give the employee notice in accordance with the employment contract and without appropriate pay (British Employment web site, 2007). It has been observed though that it is better for the ‘employee to sue if the contract provides a fairly long notice period’ (British Employment web site, 2007). Monetary damages in these cases are computed based on the amount of loss in terms of compensation and other benefits. Unfair dismissal occurs when the employee is terminated from employment and the employer in doing so had no valid and justifiable reason (Direct. gov web site, 2008). The Employment Rights Act 1996, specifically Part X sections 111 to 132 provide for the remedies in case of unfair dismissal. In a nutshell, there are three options: an order for reinstatement, an order for re-engagement or an order for compensation. Reinstatement is when the Tribunal orders the employer to put the employee back to work with the same position and assigned tasks. There is re-engagement when the employee is placed back to work with a new post and tasks but under the same employer ((British Employment web site, 2007). In cases where the Tribunal issues an order for reinstatement or re-engagement, it cannot also order compensation [Wilson (HM Inspector of Taxes) v Clayton (2003) EWCA Civ 1657]. In the instant case, Vangeer was unlawfully dismissed because of her long absence. The Employment Rights Act 1996 provide for the employer’s responsibilities in case sickness absence and dismissal are due to ill-health (Mace & Jones web site, 2007). Bad health may be considered a good basis for dismissal of an employee because it affects the ability and capacity of the employee to perform his assigned duties and tasks. The law mandates that in order for a dismissal based on ill-health can be considered as fair, the employer must observe and comply with the legal requirements (Mace & Jones web site, 2007). The employee must be given the reasonable opportunity to recover and return to work before they can be dismissed’ (Lemon & Co. web site, 2008). In the instant case, Snail Pace Bus Company gave Vangeer about a year to recover from her clinical depression. A return to work programme was drawn up for her. Her relapse was instigated by her new manager. She was given a three week off from work and before the lapse of that time she was dismissed after the discussion with Slow Coach Ltd. Vangeer apparently was not given a reasonable opportunity to even use her three week off when in fact, the relapse was caused by management. However, it should be pointed out that not in all cases shall the employer be liable even if he partly or wholly was responsible for the incapacity of the employee. In the case of McAdie v Royal Bank of Scotland [2007] EWCA Civ 806, the Employment Appeal Tribunal reversed the decision of the Employment Tribunal when it ruled that the dismissal was justified even if the employer, partly or wholly caused the employee’s incapacity because based on the medical evidence obtained ‘there was no prospect of the employee returning to work’ [McAdie v Royal Bank of Scotland (2007) EWCA Civ 806]. Another requirement would be is for the employer to seek evidence of the medical status of the illness of the employee. The employer must request for medical reports from the employee’s physician upon the authorisation of the former (Lemon & Co. web site, 2008). The employer may also request for the examination of the employee by the employer’s own physician. The meeting should be for purposes of assessing the current medical state, the existing medical advice and medical evidence. In the case of Vangeer, Slow Coach Ltd. ailed to request the medical reports from her physician. Moreover, the employee must be consulted through a series of meetings for purposes of exploring ways and issues for alternative options and reasonable adjustments (Lemon & Co. web site, 2008). Albeit, there is one meeting conducted with Vangeer, no exhaustive discussion seemed to have been made. Finally, ‘The employer must consider the possibility of making adjustments to the working environment in order to permit the employee to return to work’ (Lemon & Co. eb site, 2008). When Vangeer was ill the first time, the employer made a programme which allowed her to start work late and go home early. However in the case of relapse, the suggestion that she be re-assigned to a different team was not deliberated upon and carried out by Slow Coach Ltd. It is the responsibility of the employer to seek and accept suggestions from the employee on how she can work when she returns. In a complaint for unfair dismissal, the Employment Tribunal shall take the following factors into consideration: ‘nature of the employee’s illness, the likely duration of the illness, the nature of the job, the needs of the employer, the employee’s length of service, the type (and amount) of sick pay paid to the employee and alternative employment’ (Lemon & Co. web site, 2008). The most important factor that will be considered is whether the employer took measures in gathering information and ascertaining medical reports from which he would base a fair and reasonable conclusion and decision. There must be recent, comprehensive and competent medical findings (Direct. gov web site, 2008). He must also comply with the procedures in dismissing an employee in accordance with the Employment Act 2002 and the Dispute Regulations 2004 (Direct. gov web site, 2008). Failure to follow the â€Å"statutory minimum dismissal and disciplinary procedure† shall make him liable to ‘a minimum basic award of 4 weeks pay. Furthermore, any compensation awarded by an Employment Tribunal may increase by 10-50%’ (Direct. gov web site, 2008). There is no distinction between sickness absence and disability. In the case of Clark v Novacold (18901661/97) ‘the Industrial Tribunal concluded that there should be no distinction between the two, and dismissal for sickness absence does in fact relate to the disability and accordingly is prima facie unlawful’ (Thompsons Solicitors web site, 1997). According to Solicitor Michael Corcoran, if the disability is the cause of the long term sickness absence and the employee was in fact dismissed, such dismissal is tantamount to discrimination unless it is shown that dismissal is justifiable (Corcoran, 2006). The lack of knowledge of Slow Coach Ltd. may have on the disability would be irrelevant and immaterial to the issue of whether Vangeer was treated less favourably (Corcoran, 2006). Under Section 20 of the Discrimination Disability Act 1995, direct discrimination is committed when the employee is ‘treated less favourably’ than another not suffering from such disability and that such treatment is by reason of the employee’s disability (DDA 2005). Moreover, the employer shall also be liable if he failed to make reasonable adjustments so that the disabled employee can continue his or her employment (HSE, n. d. ). The law requires that the employer ‘go an extra mile’ for the disabled employee, albeit the law does not set parameters of its extent. However, case law has laid down legal principles based on each of the precedent-setting case (HSE, n. d. ).

