three Essential Tips On How To Write An Essay In One Day

three Essential Tips On How To Write An Essay In One Day A matter ought to be related to your field of study and include one thing that has both not been explored in the literature or has not been explored very much. After selecting a subject, you have to then refine it in order that the scope of your paper is extra manageable; a very-broad subject will dilute the effectiveness of your paper. After this, you should develop a thesis that is smart and concise, then begin your research and write the paper. You can simply get your hands on a paper writing service that may help you on this process. We have an expert customer help team that takes nice care of each and every order we receive within the system. Our analysis essay help service takes time to coach the most effective assist group brokers â€" we wish to be sure that your paper might be in good arms. Our paper writing service might be happy to help you with yourresearch paperor pretty much any paper you ever want to write. 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Nursing Research Paper Help

Nursing Research Paper Help If you would like to add to this list and submit your personal writing information, please contact our editorial group. You will get a chance to read the paper before closing the order. It is a fair deal and also you won’t should pay for a paper, which doesn’t correspond with your necessities. If you subscribed, you get a 7-day free trial throughout which you can cancel at no penalty. Not that the Methods and Results sections are written first. The reason for it is because you'll not be changing or adding to those sections after you've evaluated your researchâ€"they symbolize the core knowledge of your study. The Methods and Results comprise the core content material of your paper. Write out your analysis question or thesis assertion. Underline phrases that you just consider best characterize the principle ideas. When you are narrowing your subject decisions, strive to decide on something recent and fascinating. Does the subject have passionate supporters and opponents as well as being logical and cheap. It gives you area to dig deep inside your self to gain more perception into your underlying emotions and desires. You inform your self you'll be able to’t take motion until it is the proper time or believe you should perfect your skills before you move forward. Perfectionism is unimaginable to maintain in your life, and you will not move forward in any a part of your life if you cling to this. It provides a type of exclamation level on the finish of your paper and makes it more memorable as properly. This section responds to the query “What do the results imply? ” This section is simple to write down, however tough to write well. It requires greater than a simply evaluationâ€"you must interpret and “promote” your information to the journal and researchers, explaining just how essential your findings are. In fact, many manuscripts are rejected as a result of the Discussion part is weak. Ask yourself when you actually need to self sabotage your likelihood of residing a full and joyful life. Then, write down all of the negative feelings, fears, or random ideas that come up as to why you shouldn’t achieve your goals or goals in life. Keep going until there are not any extra negative thoughts left. Taking outing to understand why you keep shooting yourself in the foot is essential. Self-reflection enables you to suppose by way of your choices, selections, and actions. The only way to become better is to listen to our clients, so we are all the time prepared for your feedback. Express your issues or make your suggestions by sending them to . Your viewers might want to know how to investigate your subject further. By offering your assets you're serving to others who are excited about the identical topic. Look them over and decide how they fit together and relate to your subject. Write the Results in the same order as you wrote your Methods. One trusted technique of writing the outcomes is addressing specific research questions introduced within the figures. Within every research query, current the type of information that addresses that analysis query. This portion of the lecture focuses on developing techniques for composing your paper. It’s customized help so every paper is written from scratch based on the particular requirements offered by a customer. You don’t need to go anyplace and might order your custom paper from the consolation of your house. This information is designed to point students to necessary crucial instruments and resources in the area of English literature that assist with textual content and writer analyses. With supply as quick as 9 hours, our proofreading and modifying services are available 24/7. Eliminating grammar and magnificence errors can significantly enhance the flow of knowledge in your paper and increase its possibilities of publication in journals. The Introduction could be the most important section of the physique of your paperâ€"it comes first and introduces what you'll be doing, telling readers why your work is essential. The Conclusion presents you an opportunity to briefly show how your work advances the sphere from the present state of data. After that, we don’t give refunds, however you can cancel your subscription at any time. Try to put in writing several paragraphs together with the introduction paragraph, which you must submit for suggestions. Since 1965, the University of California, Irvine has combined the strengths of a significant analysis university with the bounty of an incomparable Southern California location. There are helpful instruments in Microsoft Word that save us time. These fifty seven keyboard short cuts will allow you to work more effectively.

