Partir Conjugation in French, Translation, and Examples

Partir  is one of the most common French verbs and it means to leave, though it can take on other meanings as well. In order to use partir  in conversations, you will need to learn how to conjugate it. Partir is an irregular verb, so it does not follow the common patterns found in French. Therefore, you will have to memorize it in all its forms. With time you will learn it and, luckily, partir is so common that youll find plenty of opportunities to practice it. Partir  is not all alone in its conjugations, however. Most French verbs ending in  -mir,  -tir, or  -vir  are conjugated the same way. That means that once you learn one, each new verb becomes a little easier.   In this article you will find the conjugations of partir in the present, present progressive, compound past, imperfect, simple future, near future indicative, the conditional, the present subjunctive, as well as the imperative and the gerund. The Many Meanings of  Partir Partir  most commonly means to leave in the general sense of leaving a place. It is the opposite of  arriver  (to arrive). For example, Je vais partir ce soir (Im going to leave tonight) and Il nest pas parti hier (He didnt leave yesterday). Partir  has a few other meanings as well. For example, it can be used to mean to shoot or to fire: Le coup est parti tout seul (The gun went off (fired) by itself) and Le bouchon est parti au plafond (The cork shot up to the ceiling). Partir can also mean to start or to get off to: Tout à §a est bien/mal parti (It got off to a good/bad start) and On est parti sur une mauvaise piste (We got off on the wrong track, to a bad start). Partir  is a semi-auxiliary, meaning that in some cases it can act in the same way as à ªtre or  avoir.  Ã‚  In this instance, when  partir  is combined with an infinitive verb it means to leave in order to do something: Peux-tu partir acheter du pain  ? (Could you go and buy some bread?) and Il est parti à ©tudier en Italie  (He left to study in Italy). As a euphemism, partir  means  to die or to pass away: Mon mari est parti (My husband passed away). Partir  With Prepositions Partir  is intransitive, which means that it cannot be followed by a  direct object. However, it may be followed by a preposition and an indefinite object (e.g., the destination or point/purpose of departure), or by a day, time, or other modifiers: Ils partent de Paris demain. -  Theyre leaving (from) Paris tomorrow.Quand vas-tu partir à   la chasse  ? -  When are you leaving to go hunting?Il est parti pour luniversità ©.  -  He left for college / went to college.On va partir demain. -  Were going to leave tomorrow. Additionally,  partir  can have different meanings depending on the preposition that follows it. partir à  Ã‚   infinitive means  to start (doing something, usually suddenly): As in,  Il est parti à   pleurer (He started crying, burst into tears) or  Je suis parti à   rire  (I started laughing, burst into laughter).partir dans   noun means to start (doing something which interrupts something else): As in, Il est parti dans une digression sans fin (He went off into an endless tangent) and Ne pars pas dans une grande colà ¨re (Dont get all mad).partir de  has two meanings:to begin on or to start from: As in, Le contrat partira du 3 aoà »t  (The contract will begin on August 3rd.) and Cest le deuxià ¨me en partant de la gauche (Its the second from the left).to come from: As in, Ça part du cÅ“ur (It comes from the heart) and Doà ¹ part ce bruit  ? (Where is this noise coming from?).partir pour   infinitive also means to start (and gives the impression of continuing for a long time): As in, Il est parti pour parler pendant une heure (He started talking and looked like hed keep going for an hour) and Elle est partie pour nous raconter sa vie (She started telling us her life story). Expressions With  Partir There are a few common French expressions that rely on  partir. For many of these, you will need to conjugate the verb, using what you learn in this lesson. Practicing these in simple sentences will make them easier to remember. à   partir de  - from (time, date, place)à   partir de maintenant  - from now onà   partir de ce moment-là  Ã‚  - from then onà   partir du moment oà ¹Ã‚  - as soon asÀ vos marques  ! Prà ªts  ? Partez  !  - On your marks! Get set! Go!cest parti  - here we go, here goes Present Indicative The present indicative in French can be translated to English as the simple present tense I leave or as the present progressive Im leaving. Je pars Je pars tout seul. I leave by myself. Tu pars Tu pars de Paris. You leave Paris. Il/Elle/On part Elle part acheter du pain. She leaves to go buy bread. Nous partons Nous partons à   pied. We leave on foot. Vous partez Vous partez avec vos amis. You leave with your friends. Ils/Elles partent Ils partent au Canada. They leave for Canada. Present Progressive Indicative As mentioned above, the present progressive in French can be expressed with the simple present tense, but it can also be formed with the present tense conjugation of the verb à ªtre (to be) en train de the infinitive verb (partir). Je suis en train de partir Je suisen train de partir tout seul. I am leaving by myself. Tu esen train de partir Tu esen train de partir de Paris. You are leaving Paris. Il/Elle/On esten train de partir Elle esten train de partir acheter du pain. She is leaving to