Macro-prudential Policies Coursework Example | Topics and Well Written Essays - 2500 words

Macro-prudential Policies - Coursework Example A long-term environmental and social impact forms a group of another driver. A series of related events straight from resource limitations and climatic variations in unmanageable debt levels has significant implications for a long-term economic pattern. Consequently, the factors are so crucial in the long-term savings, particularly, in available pension schemes as well in the insurance industry. The third driver is Technological innovation. The use of information technology in communication as well in the commerce sector. This has contributed to the revolution in a manner that the financial transactions are processed and leads to the provision of totally new services as well as business models. To this effect, there are two different connected and overlapping technological systems.This has led to the increase in volume and variety of big data as well regular network connection (Acharya, and Yorulmaze,2008, p.2017). Hence, these probably need some components of financial systems. The aspects are significant since they help in adjusting the latter in order to sustain the relevance and profitability in the future financial system. Besides, Innovations in economics and monetary policy is one o the key drivers that affect the financial system. The financial calamity has led to an analysis of earlier theories and policy instruments that are found in the sectors of macroeconomics and finance. Consequently, the theories help manage monetary policies and regulations of the financial system.

Diversity in the Workplace (Sociology) Essay Example | Topics and Well Written Essays - 1250 words

Diversity in the Workplace (Sociology) - Essay Example Diversity among the military workers is a challenge itself, but should be also viewed as the number of certain separate aspects and diversities, among which are generation gap, incomes and benefits, communication with civilians, etc. The fact, that 'many large corporations transfer executives and their families to different cities, particularly early in their careers. [] The military is unique in the American labor force in the extent to which it expects its rank-and-file personnel and their families to relocate'. (Segal & Segal, 2004) This creates the principal diversities in the workforce among military. Generation gap is rather common problem among military, as well as among the other kinds of working staff in the country. From the sociological point of view, the principal attention of this aspect should be devoted to relations between the representatives of Generations X and Y. Though both generations display rather comfortable relations with technology, they still tend to have d ifferent attitudes towards work as the notion and the co-workers as the social surrounding at workplace. In the military workforce, where the changes in surroundings occur more frequently due to the geographical and movable character of the military work, it is essential not only to remember the differences, but to manage these differences effectively. Both generations, having much in common, still need different techniques of motivating them at work, which should also be accounted. Stereotypes in relation to generation gap should be eliminated. It is common to judge the person and its attitudes on the basis of the commonly spread assumptions; 'although certain characteristics may be attributed to one generation or another, that does not mean that all people in a particular generation exhibit each of that generations' common characteristics'. (Segal & Segal, 2004) The same characteristics should be eliminated in stereotyping the mostly probable population to serve for military. For example, as Segal & Segal (2004) state, 'enlistment is predicted by parents' education, high school grades, college plans, race and ethnicity'. However, it does not mean that sociologically this or that population layer is more likely to participate in the military, than the other. Thus, stereotyping is a common problem in the military organization. As other issues, it is closely connected with the challenge of active move across the country, or even abroad, for both militaries and t heir families; thus in getting used to the new work surrounding stereotyping should be replaced by immediate feedback and thorough analysis of the actions performed. The diversity in income and benefits directly impacts the performance of the military in one organization. It is clear, that the rank plays certain role, but the process of promotion also influences the attitudes of marines towards the job they have to do. 'When you came up for promotions, your minority status was prominent and was included as a basis for promotion." He recalls the promotion candidates' dossiers being flashed to board members from a microfiche projector. "On the screen was the dossier, and splashed across on a diagonal banner, in big, bold, capital letters was the word MINORITY.' (Waller, 2001) This probably resulted in the inappropriate behavior among marines which has become the subject of ardent discussion in press and