Nursing Research Paper Help

Nursing Research Paper Help If you would like to add to this list and submit your personal writing information, please contact our editorial group. You will get a chance to read the paper before closing the order. It is a fair deal and also you won’t should pay for a paper, which doesn’t correspond with your necessities. If you subscribed, you get a 7-day free trial throughout which you can cancel at no penalty. Not that the Methods and Results sections are written first. The reason for it is because you'll not be changing or adding to those sections after you've evaluated your researchâ€"they symbolize the core knowledge of your study. The Methods and Results comprise the core content material of your paper. Write out your analysis question or thesis assertion. Underline phrases that you just consider best characterize the principle ideas. When you are narrowing your subject decisions, strive to decide on something recent and fascinating. Does the subject have passionate supporters and opponents as well as being logical and cheap. It gives you area to dig deep inside your self to gain more perception into your underlying emotions and desires. You inform your self you'll be able to’t take motion until it is the proper time or believe you should perfect your skills before you move forward. Perfectionism is unimaginable to maintain in your life, and you will not move forward in any a part of your life if you cling to this. It provides a type of exclamation level on the finish of your paper and makes it more memorable as properly. This section responds to the query “What do the results imply? ” This section is simple to write down, however tough to write well. It requires greater than a simply evaluationâ€"you must interpret and “promote” your information to the journal and researchers, explaining just how essential your findings are. In fact, many manuscripts are rejected as a result of the Discussion part is weak. Ask yourself when you actually need to self sabotage your likelihood of residing a full and joyful life. Then, write down all of the negative feelings, fears, or random ideas that come up as to why you shouldn’t achieve your goals or goals in life. Keep going until there are not any extra negative thoughts left. Taking outing to understand why you keep shooting yourself in the foot is essential. Self-reflection enables you to suppose by way of your choices, selections, and actions. The only way to become better is to listen to our clients, so we are all the time prepared for your feedback. Express your issues or make your suggestions by sending them to . Your viewers might want to know how to investigate your subject further. By offering your assets you're serving to others who are excited about the identical topic. Look them over and decide how they fit together and relate to your subject. Write the Results in the same order as you wrote your Methods. One trusted technique of writing the outcomes is addressing specific research questions introduced within the figures. Within every research query, current the type of information that addresses that analysis query. This portion of the lecture focuses on developing techniques for composing your paper. It’s customized help so every paper is written from scratch based on the particular requirements offered by a customer. You don’t need to go anyplace and might order your custom paper from the consolation of your house. This information is designed to point students to necessary crucial instruments and resources in the area of English literature that assist with textual content and writer analyses. With supply as quick as 9 hours, our proofreading and modifying services are available 24/7. Eliminating grammar and magnificence errors can significantly enhance the flow of knowledge in your paper and increase its possibilities of publication in journals. The Introduction could be the most important section of the physique of your paperâ€"it comes first and introduces what you'll be doing, telling readers why your work is essential. The Conclusion presents you an opportunity to briefly show how your work advances the sphere from the present state of data. After that, we don’t give refunds, however you can cancel your subscription at any time. Try to put in writing several paragraphs together with the introduction paragraph, which you must submit for suggestions. Since 1965, the University of California, Irvine has combined the strengths of a significant analysis university with the bounty of an incomparable Southern California location. There are helpful instruments in Microsoft Word that save us time. These fifty seven keyboard short cuts will allow you to work more effectively.