Object biography Essay Example | Topics and Well Written Essays - 750 words - 1

Object biography - Essay Example Egypt is regarded as the origin of civilization. The pyramids are some of the structures in the Egyptian that combines the aspects of science, mathematics and technology in an era that human development was still remote. The construction of Egyptian pyramids started ii 2440BC and took the country 23 years to complete (Morris, 97). The Hebrew slaves who had been exiled into Egypt during the reigns of Pharaohs did most of the work. The largest of these pyramids, the great pyramid contains more than 2 million limestone blocks put together to form an iconic structure. The pyramid rises from a rectangular base, and the size of nearly eight football fields and slopes at an uniform angle of 51degrees to meet at a peak more than 4500 feet above the base. The technology that assisted this construction remains a great mystery. The calculations and the exact ability to construct a structure that is more than 6 tons heavy that still stand the firm and a strong close to five millennia later is hi storic (Allen, 313). The precursors of the pyramids are believed to be the mastabas, flat-roofed structures carved from rock that were used as royal tombs. These tombs were developed to keep the embalmed bodies of kings and rulers of the empire (Allen, 313). With time, the mastabas were improved through the use of mud bricks and raised to become shrines for the communities. What followed was the replacement of the mud bricks with curved limestone layers, and a height of 204 feet was first achieved. The original idea and calculations, which are believed to have originated from architect Imhotep, a priest and healer (Watson, 245). The pyramids were, therefore, built as tombs for the kings and the pharaohs, and the size of each of these structures was, therefore, related to the significance that the people put on the specific leaders and rulers. It is said that each pyramid was started when the king was chosen and continued to be built for

Defning globalization Essay Example | Topics and Well Written Essays - 500 words

Defning globalization - Essay Example The definition of globalization is highly contentious among professionals in the field of economics and business. Globalization is a term for the process of international integration brought upon by interconnectivity of cultural aspects.(Steger, 1) Cultural aspects can be further defined as technology, religion, infrastructure, and manufacturing processes. There are many types of globalization; increased internet activity, international cell phones, and aviation. There are many good aspects of globalization that increases the health and education of many third world countries. However, there are aspects of globalization that have both positive and negative aspects. The globalization that most people think of the most is the usage of other countries to assist in the production or manufacturing of products for consumption or use. This is known by many currently as outsourcing. While outsourcing is not the only form of globalization, this is the one element that has become a hot topic politically due to the extent and negative elements. Outsourcing is a negative form of globalization to portions of the United States, while for others it is one of the best things that has occurred. When the United States federal government began to give tax benefits to companies who moved their major production elements outside of the United States, many companies began to move.(Anderson, 213) Not only are manufacturing jobs being sourced in other countries, but now countries are moving things such as call centers and technology service centers.(Dessler & Phillips, 61) Moving jobs overseas has a drastic and detrimental effect on the job market in the United States. Individuals in certain regions of the country are without job because of the relocation of most of the car making processes. No longer are there hundreds of companies making car parts, most if not all of those jobs are now in countries such as Mexico and China. This outsourcing has come to a