go buy bread. Nous sommesen train de partir Nous sommesen train de partir à   pied. We are leaving on foot. Vous à ªtesen train de partir Vous à ªtesen train de partir avec vos amis. You are leaving with your friends. Ils/Elles sonten train de partir Ils sonten train de partir au Canada. They are leaving for Canada. Compound Past Indicative Verbs like partir  require  Ãƒ ªtre  when used in compound tenses  like the  passà © composà ©. To construct this past tense, you will need the auxiliary verb  Ãƒ ªtre and the past participle  parti. Notice that when you form the passà © composà © with à ªtre, the past participle must agree in gender and number with the subject. Je suis parti/partie Je suis parti tout seul. I left by myself. Tu es parti/partie Tu es parti de Paris. You left Paris. Il/Elle/On est parti/partie Elle est partie acheter du pain. She left to go buy bread. Nous sommes partis/parties Nous sommes partis à   pied. We left on foot. Vous à ªtes parti/partis/parties Vous à ªtes partis avec vos amis. You left with your friends. Ils/Elles sont partis/parties Ils sont partis au Canada. They left for Canada. Imperfect Indicative The imperfect tense is another past tense, but it is usually used to talk about ongoing events or repeated actions in the past, and is normally translated to English as was leaving or used to leave. Je partais Je partais tout seul. I used to leave by myself. Tu partais Tu partais de Paris. You used toleave Paris. Il/Elle/On partait Elle partaitacheter du pain. She used to leave to go buy bread. Nous partions Nous partions à   pied. We used toleave on foot. Vous partiez Vous partiez avec vos amis. You were leavingwith your friends. Ils/Elles partaient Ils partaient au Canada. They were leavingfor Canada. Simple Future Indicative Je partirai Je partirai tout seul. I will leave by myself. Tu partiras Tu partirasde Paris. Youwill leave Paris. Il/Elle/On partira Elle partiraacheter du pain. She willleave to go buy bread. Nous partirons Nous partirons à   pied. Wewill leave on foot. Vous partirez Vous partirez avec vos amis. Youwill leave with your friends. Ils/Elles partiront Ils partiront au Canada. Theywill leave for Canada. Near Future Indicative The near future in French is formed with the present tense conjugation of the verb aller (to go) the infinitive (partir). It can be translated to English as going to verb. Je vais partir Je vaispartir tout seul. I am going to leave by myself. Tu vaspartir Tu vaspartir de Paris. Youare going to leave Paris. Il/Elle/On vapartir Elle vapartir acheter du pain. She is going toleave to go buy bread. Nous allonspartir Nous allonspartir à   pied. Weare going toleave on foot. Vous allezpartir Vous allezpartir avec vos amis. Youare going to leave with your friends. Ils/Elles vontpartir Ils vontpartir au Canada. Theyare going to leave for Canada. Conditional To talk about hypothetical or possible events, you can use the conditional mood. Je partirais Je partirais tout seul si je n'avais peur. I would leave by myself if I were not scared. Tu partirais Tu partiraisde Paris si tu pouvais. Youwould leave Paris if you could. Il/Elle/On partirait Elle partirait acheter du pain si elle avais d'argent. She wouldleave to go buy bread if she had money. Nous partirions Nous partirions à   pied si ce n'à ©tait pas loin. Wewould leave on foot if it were not far. Vous partiriez Vous partiriez avec vos amis, mais vos amis ne peuvent pas aller. Youwould leave with your friends, but your friends can't go. Ils/Elles partiraient Ils partiraient au Canada s'ils voulaient. Theywould leave for Canada if they wanted to. Present Subjunctive The subjunctive mood is used in situations when the action of leaving is uncertain. Que je parte Mon pà ¨re suggà ¨re que je parte tout seul. My father suggests that I leave by myself. Que tu partes Le juge exige que tu partes de Paris. The judge demands that you leave Paris. Qu'il/Elle/On parte Le patron conseille qu'elle parte acheter du pain. The boss advises that she leave to go buy bread. Que nous partions Charles souhaite que nous partions à   pied. Charles wishes that we leave on foot. Que vous partiez Jacques prà ©fà ¨re que vous partiez avec vos amis. Jacques prefers that you leave with your friends. Qu'ils/Elles partent Le prà ©sident souhaite qu'ils partent au Canada. The president wishes that they leave for Canada. Imperative When you want to say something like Leave! you can use the imperative verb mood. In this case, theres no need to include the subject pronoun, so simply say, Pars ! Also, to form the negative commands, just place ne...pas around the positive command. Positive commands Tu pars ! Pars de Paris ! Leave Paris! Nous partons! Partons à   pied ! Let's leave on foot! Vous partez! Partez avec vos amis ! Leave with your friends! Negative commands Tu ne pars pas ! Ne pars pas de Paris ! Don't leave Paris! Nous ne partons pas! Ne partons pas à   pied ! Let's not leave on foot! Vous ne partez pas ! Ne partez pas avec vos amis ! Don't leave with your friends! Present Participle/Gerund The  present participle  of  partir  is  partant. This was formed by adding the ending  -ant  to the verb stem. One of the uses of the present participle is to form the gerund (usually preceded by the preposition en), which is often used to talk about simultaneous actions. Present participle/gerund ofPartir partant Je pleure en partant Paris. I cry while leaving Paris.