Art Deco Research Paper - 550 Words

Art Deco (Essay Sample) Content: Name:Instructor:Subject:Date of Submission:Art DecoArt Deco is a prominent visual arts design that first appeared in France after the First World War. The design flourished globally from the early 1920s to the late 1930s when the popularity of Art Deco declined. Art Deco is an extensive style that combines the machine age and craft motifs imagery and materials. It also has bold geometric shapes, rich colors, and lavish ornamentation. It is notable that several artists came up with designs that meet the qualifications of Art Deco between 1920 and 1939. Some of the designs include the aristocrats, a figural statue, an art by Schulz Neudamm, and the Capitol Theater. This paper discusses the art deco that featured in the dancing daughters 1928 movie by Hunt Stromberg.The period after the First World War experienced a boom in art deco because of the demise in World War I. As a result, the global economy was booming, which ushered in a spirit of luxury, frivolity, a sense o f freedom, and hope. Even though some countries were not affected by the war, affected countries influenced them because of the rapid changes and inventions in art deco designs. Further, the aspect of post-war tourism encouraged creativity among designers who developed monumental designs. These designs also influenced architecture because it motivated different architects in their work.It is crucial to note that the modernist culture had a blend of two styles in the 1920s. These styles include voluptuous interiors on tall buildings and the use of exotic materials. The period also witnessed the popularity of Art Deco, which can be divided into two phases: The Zigzag Moderne or Art Deco and the Streamline Moderne. The Art Deco occurred in the 20s while the Streamline Moderne occurred in the 30s. Volumes, flat roofs, recessed windows, symmetry, zigzag geometry, receding center towers, and monumentality characterized the theme of Art Deco. The particular art deco was chosen because of i ts significance to the dancing daughter film. This owes to the reality that looking at the deco creates a notion of luxury, which as a major theme in the ...

Jane Joyce s Eveline Gender Differences - 1068 Words

Eveline: Gender Differences in Post Colonial Ireland Gender equality is achieved when both men and women receive the same rights and opportunities throughout all areas of society. Often, it is men who are given dominance while the women are deprived of owning such superiority; this is called a patriarchal society. In James Joyce’s Eveline, it is quite clear that women were not allowed the equality of men in the social, political, and economic fields, primarily in the postcolonial times at which this book was written in. As Eveline’s life was greatly influenced by people of the male gender, her decision at the end of the short story suggests that she was significantly influenced by her religion, economic status, as well as her identity as a woman during this time period in Dublin, Ireland. During the postcolonial times the presence of the Roman Catholic Church dominated the Republic of Ireland making Irish Christianity the largest religion. It is through marriage that Eveline is able to fulfill the personal desire encultu rated within her through society. O’Brien identifies in Study: An Irish Quarterly Review that Eveline believes that by becoming Frank’s wife, she can â€Å"completely valorise her female identity† (207). By becoming a married woman she would gain ‘respect’, as Joyce explains, â€Å"then she would be married – she, Eveline. People would treat her with respect then. She would not be treated as her mother had been† (73). It is through Frank that Eveline can find her

Human Resource Management Multinational Corporations

Question: Discuss about the Human Resource Management Multinational Corporations. Answer: Introduction The international human resource management is the structured and sequential method of utilising and allocating the human resource in the multinational corporations. The human resource managers in these multinational companies need to undertake the efficient human resource practices to structure the organisational functionalities (Tooksoon 2011). Maintenance of the human resource policies is the integral part of the IHRM contexts. The multinational companies deal with many employees who are from diverse cultural background. The effective human resource management fosters innovative approaches to the organisational contexts. The maintenance of the flexibility in the organisational functionalities helps the employees work with proper ease. The IHRM practices are diversified in different countries. It sometimes creates potential challenges for the human resource management teams. The study will thus identify the different human resource management procedure in Australia and India. The cultural differences are the major obstacles for managing the organisational scenario. On the contrary, it can be implied that establishment of effective human resource management process provide many opportunities to strengthen the organisational culture in the international level. The study will thus shed lights on the differences in the national culture