What Is the Broken Windows Theory

The broken windows theory states that visible signs of crime in urban areas lead to further crime. The theory is often associated with the 2000 case of Illinois v. Wardlow, in which the U.S. Supreme Court confirmed that the police, based on the legal doctrine of probable cause, have the authority to detain and physically search, or â€Å"stop-and-frisk,† people in crime-prone neighborhoods who appear to be behaving suspiciously. Key Takeaways: Broken Windows Theory The broken windows theory of criminology holds that visible signs of crime in densely-populated, lower-income urban areas will encourage additional criminal activity.Broken windows neighborhood policing tactics employ heightened enforcement of relatively minor â€Å"quality of life† crimes like loitering, public drinking, and graffiti.The theory has been criticized for encouraging discriminatory police practices, such as unequal enforcement based on racial profiling. Broken Windows Theory Definition In the field of criminology, the broken windows theory holds that lingering visible evidence of crime, anti-social behavior, and civil unrest in densely populated urban areas suggests a lack of active local law enforcement and encourages people to commit further, even more serious crimes. The theory was first suggested in 1982 by social scientist, George L. Kelling in his article, â€Å"Broken Windows: The police and neighborhood safety† published in The Atlantic. Kelling explained the theory as follows: â€Å"Consider a building with a few broken windows. If the windows are not repaired, the tendency is for vandals to break a few more windows. Eventually, they may even break into the building, and if its unoccupied, perhaps become squatters or light fires inside. â€Å"Or consider a pavement. Some litter accumulates. Soon, more litter accumulates. Eventually, people even start leaving bags of refuse from take-out restaurants there or even break into cars.† Kelling based his theory on the results of an experiment conducted by Stanford psychologist Philip Zimbardo in 1969. In his experiment, Zimbardo parked an apparently disabled and abandoned car in a low-income area of the Bronx, New York City, and a similar car in an affluent Palo Alto, California neighborhood. Within 24 hours, everything of value had been stolen from the car in the Bronx. Within a few days, vandals had smashed the car’s windows and ripped out the upholstery. At the same time, the car abandoned in Palo Alto remained untouched for over a week, until Zimbardo himself smashed it with a sledgehammer. Soon, other people Zimbardo described as mostly well dressed, â€Å"clean-cut† Caucasians joined in the vandalism. Zimbardo concluded that in high-crime areas like the Bronx, where such abandoned property is commonplace, vandalism and theft occur far faster as the community takes such acts for granted. However, similar crimes can occur in any community when the people’s mutual regard for proper civil behavior is lowered by actions that suggest a general lack of concern. Kelling concluded that by selectively targeting minor crimes like vandalism, public intoxication, and loitering, police can establish an atmosphere of civil order and lawfulness, thus helping to prevent more serious crimes. Broken Windows Policing In1993, New York City Mayor Rudy Giuliani and police commissioner William Bratton cited Kelling and his broken windows theory as a basis for implementing a new â€Å"tough-stance† policy aggressively addressing relatively minor crimes seen as negatively affecting the quality of life in the inner-city. Stop and Frisk March - Tens of thousands of New Yorkers participated in a silent march to protest NYPD racial profiling, including the Stop and Frisk program which dissproportionally tarkets young men of color as well as the spying on Muslims as was recently reveiled in news reports. Sunday, June 17, 2012. Corbis via Getty Images / Getty Images Bratton directed NYPD to step up enforcement of laws against crimes like public drinking, public urination, and graffiti. He also cracked down on so-called â€Å"squeegee men,† vagrants who aggressively demand payment at traffic stops for unsolicited car window washings. Reviving a Prohibition-era city ban on dancing in unlicensed establishments, police controversially shuttered many of the city’s night clubs with records of public disturbances. While studies of New York’s crime statistics conducted between 2001 and 2017 suggested that enforcement policies based on the broken windows theory were effective in reducing rates of both minor and serious crimes, other factors may have also contributed to the result. For example, New York’s crime decrease may have simply been part of a nationwide trend that saw other major cities with different policing practices experience similar decreases over the period. In addition, New York City’s 39% drop in the unemployment rate could have contributed to the reduction in crime. In 2005, police in the Boston suburb of Lowell, Massachusetts, identified 34 â€Å"crime hot spots† fitting the broken windows theory profile. In 17 of the spots, police made more misdemeanor arrests, while other city authorities