The Sun Also Rises Modernism Analysis - 1507 Words

During the early twentieth century, the philosophical and artistic movement of Modernism permeated the world of literature. Thusly, Modernism, as a philosophy, is defined through the loss of traditional values and meaning in life; men, women and all people are isolated and alone, unable to fully communicate through language. Modernist writers portray the world as a harsh and unjust place in which their characters struggle alone with unrealistic and futile dreams. With this in mind, The Sun Also Rises by Ernest Hemingway is a novel that details the story of Jacob Barnes and his circle of friends. Most of the friends, including Jake, are World War I veterans who have been harshly afflicted by their experiences in the war and heavily indulge†¦show more content†¦Jake tries to be a good Catholic; he goes to the Cathedral and he prays in a very scattered way, first for his friends, then bullfighters, then money, and then his mind wanders onto other subjects. Jake tries to be a go od Catholic by praying and attempting to be spiritual, but much like his own spirituality, his prayer is choppy. He does not usually go to church nor does he usually pray. Jake does not feel religious, and this is what he deduces makes him such a â€Å"rotten Catholic.† He regrets this notion and this is a symptom of a much larger problem for Jake: he craves authenticity and spirituality and innocence, but he has been corrupted by the great war. It took not only his fertility but also his spiritual potency. Further proof of his desire for spiritual authenticity and purity is when he sees Pedro Romero, the young, talented, and captivating young Spanish bullfighter, in a bullfight. JakeShow MoreRelatedAchyut Kanvinde1389 Words   |  6 PagesKANVINDE Father of Modern Indian Architecture Achyut Kanvinde | Born: 1916 Died: 2003 Gender: Male Country of Origin: India Biography: He entered the Architecture Department at Sir J.J. School of Art in 1935 then headed by Claude Batley, who was also the premier architect of the country. He passed out in 1941. 1943, he joined the newly formed Council for Scientific and Industrial Research as architect. Achyut Kanvinde attended Harvard Graduate school of Design in 1945. In ‘47 appointed as theRead MorePoem Explication: and Death Shall Have No Dominion2652 Words   |  11 PagesSpirit† (John 3:8). The â€Å"west moon† could be a reference to the saying â€Å"east of the sun and west of the moon,† which indicates a day or a full cycle, in this case a human returning to the dirt from whence he came and becoming one with God. Thomas then describes life after death, â€Å"[The dead] shall have stars at elbow and foot; / [t]hough they go mad they shall be sane, / [t]hough they sink though the sea they shall rise again, / [t]hough lovers be lost love shall not...† The repetit ive sentence structureRead MoreChina Town2154 Words   |  9 Pagescharacter and background of the owner. The early shophouses are build in rows with uniforms faà §ades and a continuous, covered five-foot way in front (figure 2). There are also jack roof on the shop houses which rise above the main roof to allowed accumulated hot air in the house to escape (figure 3). Besides that, there is also low rickety, shuttered window on the front of the first floor. Figure 2: Five-foot way Figure 3: Jack roof â€Å"Before WorldRead MoreAmerican Literature11652 Words   |  47 PagesAmerican Literature through Time To find out more about a particular literature time period, click on the links below: ï‚ · ï‚ · ï‚ · ï‚ · ï‚ · ï‚ · ï‚ · ï‚ · ï‚ · ï‚ · Puritan Times Rationalism/Age of Enlightenment American Renaissance/Romanticism Gothic Realism Naturalism Modernism Harlem Renaissance Postmodernism Contemporary Puritan Times period of American Literature - 1650-1750 Content: ï‚ · ï‚ · ï‚ · errand into the wilderness be a city upon a hill Christian utopia Genre/Style: ï‚ · ï‚ · ï‚ · ï‚ · ï‚ · sermons, diaries personalRead MoreRomanticism and Modernism as Strange Bedfellows: A Fresh Look at Jack Kerouacs On the Road12240 Words   |  49 Pagesï » ¿ Romanticism and Modernism as Strange Bedfellows: A Fresh Look of Jack Kerouac’s On the Road Bliss was it in that dawn to be alive, But to be young was very Heaven! O time In which the meagre, stale, forbidding ways Of custom, law and statute, took at once The attraction of a Country in Romance! The Prelude—William Wordsworth (Come in under the shadow of this rock), And I will show you something different from either Your shadow at morning striding behind you Or your shadow at eveningRead MoreA Commentary on, and Partial Analysis of, Nietzsches Thus Spoke Zarathustra, Part 4, with Especial Reference to Discourses 11 to 204823 Words   |  20 PagesA Commentary on, and Partial Analysis of, Nietzsches Thus Spoke Zarathustra, Part 4, with Especial Reference to Discourses 11 to 20 Although Zarathustra gains his happiness before the Fourth and Final Part of Al Sprecht Zarathustra, that which he is most concerned with- his work, is still ahead of him in The Temptation of Zarathustra: an Interlude (which Nietzsche viewed as the fourth parts proper title in view of what already transpired and what follows in the text as we find it abridgedRead MoreOrganisational Theory230255 Words   |  922 Pagessubject. This is not the case with the present book. This is a book that deserves to achieve a wide readership. Professor Stephen Ackroyd, Lancaster University, UK This new textbook usefully situates organization theory within the scholarly debates on modernism and postmodernism, and provides an advanced introduction to the heterogeneous study of organizations, including chapters on phenomenology, critical theory and psychoanalysis. Like all good textbooks, the book is accessible, well researched and readersRead MoreCMNS 304 Notes Essay5778 Words   |  24 Pagesexpre ssive how I feel Can you please turn of your cellphone - directive Ill be back - commisives committing to a certain action We are like fish in water, we don’t have to think about the frame of water, or rather how we interact with it Frame analysis is a tool to step into our frame