of Australia and India. Accordingly, the application of the IHRM practices in these two countries will be discussed. The use of the theoretical model would be helpful enough to explain the underlying concept. The study will be concluded by focusing on the practical experiences related to the IHRM practices. Discussion The International Human Resource Management is a broader concept that explores the HRM activities in multinational companies all over the world. Allocating the human resources and utilising their skills are the major responsibilities of the international human resource practices. Human resource management maintains the responsibilities of developing the employees potentiality, approaches and behaviour (Mockaitis, Zander and De Cieri 2015). In the international context, it is noted that the effective human resource management plays the most vital role in managing the cultural diversity in the multinational companies. The cultural values of the different countries create the significant impacts on the organisational functionalities. The organisational functionalities depend on the diversified cultural values in different countries. Accordingly, the human resource management requires concentrating on the diversified working cultures and manage the entire organisational environment. Stor ey (2014) explained that the nature of the human resources is usually multi dimensional. The employees receive the opportunity to develop their competence level and knowledge parameter if they are under the supervision of efficient human resource management team. The globalised and competitive business word is changing the demands of the business in this current era. The international human resource management is mostly concerned about the foreign environments and the HRM activities of the organisation. The further section of the study will consider the role of the IHRM process in managing the diversified cultural values. It is evident that the work culture of Australia and India is completely different to each other. The cultural difference is one of the major reasons behind such diversified nature of work. The culture of the work in Australia and India depends on the different perspectives, which are influenced by the national cultural aspects. There are two major differences noticed between Australia and India in the workplaces. The work-timing depends on the number of people working for a particular day. This timing of work will vary between each country. In case of Australia, it is noted that people work for eight hours in a day (IndianConnection.com.au s2016). In fact, the organisations in the western countries follow the similar timing for each day. However, on the other hand, it is noticed that people in India usually work for ten to twelve hours in a day. Moreover, it is important to state that the Australian organisations are usually fond of promoting the fair work and maintaining the work-life balance. On the contrary, the Indian organisations are yet to bring such concept in their working schedule. It is noticed that there is much appreciation foreseen in the Australian organisations. In most of the cases, the management appreciates and recognises the employees. They even listen to their concerns without being judgemental. Each of the employees receives equal opportunities to raise their concern without any hesitation. On the other hand, the judgmental behaviour of the Indian culture sometimes brings challenges to the employees. It affects their creative thinking to bring more innovations to the business process (Gannon, Roper and Doherty 2015). The concerns about the cultural values, creeds, and religions are sometimes becoming major obstacles for the employees. Hence, it can be inferred that the equal employment opportunity is not much significant due to the cultural barriers in India. Managing the effective human resource management in the international context has become the integral part of every organisation. Accordingly, many of the challenges and opportunities are associated with the subject matter. The recognisable trends and challenges of International Human Resource Management are described further. In this current scenario, the emergence of global competition is one of the innovative norms. The employers and the employees aspire to be the global player in HR markets (Gupta 2013). Due to this globalisation effects, the organisations are undertaking many of the innovative processes to gain more supports from the customers. The internal activities are thus transformed and restructured (Jackson, Schuler and Jiang 2014). The HRM departments take this initiative to manage the entire organisational scenario in this change management situation. The HRM maintains the responsibility to manage the employer and employee altogether and focuses on the performance parameters as well. This globalisation effects are thus bringing the opportunities for more innovations and business growth in this competitive business scenario (Crucini, Kose and Otrok 2011). However, the HRM department usually faces challenges in retaining the employees and reducing the turnover rates. The employees tend to leave when they generate the sense of job insecurities in this challenging business