Project as an Intern at a Design Film Essay Example | Topics and Well Written Essays - 2500 words

Project as an Intern at a Design Film - Essay Example This all depended on appropriate time scale, enough budget allocation and good client communication, since the work of a designer is turning a concept into reality. In the long run the design processes included experimental, routine and fashion designs. Another key is the assembly of the client team which gave an outline of factors to be considered when hiring personnel in the business, which resulted in overcoming the cultural and operational differences experienced. The last key is the briefing process, which defined the project objectives, specific business opportunities to be realized and the scope for creating opportunities for the firm. Shortlisting of qualified design consultants was paramount as their main function in the business was to provide professional design solutions so that the client needs are met. Appointed design consultants were to specifically give shape to responses made by the clients. They provided polished design criteria for projects which comprised of gene ral overview of the project, intellectual, functional, technical and accommodation design criteria’s. ... Introduction to Finance Every business is formed on a strong financial base for it to properly carry out its operations of making profits. Most of the spheres affected by the financial principles of the design firm were contract management, administration of contracts, resourcing, budget and cost planning. The module, introduction to finance introduced the basic corporate and personal finance concepts, the time value for money, financial markets, shares and bonds, financial risk and return, ways of raising money and elements of investment. In addition the major components of finance included institutions and markets under which there were banks and other financial institutions, and the Federal Reserve System fell (Melicher and Norton 115). Finally, financial management comprised of business organization, financial analysis and long term financial planning, managing working capital and capital budgeting analysis. These principles served as the foundation of finance relating to the des ign business during my internship. Through financial analysis: the differences between manager and stakeholders are identified, time value of money, and higher returns were realized by taking more risks as the diversification of interests reduced risks. The design business had a financial system where the financial capital flowed with the aid of markets, intermediaries and regulation from savings to investments in the economy (Melicher and Norton 328). Melicher and Norton (251) argue that money markets are where the debt securities maturing within one year or less are traded while the capital markets are debt securities that mature longer than one year are traded. The major types of financial

Why is the employment relations system in the USA characterised by low Essay

Why is the employment relations system in the USA characterised by low levels of collective bargaining - Essay Example Every country have specific norms and labour policies based on which the framework of the employee relation system is designed. In USA there are three basic laws with regard to the employee relationship. They are: a) National Labour Relation Act, which is also known as the Wagner Act, b) Labour Management Relation Act, also called the Taft-Hartley Act, and c) Disclosure Act, which is called the Landrum Griffin Act. The Federal authorities throughout USA make sure that these three laws are implemented in organizations. The agency responsible for its enforcement is the National Labour Relation Board (NLRB). It is into labour management and relation assessment. The Department of Labour (DOL) is responsible for the enforcement of the other important aspects in labour relationship management laws. The major requirement for doing such activity is to ensure the democracy of the internal union and the financial accountability. Both of these regulatory bodies are responsible for ascertaining that the laws are strictly followed and organizations are working under the assistance of these stated frameworks. The private sector workforce or employees have laws set for them under the federal labour laws of the two regulatory bodies such as DOL and NLRB. It has been stated in the Commerce Clause that these regulatory bodies even have regulatory authority to control the labour or employee relations in the privately owned companies (Cahuc and Zylberberg, 2004, pp. 371–373). Traditionally, the unions were formed by skilled craftsmen to safeguard their interest in the organization. With the advent of scientific management in the organizations and industries, the rationale for collectively acting to bargain for the disbursement and working conditions among the workers increased. However, the capitalists in those times were extremely powerful and they opposed the union movement. The anti-union employment laws were even floated by them so as to dishevel the union movement of t he craftsmen. However, during the Great Depression of 1930s, the factory workers united and started forming unions. It was during this time when these unions were successful in performing many activities such as the Wagner Act of 1935, which gave the employees or workers the right to plan and organize strikes. In 1940–1950, the unions began to grow though the federal legislation controlled and monitored them from time to time. In 1960 and 1970, the unionization in the public sector increased considerably (Harcourt and Wood, 2006, pp. 141–145). The regulatory bodies in US affect the industrial and employee relation system in many ways such as: They provide the terms and conditions of the employment in details and directly. They regulate the way in which the organized labour or employees and the management are related to one another. The regulatory bodies had ascertained the minimum wage rate and the maximum working hours for the workers. The overtime rates were also asc ertained by the federal and state bodies. The concept of â€Å"employment at will† operates in US. This means that the employer would have to show no specific reason for dismissing any employee. In this scenario, the National Labour Relation Act was introduced, which provided a specific structure of policies for employee rights in relation to the collective actions. A few of the regulations also required union certification through secret ballot (OECD, 1997, pp. 86–87). In 2007, the union density in US was about 36 percent. Among this about 7.5 percent was in the private sector and the rest in the public sector. It is said that the US unions have a unique approach because they provide benefits mainly to the existing