and understand it this room is just a piece of SFU Frames have a coherence-inducing feature. We expect things to hold together and cohesion is a meshing of text. Coherence (making sense of how they work together)Read MoreViolation Of The Maxims Of Cooperative Principle7912 Words   |  32 PagesAims and Objectives of the Research Project 6) Data, Methodology and Techniques 7) Plan of Thesis I) Chapter – I (Introduction) II) Chapter – II (Theoretical Framework) III) Chapter – III (Analysis of the play Endgame) IV) Chapter – IV (Analysis of the play Waiting for Godot) V) Chapter – V (Analysis of the plays Happy Days ) VI) Chapter –VI (Conclusion and pedagogical implications) 8) Scope And Limitations of the Study 9) Significance of the Study 10) Conclusion CHAPTER - IRead MoreUnderstanding Organisations Essay3612 Words   |  15 Pages| MMM262 | | UNDERSTANDINGORGANIZATIONSTRIMESTER 2 2012 | [assignment 1 – decision analysis]Ford Australia’s decision to cut 440 Jobs – July 2012 | AUTHOR: | | SHAUN VICTOR PICKERING | | Table of Contents INTRODUCTION 2 PART 1 - Modernist Analysis 3 1.1 Environment 4 1.2 Social Structure 6 1.3 Technology 8 1.4 Culture 9 PART 2 - Symbolic Interpretive Critique 11 2.1 Environment 11 2.2 Social Structure 12 2.3 Technology 13 2.4 Culture 14 PART 3 - Postmodern

Serandib Bank Free Essays

string(44) " of customer base and also drop in revenue\." CONTENT Page 1. Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 1 2. We will write a custom essay sample on Serandib Bank or any similar topic only for you Order Now Executive Summary†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 2 3. Problem Statement†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. .3 4. Alternatives†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5 5. Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 8 6. Implementations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 9 Introduction This is the fourth assignment which I am forwarding as a case study for module 4 examination of Professional Qualification in Human Resource Management 75th Batch at the Institute of Personal Management Sri Lanka (IPM). The case is about the SerendiB Bank which was playing a successful monopoly game in the Bankers field where only two other local banks were held due to the Government regulations towards the implementation of foreign banks in the country. The SerendiB Bank was leading the country with a staff of 9,800 at the branches operating in each leading town island wide. Very recently; on its 50th anniversary, a new chief executive officer, Mrs. Maya Perera was appointed on her post who was just returned back to the country after serving 20 years at two foreign Banks as a Top Executive. With the arrival of new CEO, many senior executives of the bank were unhappy with her new approach which is emphasized on followings. Cooperate vision and strategies/ businesses objectives for next five years Creating customer friendly process Introduction of latest technology Motivating internal staff through extrinsic motivation Promoting team work and achieving goals through team dynamics. The bank was delighting its success for next two years till the time of arriving two foreign banks and with that, suddenly it faced a narrow drop in all aspects. The bank lost its customers by 50% and the employee turnover was 22%. Finally the bank has close down its 22 branches and divest it two overseas operations. Executive Summary SerendibB Bank was practicing the seniority based promotions, non-financial rewards for individual efforts and also staff enjoyed the traditional banking activities. But, new CEO emphasized the impotency of introduction of latest technology while motivating the staff through extrinsic motivation and promoting team work and achieving goals through team dynamism. Also, CEO wanted to encourage people more towards the monetary rewards and as a result management introduced nearly a dozen of group incentives whilst statutory payments were paid in double over and above the legalized criteria. Although Bank achieved a higher growth rate in financial terms during the first two years tenure of new CEO, many senior executives were extremely unhappy with the CEO’s new approach. With launching of two new foreign banks, many senior staff members left from the SerendibB and joined with this new banks for better prospects and relieve with the newly introduce reward schemes. Within first six months, SerendibB lost over 50% of customer base and also drop in revenue. You read "Serandib Bank" in category "Papers" Further, SerendibB had to close down 22 branches and divested two overseas operations. This case study demonstrates the employee reward systems can help organizations to achieve their goals. However, Employers must first identify each objective clearly before developing tangible and intangible reward systems. Important goals such as employee retention and job satisfaction, performance improvement and employee motivation can be achieved by identifying the desired outcome of employee reward programs. . Problem Statement 1. The newly introduced reward management system does not fit to the requirements of the employees in the organization. The effectiveness of reward package is impacted by internal and external factors and it is important for employers to continually monitor, evaluate and adjust their rewards and benefits packages to ensure that they c ontinue to meet employees’ needs. Changes in the competitive landscape, in the economy, in employee needs and in demographics can all impact how effectively existing packages meet employee needs. Ongoing assessment of both internal drivers and external environmental impacts can help ensure that companies’ reward packages serve to drive retention in a positive way. But, New CEO of SerendibB Has changed the existing reward management system without doing a proper study. Therefore, change of existing reward management system is not suitable to entire organization and its requirement. 