market. In such cases, the human resource management has to put the extra effort to motivate the employees and bring the job security by ensuring more facilities. It is noted that the shifts in the demographic structure are frequently changing the work patterns. Countries like Australia and India are facing major challenges in ageing populations. This challenge raises two major concerns in the international contexts. First, When the ageing workers retire, the organisations loss the intellectual property and the other information. Secondly, when these employees retire from the work, they do not receive the proper pension plans and welfare facilities. These aspects are quite challenging for the human resource management. Moreover, the demographic feature is also representing the beliefs and attitudes of the young generation. The effects of globalisation are changing the workforce structure as well. The power of Information Technology is causing the permanent loss of jobs in first-job entry and middle-tier level. The changes in the technological structure are bringing more innovations in the business scenario. However, these technological changes provide both the opportunities and threats. Most of the people are now operated remotely and very few amounts of people are working in the central location (Nowak 2016). The workplace diversity is maintained through the growth of a multigenerational flexibly skilled, and the cross-cultural workforce. However, it is noted that the sophisticated management practices can facilitate this initiative more specifically. The responses of education are considered as the most significant solutions for the challenges faced due to the demographic changes. In this current scenario, the traditional education system is highlighting most of the challenges for the organisations. The business practitioners are mainly focusing on the professional qualifications and workplace learning process. Therefore, the educational differences in different countries vary the work cultures as well. Hence, the challenges are much significant for the international human resource management. Even though the effects of globalisation are bringing more opportunities, it is noted that the entire global changes are not always positive. Society demands for better equity in this current sophisticated world (Festing et al. 2013). Therefore, the income distribution and the benefits are shared between profits and wages. The income distribution is also focusing on the regional growth disparities. The income level of the workforce in Australia and India has also changed accordingly. The above discussion is suggesting the challenges and the opportunities for IHRM process. Based on this description, the use of the Hofstede model will be discussed in the further section. The use of the theoretical model is beneficial in exploring the cultural values in different countries. It is noted that the different dimensions of model are creating the significant impact on the workplace attribute. Recognising this aspect, Mr. Geert Hofstede introduced a theoretical model, which is creating the society-based cultures on the organisational values (Upadhyaya and Rittenburg 2015). On the other hand, the Civilisation and Globe Model is also suggesting the differences in the national cultures and the impacts of such differences in organisational contexts. The further section of the study will provide the cultural dimensions for Australia and India. The Hofstede Model introduces five different cultural dimensions that have the significant impacts on the organisational values. These dimensions are shown below: It is noticed that India has scored much higher in the power distance dimension. The power distance is explained as an extent to which the members of the country expect and accept the power distributed unequally. India has scored higher in this dimension and it depicts that there is the high rate of the inequality in regards to power and wealth within the Indian society (Storey 2014). In this scenario, the managers expect much obedience form the team members. Moreover, the employees need to derive clear ideas about their role, responsibilities and functions (Shen 2011). The caste system in India has divided the workforce in India. On the other hand, it is noted that the Australian organisations are providing the equal opportunities to the members. Moreover, the organisations in Australia promote the fair work and provide the necessary facilities to the employees to maintain the level of equality more specifically. In India, the collectivistic traits are much visible. The individuals are led by the suggestions provided by the groups. They are expected to support the preferences that are coming from a larger number of populations (Sikora and Ferris 2014). On the contrary, Australia is a highly individualised country. In the Australian organisations, the individual preferences matter the most for taking any relevant decisions. The needs and basic demands of the organisations are also noticed more tactfully. India is considered as the masculine country. Therefore, it has scored higher in this dimension. In terms of visual displays of success and power, it is noticed that India is very masculine (Snell, Morris