cleared trash, fixed streetlights, and enforced building codes. In the other 17 spots, no changes in routine procedures were made. While the areas given special attention saw a 20% reduction in police calls, a study of the experiment concluded that simply cleaning up the physical environment had been more effective than an increase in misdemeanor arrests. Today, however, five major U.S. cities—New York, Chicago, Los Angeles, Boston, and Denver—all acknowledge employing at least some neighborhood policing tactics based on Kelling’s broken windows theory. In all of these cities, police stress aggressive enforcement of minor misdemeanor laws. Critics Despite its popularity in major cities, police policy based on the broken windows theory is not without its critics, who question both its effectiveness and fairness of application. Demonstraters storm the Macys on 34th Street protesting the Staten Island, New York grand jurys decision not to indict a police officer involved in the chokehold death of Eric Garner in July on December 5, 2014 in New York City. The grand jury declined to indict New York City Police Officer Daniel Pantaleo in Garners death. Andrew Burton / Getty Images In 2005, University of Chicago Law School professor Bernard Harcourt published a study finding no evidence that broken windows policing actually reduces crime. â€Å"We don’t deny that the ‘broken windows’ idea seems compelling,† wrote Harcourt. â€Å"The problem is that it doesn’t seem to work as claimed in practice.† Specifically, Harcourt contended that crime data from New York City’s 1990s application of broken windows policing had been misinterpreted. Though the NYPD had realized greatly reduced crime rates in the broken windows enforcement areas, the same areas had also been the areas worst affected by the crack-cocaine epidemic that caused citywide homicide rates to soar. â€Å"Everywhere crime skyrocketed as a result of crack, there were eventual declines once the crack epidemic ebbed,† Harcourt note. â€Å"This is true for police precincts in New York and for cities across the country.† In short, Harcourt contended that New York’s declines in crime during the 1990s were both predictable and would have happened with or without broken windows policing. Harcourt concluded that for most cities, the costs of broken windows policing outweigh the benefits. â€Å"In our opinion, focusing on minor misdemeanors is a diversion of valuable police funding and time from what really seems to help—targeted police patrols against violence, gang activity and gun crimes in the highest-crime ‘hot spots.’† Broken windows policing has also been criticized for its potential to encourage unequal, potentially discriminatory enforcement practices such as racial profiling, too often with disastrous results. Arising from objections to practices like â€Å"Stop-and-Frisk,† critics point to the case of Eric Garner, an unarmed black man killed by a New York City police officer in 2014. After observing Garner standing on a street corner in a high-crime area of Staten Island, police suspected him of selling â€Å"loosies,† untaxed cigarettes. When, according to the police report, Garner resisted arrest, an officer took him to the ground in a chock hold. An hour later, Garner died in the hospital of what the coroner determined to be homicide resulting from, â€Å"Compression of neck, compression of chest and prone positioning during physical restraint by police.† After a grand jury failed to indict the officer involved, anti-police protests broke out in several cities. Since then, and due to the deaths of other unarmed black men accused of minor crimes predominantly by white police officers, more sociologists and criminologists have questioned the effects of broken windows theory policing. Critics argue that it is racially discriminatory, as police statistically tend to view, and thus, target, non-whites as suspects in low-income, high-crime areas. According to Paul Larkin, Senior Legal Research Fellow at the Heritage Foundation, established historic evidence shows that persons of color are more likely than whites to be detained, questioned, searched, and arrested by police. Larkin suggests that this happens more often in areas chosen for broken windows-based policing due to a combination of: the individual’s race, police officers being tempted to stop minority suspects because they statistically appear to commit more crimes, and the tacit approval of those practices by police officials. Sources and Further Reference Wilson, James Q; Kelling, George L (Mar 1982), â€Å"Broken Windows: The police and neighborhood safety.† The Atlantic.Harcourt, Bernard E. â€Å"Broken Windows: New Evidence from New York City a Five-City Social Experiment.† University of Chicago Law Review (June 2005).Fagan, Jeffrey and Davies, Garth. â€Å"Street Stops and Broken Windows.† Fordham Urban Law Journal (2000).Taibbi, Matt. â€Å"The Lessons of the Eric Garner Case.† Rolling Stone (November 2018).Herbert, Steve; Brown, Elizabeth (September 2006). â€Å"Conceptions of Space and Crime in the Punitive Neoliberal City.† Antipode.Larkin, Paul. â€Å"Flight, Race, and Terry Stops: Commonwealth v.Warren.† The Heritage Foundation.