2. The newly introduced Reward Management system does not have the proper balance between the Financial and Non – Financial Rewards, individual and group rewards. Financial rewards and group incentives are one way businesses can show their appreciation to employees for hard work and dedication, but this should be just one piece of the compensation system. Non-financial rewards and individual incentives can carry just as much weight by empowering employees, as well as giving them a sense of accomplishment and of belonging. CEO of this bank always promoted the monetary rewards and the team work concept among staff. Therefore, rewarding system should be balanced among financial and non-financial rewards as well as the Individual and the group incentives. . The Reward Management System is not consistent and sustainability. Employee reward systems can help employers achieve their organizational goals. However, employers must first identify each objective clearly before developing tangible and intangible reward systems. New CEO had taken a decision to pay in double the EPF,ETF and gratuity over and above the legalized criteria. But he hasn’t checked whether the organization can afford such a huge expensein the future. At the same time legal consultants also advised the top management not to grant excessive financial rewards. Therefore, such a reward managements system doesn’t have a sustainability, consistency and credibility 4. The Reward Management System does not catering the purpose. Employers must offer employee rewards that the company’s employees find meaningful. Well-managed employee reward management system have tangible affirmative effects on the employer’s bottom line results such as Attraction, retention, motivation, engagement, return on investment. Throughout the case it doesn’t demonstrate the key values of reward management system. Further, Majority of the staff of the SerendibB bank left and joined with new foreign bank due to frustration. In that case SerendibB was failed to full fill the basic requirement of the reward management system. 5. The Reward Management System does not cater the requirements of the existing staffWithinfirst six months of opening the competitor banks, SerendiB lost over 50% of customer base and had to face huge drop in revenue. Also, many of the senior staff members joined the new foreign banks. By that moment, top management of the SerendibB bank well knew the reason behind. But, nobody take steps to change or enhance the existing rewarding system so that best fit for the existing employees and retain them with the SerendibB bank. Alternatives 1. SerendibBBank should come up with incentive plans as follows for their employees in order to reward staffs who contribute the most to the profitability goals of the bank. This allows employees to reap the rewards to their business acquisition activities and helps to promote a sense of self-achievement and teamwork. a) Bank need to identify those products and services that it wants to concentrate upon based on product demand, pricing and risk analysis. For example, when a bank decides that too much of its assets are related to the condominium market, a shift toward other income producing real estate is made. Once the current year product and profitability goals are established, the various departments of the bank are informed of the products that the bank is going to pursue. b) It is recommended consult with staff and trade union and gets their ideas of a new incentive system. Also, management can conduct brief survey to get the ideas of staff. Provide clear choices in survey in order to get clear answers. Ask questions like â€Å"Would you prefer a cash reward or a personalized plaque for being employee of the month? † Employee surveys should also list a variety of monetary and non-monetary awards and ask employees to list their preferences. c) A bank profitability system takes each product that the bank offers and classifies it according to the responsible department and customer account. The various customer accounts are assigned to specific employee who manage the account and increase the business volume of the bank with the customer. The employees also acquire new customer accounts that generate profit. Therefore, a proper profitability system must be capable of tracking the progress of existing and new customer accounts by employee in order to reward the efforts of the employee through the incentive program of the bank d) Once the various income-producing goals are established for the bank, the acquisition incentive program is communicated to the departments involved. For example, if incentive payments are being offered for acquiring new real estate business loans, the program details what the employee needs to do in order to earn an incentive payment. The typical program involves the payment of an upfront fee to the employee of two percent for the original acquisition of new business and a five percent payment after the first year of operation from the ongoing business of the customer. This type of program tends to bring the operation of the bank together e) The continual monitoring of the profit and loss goals of the bank according to customer and assigned employee must be transparent and available to the relevant employee, as well as to the department supervisor. This allows for total follow-up and monetary remuneration. It also shows where adjustments need to be made due to problematic relationships. Furthermore, it provides the historical base for progress and motivation. f) Measure employee satisfaction of new or improved incentive plan by obtaining ideas of employees or implementing a survey and review exit interview information. In addition, analyze turnover rates before and after implementing the employee incentive program to measure the effectiveness of the new or improved rewards system. 