and Bohlander 2015). Australia has the similarity with India in this dimension. Australia is also pointed out as the masculine country. However, the Australian organisations are much focused on the shared values that the people try to bring on for achieving success. The positive behavioural traits of Australian professionals for resolving issues are much commendable. India has the medium to low preferences in the uncertainty avoidance. The Indian organisations tend to accept the imperfections and can go beyond the plan to bring the effective outcome. Australia has the very nominal score in this regards. There are moderate chances of uncertainties in the Australian organisations (Mondy sand Martocchio 2016). Moreover, the HRM management is competent enough to resolve the uncertain issues. The last dimension is describing the process of linking the past situations with the challenges in present and future. The Indian culture is much associated with the philosophical thoughts. The great tolerance level of the religion is somewhat dealing with the philosophical values. Hence, the long term orientation in India is based on the beliefs. On the other hand, Australians has the very normative culture (Mockaitis, Zander and De Cieri 2015). The Societies of Australia establish the strong concerns by focusing on the absolute truth. They usually exhibit more respects for the traditional values. Therefore, the Australians do not settle for long term orientation, rather they concentrate on the relatively small propensity approaches. The Globe Theory of Cultural Value is focusing on the motives, beliefs, values, and interpretations. The globe theory captures each of the dimensions altogether to understand the cultural values within the organisation. It is to be noted that the international organisations need to consider the approaches of the employees who are diverse in culture (Kraimer, Takeuchi and Frese 2014). Therefore, it is necessary to give preferences to the individual culture and traditional approaches. The theory is though not accepted widely in this recent time. However, it can be inferred that the major responsibility of the human resource management is to keep the attention on the diversified cultural values in achieving the success parameter (Jackson, Schuler and Jiang 2014). The Indian and Australian organisations are thus supporting such value based preferences and promoting the equality management. It is noted that many of the expatriates stay in Australia. If the expatriates belong to any Asian country, they sometimes face the issues with racism. However, in this current scenario, the efficient HRM department is promoting the equality in the organisation. In order to fulfil such ideas, the organisations need to come forward and bring more ideas about business innovations (Kehoe and Wright 2013). On the other hand, India is a country, which greets the expatriates by maintaining the proper hospitality. However, in the organisational scenario, some of the situational crisis takes place that may affect the business functionalities. Hence, it is essential to look beyond the discriminative attitude and establish the efficient human resource management process to resolve the issues. The proactive participation of the human resource management would be beneficial enough in establishing the cultural value in the international organisations. Conclusion The study provides the insightful ideas about the efficiency maintained by the international human resource management. Managing people with diverse cultural background is not easy. Moreover, it is also noticed that there are significant differences found in the work culture of Australia and India. The international human resource management process deals with the significant opportunities and challenges as well. Most of the challenges are coming from the changing demands of the business in this globalised scenario. Therefore, it is essential to recognise the cultural beliefs in different countries. The application of the Hofstede and Globe model is exploring the conceptual analysis about the cultural dimensions. The human resource management needs to keep the focus on these cultural dimensions before scheduling any business activities. However, in this current scenario, the technological structure has been changing drastically. The diversification of the culture would thus be benefi cial enough to bring more innovations. However, the human resource management in the international context has to be competent enough to resolve those emerging challenges. References Bakir, A., Blodgett, J.G., Vitell, S.J. and Rose, G.M., 2015. A preliminary investigation of the reliability and validity of Hofstedes cross cultural dimensions. InProceedings of the 2000 Academy of Marketing Science (AMS) Annual Conference(pp. 226-232). Springer International Publishing. Crucini, M.J., Kose, M.A. and Otrok, C., 2011. What are the driving forces of international business cycles?.Review of Economic Dynamics,14(1), pp.156-175. De Mooij, M., 2013. On the misuse and misinterpretation of dimensions of national culture.International Marketing Review,30(3), pp.253-261. Dowling, P., Festing, M. and Engle, A. 2013. International human resource management. 