Movie reflection paper on the movie Avatar Research

Movie reflection on the movie Avatar - Research Paper Example and man’s quest for unknown, in terms of scientific exploration, has led him to find out various types of valuable items from different planets in the universe. The course of such quest led the scientists to obtain â€Å"unobtanium† on a planet, Pandora. The Pandora biosphere has almost the same elements as that of the Earth’s and it is inhabited by Na’vi. The species of the Pandora also has close similarities with the Earth’s and also provides a deep impression of the similarity that Earthly species as well as human inhabitants enjoyed during the days of primitive existence. Circumstances of the film take a serious turn as Jack Sully’s intelligence is used for the purpose of obtaining â€Å"unobtanium† and taking advantage of Na’vis’ primitive existence, human beings, with their superior technology and armed forces attempt to destroy the Hometree, a manifestation of Na’vis’ respect for values and traditiona l existence, to reach the mines. The entire Na’vi community fights back and despite their initial defeat, finally with the help of entire Pandoran wildlife they defeat artificial intelligence and technological supremacy (Avatar 2009). Main theme of the Avatar elaborates a symbolical criticism against man’s hedonistic and utilitarian aggression for everything that is natural, spontaneous and beautiful. It has also been suggested that free spirit cannot be dominated by the use of armed forces, artificial intelligence and threat of tremendous oppression. The history of human civilization provides numerous such examples that a superior community in terms of power, technology and massive support, has attempted to dominate the weaker ones but the moment such oppression has amounted to the level of violating self-respect, values and morality, a strong wave of protest has always emerged from the dominated side, resulting in fall of the dominating. The storyline of Avatar

Market research report on Exxon Mobil Proposal Example | Topics and Well Written Essays - 2500 words

Market report on Exxon Mobil - Research Proposal Example Despite the fact that the Japanese economy has rebounded slightly in first several years of new millennium after the period of slow growth, it still faces some serious structural problems. At the beginning of the year 2004, there was some hope that more strong consumption demand as well as new better conditions in corporate sector would entail economic recovery. However these hopes did not materialize due to several factors: As we can see Japan economy has been experiencing deflation during the last several years. Whereas other developed countries have experienced low inflation Japan still needs to curb deflation. That is why every company that operates in Japan faces the threats of deflation which entail: the risk of relocation of the debt from debtor to creditor; the risk of decreasing of the prices on the assets as well as the risk of continuation of stagnation. However, these negative factors might be mitigated by effective monetary policy of the Bank of Japan. In order to remedy the threat of deflation Bank of Japan has implemented zero interest rate in order to maintain low interest rates of financial institutions. Despite the fact that Bank of Japan might announce some inflation objective, especially if the treat of inflation is evident, nevertheless one could hardly expect the tightening of monetary policy, in view of the lack of growth of the Japan's economy. Besides, the financial sector of the Japan's economy is much healthier today than in the 90s. Commercial bank can boast of positive net income (the first time they have posted in since 1993). They have jettisoned most of non-performing loans from their balance sheets; nevertheless in spite of this notable progress their profitability remains low. 'Summing up all factors mentioned I think it is relatively easy to obtain the credit in Japan (with low interest rate). ' Since 1990 the energy sector of Japan has started to consolidate (partly due to the stagnation). Japan has no substantial oil reserves and relies heavily on imported oil. There was a noticeable increase in the consumption of oil in 2003 (the consumption increased on 5 % during the period 2002-2003), largely due to the notable decrease in the number of nuclear plants in Japan during the period mentioned. Nevertheless nuclear plant will resume their work in 2004 that might entail some slight decrease of the demand on oil. Japan has one of the highest GNP per capita in the world-29400 USD. Japanese people like to travel abroad and the demand on the traveling overseas was very strong even during stagflation, moreover there is strong demand on new vehicles. Thus it is possible to claim that potential market for oil industry is quite strong. Despite the fact that Japan has had low economic growth during the last several years, government programs of liberalization as well as deregulation will produce positive impact on the economy and will undoubtedly

Issue 18&19 Coursework Example | Topics and Well Written Essays - 750 words

Issue 18 - Coursework Example Memphis University scholars suggest that overseas outsourcing have more advantages to an organization. For instance, it enables the firm to pursue the most labor cost. Labor cost varies significantly from one country to another. Therefore, outsourcing will allow the company to choose the country that it feels that its work is not very costly (Axelrod, 2004). Moreover, adopting lower labor cost will enable the organization to produce its services at a lower cost and as well provide services at more reduced prices. Finally, reduced Labor allows the organization enhances their business profits. Because of deferent perception to outsourcing, it can create a platform for politics. For instance, many argue that outsourcing causes the jobs that can be done by the locals to move overseas. On the other hand, outsourcing will also help the particular country to boost its domestic economy. On the contrary, practitioners argue that offshoring can have the local options (Müller & Müller, 2000). Firms seek to offshore labor in order to keep labor cost at a minimum level as possible, so as their services and products can reach their potential customers at a lesser cost. From an international point of view, countries outsource professional jobs to countries that have the most cost efficient labor. The most popular outsourcing countries are China and India. Employees in these countries have adequate educational backgrounds to enable them to carry successfully out the tasks ahead of them. However, outsourcing has its merits and demerits that firms and countries need to put into consideration before starting the exercise. Outsourcing allows the company to operate in an increasingly competitive marketplace across the world. In addition, outsourcing enables the firm provides service and products in 24 hours daily, more so to the customers who need around the clock