Hiroshim The World Bomb - 1520 Words

Rotter, Andrew J. Hiroshima: The World’s Bomb. New York: Oxford University Press, 2007. The choice to use an atomic bomb on Hiroshima and Nagasaki were two of the biggest decisions that were made in the twentieth century and the effects were felt all around the world. Andrew J. Rotter, the author, â€Å"Hiroshima: The World’s Bomb† is a Professor of History at Colgate University who specialized in recent US history and the Vietnam War. He has also written on United State-Asian relations during the twentieth century, including the books, â€Å"The Path to Vietnam† and â€Å"Comrades at Odds: India and the United States.† Rotter writes this book to make the argument that the creations of the atomic bomb was not just an America inventions, but rather a world wide effort that developed over decades, even if many people did not know what their discoveries and hard work would be used for. This book was written in a very clear and concise manner that allow ed for someone, like myself, who does not have a background in nuclear physics, to understand how the making of the atomic bomb was an international effort. Rotter breaks down the scientific development of the atomic bomb in a manner that is very easy to follow and as he describes each step he is also proving that the whole world helped to evolve the science that lead to the bomb. I do not know about other people, but when I think about the development of the atomic bomb I do not think of countries like Germany, New Zealand, or AustriaShow MoreRelatedThe Atomic Bomb On Hiroshima929 Words   |  4 PagesOn August 6, 1945 America dropped the first atomic bomb on Hiroshim, Japan with devastatingly effective results. A few days later, Truman took to the radio to inform the American people of the incident in what is later recognized to be one of history’s most memorable speeches. The reason for the speech is obvious at first glance. America dropped a bomb on Japan, leveling a whole city and killing hundreds of thousands of people. Americans deserve an explanation for this attack and that’s exactlyRead MoreEssay about The Relationships Between Countries after World War Two918 Words   |  4 PagesCountries after World War II The atomic age, composed of complex and controversial issues, has forever changed our world and the way in which we live. Although peace rang out throughout the world September 2, 1945, the relationships between countries after World War II will never be the same. In 1939 there were four great powers in Europe: Germany, France, Italy, and Great Britain; and three outside Europe, Russia, the United States, and Japan (284 Gilbert). By the end of World War II inRead More The Atomic Bomb Human Beings and Nature Essay1625 Words   |  7 PagesThe Atomic Bomb Human Beings and Nature With the surrender of Germany on May 1, 1945, the United States and its allies were well on their way to winning World War II and resuming peace in Europe. Japan was the only country still in their path. American forces soon began capturing islands off the coast of Japan including Iwo Jima and Okinawa. Since the Japanese refused to surrender, the United States began planning a ground attack on Japans mainland. Many casualties for both sides wereRead MoreHiroshima-Nagasaki: Entering Into the Atomic Age Essay2153 Words   |  9 PagesOn August 6, 1945, in an attempt to bring an end to World War II, the United States dropped the world’s first atomic bomb on Hiroshima, a Japanese city and military center. Most of the population stood helpless in the open as the sighting of only three aircraft quickly caused a roaring of air raid warnings. The extraordinary event destroyed nearly two-thirds of the city and immediately killed tens of thousands of people, and tens of thous ands more died later from radiation exposure. Sixteen hours

Hotel the Guest free essay sample

First of all we would like to introduce about the creative side of our hotel. Let us start from the entrance of the hotel which portrays the image and also the first impression of the guests towards our hotel. The hotel’s location at the mountain top will need the guests to take a cable car to reach the final station at our hotel, and it will cost them RM12 per ride. During this ride, afternoon tea is served before the guests got into the cable car, and it consists of a slice of homemade cake and a cup of coffee or tea of their choices. Now let us proceed to our hotel lobby where check-in and check-out take place. Our lobby is a nature by itself where it is surrounded by various floras and also the guests can see some special species of birds from the view of our lobby. We will write a custom essay sample on Hotel: the Guest or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This concept came into my mind where I would like the guests to feel one with our Mother Nature. Besides, in the hotel lobby, we have a slot machine for the guest to redeem their discount voucher. In order to redeem their voucher from the machine, the guest needs to insert their room key card for verification purpose. On top of that, the voucher is only can be redeemed once for each key card presented to the machine. By having this voucher, our guests can enjoy the privilege of having discounts while dining in our restaurant, not forgetting enjoying a spa treatment and also buying souvenirs for their loved ones when they depart from the hotel. If the guest has the desire to travel around