1st ed. Andover: Cengage Learning Festing, M., Budhwar, P.S., Cascio, W., Dowling, P.J. and Scullion, H., 2013. Current issues in International HRM: Alternative forms of assignments, careers and talent management in a global context.Zeitschrift fr Personalforschung/German Journal of Research in Human Resource Management, pp.161-166. Gannon, J.M., Roper, A. and Doherty, L., 2015. Strategic human resource management: Insights from the international hotel industry.International Journal of Hospitality Management,47, pp.65-75. Gupta, A., 2013. International hrm in sustaining international business operations.Educationaia Confab,2(5), pp.43-49. IndianConnection.com.au, 2016. How different is culture in Australia compared to India | IndianConnection.com.au. [online] IndianConnection.com.au. Available at: https://www.indianconnection.com.au/main-differences-indian-australian-work-culture/ [Accessed 13 Jan. 2017].. Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management.The Academy of Management Annals,8(1), pp.1-56. Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), pp.366-391. Kraimer, M.L., Takeuchi, R. and Frese, M., 2014. The global context and people at work: special issue introduction.Personnel Psychology,67(1), pp.5-21. Mockaitis, A.I., Zander, L. and De Cieri, H., 2015. Special issue of International Journal of Human Resource Management: The benefits of global teams for international organizations: HR implications.The International Journal of Human Resource Management,26(11), pp.1514-1516. Mondy, R. and Martocchio, J.J., 2016. Human resource management.Human Resource Management, Global Edition. Moran, R.T., Abramson, N.R. and Moran, S.V., 2014.Managing cultural differences. Routledge. Nowak, M., 2016. Cultural determinants of accounting, performance management and costs problems. A view from the Polish perspective using G. Hofstedes and GLOBE culture dimensions.Prace Naukowe Uniwersytetu Ekonomicznego we Wroc?awiu, (441), pp.134-149. Sikora, D.M. and Ferris, G.R., 2014. Strategic human resource practice implementation: The critical role of line management.Human Resource Management Review,24(3), pp.271-281. Snell, S.A., Morris, S.S. and Bohlander, G.W., 2015.Managing human resources. Nelson Education. Storey, J., 2014.New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Tooksoon, H.M.P., 2011. Conceptual framework on the relationship between human resource management practices, job satisfaction, and turnover.Journal of Economics and Behavioral Studies,2(2), pp.41-49. Upadhyaya, S. and Rittenburg, T.L., 2015, June. Cultural Influences on Experiences of and Responses to Consumer Vulnerability. InAnnual Macromarketing Conference(p. 59).

Investment Corporation of Bangladesh Authorized for Private Placements of Securities free essay sample

CONTINUED OPERATION Private Placements ICB is authorized to act as an agent of the issuers and investors for private placements of securities. Under this arrangement, ICB places securities to individuals/institutions on behalf of the issuer for which it charges fees. ICB also acquires shares/securities for its own portfolio both in pre-IPO placement and equity investment. Custodian and Banker to the Issues To act as the custodian to the public issue of Open-end Closed-end Mutual Funds. ICB provides professional services. It also acts as the Banker to the issues and provides similar services through the network of its branches. Fees in this regard are negotiable. Mergers and Acquisitions Companies willing to expand their business through mergers or acquisitions or to Dis-investment projects that no longer viable into present capacity of operation can contact the Corporation. ICB provides professional services advices in respect of shaping up the cost and financial structures to ensure best possible operational results. We will write a custom essay sample on Investment Corporation of Bangladesh: Authorized for Private Placements of Securities or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Besides, in case of divestment, the corporation, through network and established business relationship, bring buyers and sellers together, help them to negotiate final agreement and advice on the emerging corporate structure. Corporate Financial Advice Government enterprises and Companies intending to go public issue often seek professional financial advice on corporate restructuring reengineering. ICB through its expertise provide such services through its expertise. Lease Financing ICB Provides lease finance mainly for procurement of industrial machinery, equipment and transport. ICB provides professional advice and financial assistance to the intending clients. The period of lease, rental, charges, and other terms and conditions are determined on the basis of type of assets and the extent of assistance required by the applicants. Since introduction of this scheme in 1999 good responses have been received from the intending lessees. Investment Portfolio of ICB Being the largest institutional investor ICB contributes significantly to the development of the countrys cap ital market through active portfolio management which is one of the important functions of ICB. During 2003-04 a total investment of Tk. 138. 