2. Monetary incentives encourage employee compliance, rather than encouraging risk-taking, since most monetary rewards consider only employee performance. Employees may be motivated to perform in certain ways to achieve monetary rewards, rather than doing something because it is the right thing to do. This behavior can disrupt or end good working relationships among associates, since they have become competitors rather than co-workers, which ultimately disrupts the overall work environment. Non-monetary incentives have been used to reward employees for their good work by providing opportunities for training, flexible work schedules, improved work environments and sabbaticals. Therefore it is essential to take a good balance between non-monetary and monetary incentives as well as the group and individual incentives. Because it results in a more satisfying program to address the diverse interests and needs of employees. 3. With the lost of customer base, SerendibB bank is in a terrible finance situation. Bank is still paying the statutory payments in double to existing employees due to wrong decision taken by its CEO. Therefore, it is necessary to immediately stop such extra payment (EPF,ETF; Gratuity)done by the bank to its employees and on behalf of employees. . SerendibB Bank need effective reward systems in order to attract employees to the bank keep their existing employees and maintain a satisfied workforce. The primary employee reward is usually pay. But, SerendibB has to offer a total reward system that includes good pay and other non-monetary incentives. Designing a total reward system is important task to be done by the bank to overcome the curren t problem it has faced. Therefore, bank can implement following to attract external people. a) Develop a competitive pay strategy. Benchmark (two foreign banks) the market pay scale for each compensated position in the organization. Once pay scales are determined, Deputy CEO can decide which positions should be paid at, below or above the average pay rate. Critical positions in the organization are often paid at higher rates to keep valuable employees and avoid wasting resources on employee searches. b) Establish work-life rewards. These rewards include paid or unpaid sick time, paid lunch and break times, childcare assistance, variable work schedules and other benefits that don’t normally include pay, but are seen as valuable by employees. Organizations that are in a position that precludes paying traditional benefits can sometimes keep employees by offering these types of rewards c) Develop meaningful employee recognition programs. Many employees respond to simple recognition for a job well done. This can be as easy and spontaneous as a simple â€Å"thank you† or more organized as a monthly or quarterly recognition lunch or dinner. It’s important that people who are recognized are truly outstanding workers. Depending on the profitability of the organization employees be recognized with anything from cash to event tickets to a certificate. ) Initiate a career development program. Many employees will stay at organizations that offer fewer benefits if they can see that there is possible job advancement available in the future. Offering management training programs that truly given employee a leg up on future career advancement can be viewed as a valuable reward. This can be a very low-cost reward system tha t keeps employees for the long-term. It’s important to only offer training to employees who truly deserve it. 5. At this crucial time, it is important to retain existing employees. Therefore it is requires to offer them a short tem rewards such as meal allowances, bonuses, transport allowances, health and life insurance, and annual vacation in order to keep employees. Conclusion Most people work mainly or even exclusively for the money they earn. No employee refuses more money, whether it is a one-time reward or a permanent pay increase, but employee rewards need not always be monetary. Raises and bonuses are among the most potent workplace rewards. The importance of rewards in the workplace extends beyond providing increased pay. Therefore, it is important to starta proper reward system in the bank with the aim of getting below results to the SerendibB bank and overcomeexisting problems which bank is experienced now. Staff Retention Staff turnover is expensive. It costs a company from 120 to 200 percent of an employee’s annual salary to replace him when he leaves. New hires often require considerable time to reach peak performance. Staffs who feel that the bank recognizes their efforts are less likely to seek jobs elsewhere than those who feel that they are taken for granted. Maintaining Morale At this moment staffs of SerendibBsuffer from low morale. This is especially due to unhappy with CEOs new approach towards the reward system. Providing rewards can boost morale and need not be much costly. Enhancing Performance Rewarding employees often improves performance on the job. Nonmonetary rewards often produce surprisingly sustained increases in staff productivity. Raises and bonuses also increase staff productivity. â€Å"Carrot† Versus â€Å"Stick† Motivation Bank staff is consisted with educated employees. Taking a â€Å"stick† approach to bank discipline is often counterproductive in motivating staff. Punishments, in the form of negative public recognition, can quickly disintegrate into a finger-pointing exercise among employees eager to keep the spotlight away from themselves. Therefore, it is very vital to have a effective rewarding system in SerendibB bank to speed up the recruitment process and as well as to retain the existing staff . Implementation Implementing an employee reward program is a great way to push workers to excel. Not only does a program generate results for the people who win awards, but it also tends to increase productivity and drive staff to give their most to the SerendibB Bank. Therefore, it is recommended to consider the below given areas when implementing and employee reward program to the SerendibB Bank. Director HR should take an initiative to implement a reward policy for the Bank so that it would be clear to the bank staff. Also, bank need to initiate a grievance handling system, so that staff can come up with any problem they have and look for a solution. If such is available staff might wait and see whether they can have solution before they go for drastic actions such as leaving form the bank Create two lists of goals, one for the bank and one for the