our hotel to experience the beauty of the nature, we do provide bugee service to bring them around the hotel, viewing nice scenery at the same time taking pictures. All of these extraordinary experiences will only cost them for RM15 per ride. Furthermore, we understand that some of the guests have a great passion towards extreme games. As such, our hotel also provides this specially designed outdoor game facility, which called Xtreme Game. These outdoor game activities include paintball, flying fox and Bungee jump, which will be charged RM25 per game. As for safety considerations, children below the age of 12 and also guests who have heart attack are strictly prohibited from taking part in these games. Since our hotel has already been a part of the Mother Nature, we also have jungle trekking activities for our guests. Nevertheless, our guests do not need to worry for their safety as this activity is accompanied by our fully-trained ranger. In this jungle trekking activity, our hotel provides a family package of four which costs RM200. In addition, our rooms have its own specialty where the guests staying in the room can fully experience the wildlife living in a jungle. This is where our guests may see animals walking pass just outside of the room and even beautiful fireflies outside their window during the night. This concept is mainly suitable for those guests who like adventure and stay far away from the city. During reservation, the guests can require a chalet with barbeque pit outside their room by the garden. However, this will be slightly higher price if compared to a normal room. For early birds, we do have promotions on special price for this room equipped with barbeque pit. As a conclusion, Utmost Hotel definitely has its own wild and wow factor to attract our targeted group of guests. Undeniably, this hotel is also a very good place for having a peaceful mind to achieve the calm and peacefulness for both body and soul. We have a certain level of confidence that our guests would certainly return for another visit, as they will surely love the nature environment as well as the service provided by the hotel. Indirectly, our hotel will also help to promote eco-tourism in our country and at the same time increasing the awareness of protecting the environment among the society.

Sales, banking, people and motivation Essay Example

Sales, banking, people and motivation Essay Allied Banking Corporation has been operating as a commercial bank for over thirty years increasing its number of branches in the Philippines to over 283 sites and a lot of other international representative units strategically place globally. (Alliedbank 2005). The following areas of concern were noted during the study and research of the organization: a.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Technology and globalization. The website of the bank http://www.alliedbank.com.ph lacks online chat mode for online inquiries that needs immediate attention. Foreign rates are not updated early first thing in the morning. I used their emailing system for a simple ABA number inquiry of their correspondent bank in U.S.A. and I was not given the correct answer, instead I was asked to make a search in their correspondent bank’s website. It was a simple inquiry and yet their customer service representative cannot supply a handy answer. Basic things they should know when they are out there in the field. Online banking is powered by Bancnet online with a fund transfer mode facility that does not function even for same bank local transactions. There is no president’s message in their president’s message page. I used the email provided for the president’s message and I was wondering if it has a link since it does not have a pop up window . Anyway I sent an email to the email address that was given and until now there was no reply received from the president nor did I receive any auto email responder. The online banking page does not have an online application form for opening of new accounts where clients can manage filling up the new accounts form first then go to their desired branches for the presentation of needed requirements and signature. Compared with HSBC website, page for forms and documents can be downloaded at http://www.hsbc.com.ph/ph/forms/forms.htm, HSBC I think has more of an edge to customer service and global banking. There is no toll free phone service number provided for phone call queries. An organization as global as Allied Bank managing without the recent technology to enhance full-bloom customer service relationship management system. I wonder if one loses his AT card in the middle of the night can sue the bank for failure to provide the facilities to call without paying in case of loses if a t that time he does not have any funds to make a paid call to the Head Office regular hotline number and nobody in the nearby branches is awake to make the hold out card transaction. We will write a custom essay sample on Sales, banking, people and motivation specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Sales, banking, people and motivation specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Sales, banking, people and motivation specifically for you FOR ONLY $16.38 $13.9/page Hire Writer b.  