93 crore has been made in the investment portfolio of ICB including Tk. O. 2 crore in shares of a company through Pre-IPO placement, Tk. 7. 0 crore in debentures of two companies, Tk. 0. 3 crore in preference shares of a company and Tk. 5. 0 crore in bonds of a company. Advance Against Unit Certificates Scheme Advance Against ICB Unit Certificates Scheme was introduced in 1998, especially designed for the ICB unit- holders to meet their emergency fund requirements. One can borrow maximum Tk. 5 per unit by despositing his/her unit certificates under lien arrangement from any of the ICB offices where from such unit certificates were issued. The rate of interest on the loan is reasonable and competitive. Advance Against Mutual Fund certificates Scheme Advance against ICB Mutual Fund certificates Scheme was introduced in 2003, designed for the ICB Mutual Fund Certificate-holders to meet their emergency fund requirement. One can borrow maximum of 50% value of last one years weighted average market price of certificates at the time of borrowing by depositing his/her certificates under lien arrangement from any of the ICB offices. The rate of interest on the loan is reasonable and also competitive. Consumer Credit Scheme As part of business diversification programme, ICB has introduced Consumers Credit Scheme in 2003-04 considering at the need of various household commodities of different employees of govt. , semi-govt. , autonomous bodies and some established private sector organizations. Under this scheme one can enjoy minimum Tk 1. 0 lac but maximum 5 lac credit facilities. The rate of interest on the loan is reasonable and competitive which is fixed by the board of directors of ICB considering the bank rate nd with the guidelines of Bangladesh Bank. Bank Guarantee scheme ICB introduced Bank Guarantee scheme in 2002-03. ICB provides (i) Bid Bond for enabling the business people to participate in any tender or bidding; (ii) Performance Bond for helping the business community to continue their business smoothly by fulfilling their obligations promised by them to their clients; and (iii) Customs Guarantee for solving different disagreements between the customs authority and the business classes at the initial stage. The maximum limit of guarantee is Tk. 2. 00 crore and would be issued against at east 20% cash and 80% easily encashable securities or against 100% cash margin. Re-guarantee from other financial institution is required for guarantee against the amount exceeding Tk. 2. 00 crore. Training Local Training During 2003-04, as part of human resource development programme, ICB endeavoured to develop the skill, knowledge and professional competence of its manpower by arranging various in-house and local training courses. During the year, 26 officers and 09 employees of ICB received local training on different subjects including Policy towards investment and industrialization, VAT and Taxation, Performance Measurement of Financial Institutions-a Credit Rating Perspective, Web page Design and Development,Venture Financing and Factoring, Investment and Merchant Banking, Managing core risks in banking for senior bcinkers, Corporate Governance, Institutional Computer Training, Trade Union Training Course for Organiser, Young Leadership, Development of small and medium enterprises etc.. Foreign Training During 2003-04, no officer/staff participated in any foreign training course. Trustee to the debenture and Securities assets ICB is acting as trustee to the debenture issues and asset-backed securitised bonds. ICB acted as trustee to the issues of 17 companies of which 7 companies has been redeemed successfully. Objectives | To encourage and broaden the base of investment. | | To develop the capital market. | | To provide for matters ancillary thereto. | | To mobilize savings. | To promote and establish subsidiaries for business development. | Business Policy | To act on commercial consideration with due regard to the interest of industry, commerce, depositors, investors and to the public in general. | | To provide financial assistance to projects subject to their economic and commercial viability. | | To arrange consortium of financial institutions including merchant banks to provide equity support to projects and thereby spread the risk of underwriting. | To d evelop and encourage entrepreneurs. | | To diversify investments. | | To induce small and medium savers for investment in securities. | | To create employment. | | To encourage Investment in IT sector. | | To encourage Investment in joint venture capital/project. | Basic Functions | Underwriting of initial public offering of shares and debentures| | Underwriting of right issue of shares| Direct purchase of shares and debentures including Pre-IPO placement and equity participation| | Providing lease finance to industrial machinery and other equipments singly or by forming syndicate| | Managing investors Accounts| | Managing Open End and Closed End Mutual Funds| | Operating on the Stock Exchanges| | Providing investment counsel to issuers and investors| | Participating in Government divestment Program| | Participating in and financing of, joint-venture projects| | Dealing in other matters related to capital market operations| | Trusty, Custodian, Bank Guarantee | | Consumer Cre dit |