staff. Be clear on what the staff are expected to do within the program and what bank want to achieve by creating it. Increasing customers, improving staff morale or rewarding hard staff are all acceptable goals, as long as bankis clear on them. Decide on the type of prize that will be awarded. Prizes can be symbolic (an actual certificate or medal) or they can be material and focus on money rewards, special items or long-term rewards, such as more time off or a raise. Announce the timing of the reward system. It doesn’t really matter bank plan on handing out awards on a monthly or quarterly basis, but it has to plan in advance. Management of SerendibBlet the staff know what to expect and when. Once announce the program, HR department of the bank can do updates throughout the month or quarter to show where the process is going and how everybody involved is doing. Designate a leader to keep track of the system. This could be a manager, a staff who is not participating in the program. Create a schedule or a follow-up system so bank staff can track themselves and make the process easier for the leader.. How to cite Serandib Bank, Papers

The Motoring Industry

Question: Discuss about the Motoring Industry. Answer: Analysis The motoring industry or the automobile industry is one of the oldest industry in the world. This industry was often considered as the part of manufacturing industry. However, with time, the demand for automobiles increased and then automobile industry was an independent industry in itself. BMW is a German luxury car manufacturer that was established in the year 1916. In the last 100 years, the company has expanded at a global scale. Today, it has more than 110000 employees and it has the revenue of 80 billion Euro (Kumar, 2016). Mercedes is also a German car manufacturer and a subsidiary of Daimler AG. The company was founded in the year 1920 and since then it has expanded in different parts of the world. Today. Mercedes-Benz is one of the best-known and established automotive brands in the world. Audi is also a German car manufacturer that was established in the year 1969 (Kumar, 2016). However, 1969 was the re launch of the brand and the origins of Audie could be traced back to 19 32. In fact, Audi is the first German car manufacturer to manufacturer left hand driver vehicles. All three companies BMW, Mercedes and Audi are successful at global level. The competition is high in the automobile sector. However, these companies have been able to create a niche for themselves with their competitive advantage (McMillan, 2013). There is a fundamental strategic difference in the strategic planning and selling proposition of these companies. For example, Mercedes has the competitive advantage of luxury. It targets the consumers that are willing to pay the premium price for luxury vehicles. Among all the three car manufacturers, Mercedes has the best interiors for its cars. BMW has the competitive advantage of robustness coupled with luxury. BMW has created a manly image in the market. BMW is the first choice of customers that wants style coupled with luxury and BMW charges a premium price for this combination. Audi also has a set of loyal customer base. Audi has created a niche for itself where the value positioning of Audi is the combination of the value positioni ng of BMW and Mercedes. Audi provides the luxury of Mercedes and style of BMW (McMillan, 2013). When it comes to the differentiation in the value chain. It can be said that Mercedes has differentiated itself from competitors at operations. Mercedes ensure that no other competitor can match the style of its car interiors. BMW has differentiated itself from competitors at Technology and Marketing Sales activities (Gonzalez Carcaba, 2015). Technology is a secondary activity of the value chain. However, BMW has been able to create a differentiation at this activity. The company is known for its high quality and trendy vehicles, equipped with latest technologies. The company also has effective marketing and sales strategy in place that enables BMW to develop a unique rapport with customers. Audi has differentiated itself from competitors at Service level. It is believed that Audi provides unmatched customer service and it increases customer loyalty. All the three players are doing well in the market. The good thing for these players is that the market is not saturated, instead of the competitive market. The new and emerging markets like India and China has opened the doors to new frontiers and opportunities (Kate Handa, 2014). It is observed that these companies have also started to focus on cost leadership strategies in the developing countries as the consumers in the developing nations do not have deep pockets and the consumers are price sensitive. It is expected that cost and quality would continue to be the major industry drivers. The good thing for these players is that the market is increasing. The luxury car market is influenced a lot by the external factors like economic factors and financial factors. The industry may witness the set back in the times of recession. This is the reason that these companies have started to focus to deliver the customer values also in support areas of value chain like infrastructure, technology and procurement (Kate Handa, 2014). The focus on the support activities also enables the firms to keep a check on their cost of operations. References Gonzalez, E., Carcaba, A. and Ventura, J., 2015. How car dealers adjust prices to reach the product efficiency frontier in the Spanish automobile market.omega,51, pp.38-48. Kate, N. and Handa, A., 2014. Luxury Car Market Scenario In India: An Empirical Review.International Journal of Trade Global Business Perspectives,3(4), p.1398. Kumar, A.V.C., Das, N., Khumar, A.P., Bakshid, S.A. and Vishnu, V., 2016. A Study On The Market Perception And Consumer Behaviour Ofhigh End Cars (Mercedes-Benz, Audi And Bmw).International Education and Research Journal,2(3). McMillan, J. (2013). The importance of market segments.McMillan Technology. Available on: https://www. mcmillantech. co. uk/articles/MarketSegments. pdf.