Ã‚  Ã‚  Ã‚  Ã‚   Customer service experience and motivation. There is an apparent lack of call center service representation and the technology to support and sustain bank activities. Bank employee’s motivation via technology utilization and improvement may be provided by an online banking tool which may grab and hold onto customers for life which is supposedly shall be the heart of any bank’s long term strategy. The heart is missing now, there are only people moving but with total lack of motivation and enthusiasm, adept knowledge of bank products and power leadership drives to destination unknown for a decentralize area of authority. c.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Cross selling and motivation. Cross selling bank’s affiliate companies products is a good form of interchanging efforts to enhance incorporator’s investments. If we take a look to the way it was implemented, we can see that a good part of the look out and selling process of the New York Life (NYL) insurance products has been placed on the shoulders of the bank’s Branch Heads (BH) and down to the shoulders of the staff. In my research there is only the presence of push and figures for sales quota. There was an absence of monitoring and analysis to effective sales communication process between bankers and customers in terms of planning and follow up system. The NYL organization absolutely runs from the structure of the bank which may be the initial plan but failed to distinguish corporate mission statement and goals of the bank which are selling their basic products. NYL people were only there to present and close sale but follow ups and look out for prospective market were the burden of the BHs. Mabuhay Miles could be a free promo product from Philippines Airlines which is also their sister company, but their coordinator and software failed to give specific reports of a list of those who were enrolled at their depository branch alphabetically. So the new accounts representative has to make a search for the number or name of the depositor first before enrolling. Management has given strict policy of recruiting to accounts that were two years old and over but there was no provision in the software of Allied Bank to easily access deposit accounts with their corresponding ages. How do you think employees who were given the quota will manage to enlist depositors and feel about how things work and run in the organization? d.  Ã‚  Ã‚  Ã‚  Ã‚   Work conditions and overtime payments. Cost cutting and soliciting bank employees motivation is not well compensated when air conditioning were being replaced by electric fans to save on electricity. Imagine the smell and the heat of a work environment as such as an airtight closed room to elaborate without proper ventilation and air conditioning. There is a predetermined air conditioning operating hours. Even if we allow one unit to run it still cannot accommodate to cool the entire branch where people are still working. The worst that is happening is the slashing of the number of hours worked beyond regular hours, overtime by the employee. Remember being away from your family for so long a time even extending to late evenings and getting paid for only a percentage of the work done. A very good motivation and behavior reinforcers scheme to develop a rebelling stubborn employee. e.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Product knowledge and training. Most of the time the bank offers products and services with no training and orientation made on product knowledge. Only memos were given. And if they hold trainings, employees are not being paid for the attendance. It is already a fact with the organization that if they hold half day seminars in Cebu province in particular, it usually ends at about 2-3pm with no provisions for lunches or meals. Only light snacks were given. Employees do not want to attend seminars anymore because of the effects on their health. Imagine listening to your upper level management speeches in pangs of hunger if it won’t drive you to the doors of the doctors for illnesses of hyperacidity and ulcers. f.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Duties and responsibilities vs. delegation of functions. Tellers and new accounts were given a lot of delegated responsibilities by supervisors and officers. They cannot do anything about it because of the provision of HRD in their list of duties and responsibilities captioned as â€Å"and all other duties and responsibilities assigned by the branch†. The context of their functions is not really performing their relative functions but extended to the functions of the officers as well. This gives an idea of opportunity to enjoy for some Branch Operation Officers the task of reading newspapers almost the entire day, making telephone conversations, signing documents and making follow ups on delegated functions. Nice pay good work! This in fact curtails the voice of the employee to cite abuse. g.  Ã‚  Ã‚  Ã‚  Ã‚   Branch assignments and job rotations and motivations. The present transfers of branch assignments and job rotations without the agreement of the employee concern. 