Jobs Are Not For Everyone Essays - Social History,

Jobs Are Not For Everyone In the eighteen years I have been on this planet there are a few important things I have learned. One of the most important things I have learned is that jobs are not for me, at least not at this point in my life. Many different employers have employed me and I have had a taste of what the job world is all about, but I don't want any part of it. Every job I have had has had people above me who were not always the most intelligent people around. There is nothing I hate more than unintelligent people telling me what to do. I have worked at a grocery store, a trailer campground, a beach and a pool, all of which I have had mentally inferior superiors. But of the jobs I have listed, the one place that is the worst to work at is a grocery store. The tasks one is asked to do as an employee of a grocery store are unimaginable. I think that being employed, especially to a grocery store, is not a good idea for teenagers because there are usually unintelligent people running them, it infringes on teenage lives, and some aspects of most jobs are disgusting. Bosses are probably the most difficult part of being employed to me. At the grocery store that I worked at for a short period of time, I remember being constantly pulled aside and being told that I wasn't bagging the groceries properly. The strange part was that when my boss would tell me these things he would always take me to isle seven to yell and scream at me. Why couldn't he take me into his office where it would be private? Instead he would make a big scene in front of all the old women shopping for those lovely canned foods and completely embarrass me. I never understood that. There was another reason why I knew my boss wasn't the brightest candle on the cake. I always had to remind him that I only worked on Mondays and Wednesdays, but he could never grasp the concept. For some reason he was convinced that I worked everyday. Two days out of the five days I didn't work I would get a call from good old Bob asking ? why aren't you here yet?' I would always say ? Bob, don't you re member, I only work two days a week, and this isn't one of them.? Then he would say ? Oh yea, sorry kid, see ya' tomorrow?. So that was a frequent thing for Bob. Over all I would say that most bosses are strange people to deal with, and hard people to work for, and there is enough confusion in a teenager's life without someone like Bob to add a little more. Being in high school is a busy time of one's life, and having a job makes it even busier. For myself, I think that having a boss that wasn't that bright made things even harder. One time I can recall where my job really interfered with my life was when I had tickets to go see a concert. Unfortunately I had to work that day. I did not see any big problem with this; I would just take the day off. Not with Bob around. To someone like him, groceries are life and they should be for everyone, especially me. Well little did he know that this little situation would end my employment with that wonderful shopping facility. I told him I wanted to see this show and he pulled out the big gun; he said ? Son, I don't want to be a jerk but if you're going to miss work for some concert, I'll have to ask you to leave, for good.? I told him I understood and needless to say I left. Come on, how many times does your favorite band come to town? I think it was well worth it. I am only a teenager once and I will work the rest of my life. Jobs and teens do not mix. The worst part of employment is the nasty little tasks one must perform while on duty. Every job

29 ways on how to stay creative at work throughout the day

29 ways on how to stay creative at work throughout the day Creativity at work is letting the inner you shine through the work you produce. But being at work all day can sometimes drain you mentally and physically; getting  in your way of your creativity. With these 29 ways to stay creative, you can help with your ideas to flow throughout the day instead of reaching road blocks. Simple things such as taking breaks, getting feedback, making lists, and even singing in the shower can get your creative juices flowing. Here are some quick and easy tips that work magic for your creativity!Source [ Behance ]

IT Corporate Governance Research Paper Example | Topics and Well Written Essays - 1250 words

IT Corporate Governance - Research Paper Example The rational for the research paper is to investigate and analyze new trends in information systems application and their impact on information, effects on corporate design, structure and productivity. It is assumed that advances in technology, especially computer, information, and information technology, have presented organizations and managers with dramatic new challenges and opportunities, and researchers have been pressing to develop the theoretical and research grounding needed to understand and manage these developments. It is supposed that information technology allows a corporation greater decentralization of functions thus ensuring effective management and control. Computers, the Internet, electronic mail, and other forms of information and information technology make possible more elaborate and interactive networking of people and organizational units, both within and between organizations (Dine, 2000). Some organizations have moved away from traditional hierarchical and departmental reporting relationships to forms of virtual organization and dynamic network organization, in which a central hub coordinates other units that formally belong to the same organization, as well as organizations formally outside the hub organization (such as contractors or agencies with overlapping responsibility for public agencies), via e-mail and the Internet. Advances in IT reportedly lead to smaller organizations, decentralized organizations, better coordination internally and with external entities (Buck and Sha hrim 2006). Organizations acquire and distribute internally information to carry out the critical functions of decision-making. These activities require the processing of information. There are two perspectives on organizational information-processing: the vertical and horizontal perspectives. Vertical information-processing involves the acquisition of information from the environment and the distribution of information from boundary spanning units toorganizational members at various hierarchical levels. Horizontal information- processing involves the co-ordination of internal tasks by distributing information between organizational members within and between departments. Within the information-processing framework, information technology is one strategy in the organization's ability to process information (Danziger and Andersen 2002). An organizational design dimension, which relates the hierarchical level to the information-processing tasks at hand is the degree of centralization versus decent ralization of decision-making. Since decision-making requires the availability of unambiguous information, new information technology has the potential to shift the level of decision-making by providing access to information. This is one of the design dimensions to be investigated. Another vertical design dimension to be discussed is the hierarchy of authority. New information technology, by formalizing information-processing within organizations, is the resource that enables managers to report information. By enlarging the information options, new technology has the