2005 memorandum states that the maximum number of years they are allowed to stay in a branch is five years only. Everything is based on instructions and management prerogative to transfer employees, nothing on how employee feels on the new workload and how they react on the proximity of their new branch assignments from home. Travel and stress make the most part of their time going to work from north to south. How about the consideration of skills and building up of rapport with customer service? How can HRD disregard familiarization and period of adjustments, qualification, satisfaction, and employee morale? Organization change analysis and proposal Consultative banking described the roles of bankers as consultant to their customers maximizing recognized opportunities by discussing alternatives and assisting them in their decision making phase with utmost confidence. This kind of approach to sales requires bankers to look at their products and services from their customer’s point of view making it as relevant as an increase in market share profitability and development of long term relationship in a highly competitive industry. The focal point of selling then is to understand the needs of the customers with total annihilation of the concept of door to door selling. The link therefore is increasing the employee’s ability to uncover needs, solve problems and improve situations of the customers to a mutually beneficial relationship. (Richardson 1984). The approach therefore is building relationships which are a great contrast to the issues I have cited in branch transfers and job rotations. Building relationship requi res time and it won’t benefit the bank if in the time that you almost get to know the customer you will be transferred to another branch. In their drive for a Know Your Client (KYC) directive, they forgot that time encompasses such development. Employees also experience low morale and great stress in accepting responsibilities against their will. Real motivation stems from good leadership and follows the guidelines set by nature. Motivations as emotions have unconsciously set its place in the day-to-day operations of the bank. (Maddock Fulton 1998). The prevalence and expression of emotions at work were certainly overlooked by management. Where emotions and rationality complement each other, it shall be used in a constructive manner to energize people by getting them cognitively and affectively engaged in their individual work. Efforts and expectations do not address the heart of an individual. It only deals with his hand and of his head. â€Å"Leaders may persuade with log ic, but they motivate through emotion. Leaders must come to grips with the challenges of emotion, a key driver of productivity, quality and other factors that lead to business success. When you want to motivate people to take action, engage their emotions.† (Ashforth 1995). This explains well how the idea of branch assignments and transfers may be detrimental to the health of the organization. It leaves customers and does not make it possible for the bank to strengthen the portfolio of banking products as part of their core banking solution to establish global customer base. It is a simple hello and goodbye interface making it more visible for the customers to opt whether to increase or decrease their business with the bank. Moreover the continuing dissatisfaction of the employees of having to invest additional time and effort in going to work were exhibited by getting up earlier than usual in the morning to make allowances for travel time and coming in late at home as late as 8-9pm because of travel time and annoying traffic congestion. They don’t even have the appropriate quality time spent to take care of their family and kids because of the very early and very late schedule to get out and come back to home base. Proximity from home to work sh all be a major consideration by HRD when they plan to release schedules for transfers and branch assignments. They should hear the dilemma of stress and anxiety brought by too long travel time and getting to develop a stranger relationship with one’s immediate family. This is surmounted by the deal of adjustments an employee has to undertake on different work stations. Authority could be a well demeaning word when it comes to violations of the rights of the employees to express their sentiments about the present trend of movements. HRD shall get the confirmation of the employee first to know if they are happy in following instructions without their consensus. Emotions play a good deal with employee’s motivations and dissatisfaction that may lead to rebellion and absenteeism due to decline and lack of dedication and enthusiasm to perform work. Order must be made with regards to the order in branch assignments and order with regards to personal family lives of the concer ned employees. Cost cutting of air conditioning electricity and slashing of number of hours rendered for overtime are unjust and humiliating. For all the income the bank has generated, the bank wants to give its employees fair pay to fair labor. Management must implement change of behavior on themselves for these so called unjust practices. This is not a Christian way of treating one’s workforce. Instead management shall look into giving meal allowances for employees who stayed to work until or past dinner time be it 6:30pm or 7pm. Control factors for anticipated excessive overtime shall be made upon submission of application by simply saying yes or no after evaluation of the work that needs to be done. Work is facilitated and employee is more motivated if work conditions are satisfactory. Management shall in no condition limit air space circulation and cooling when somebody is still at work. Management shall create a group to determine and identify loopholes in operations and leadership. It shall serve to identify changes in behaviors of employees and the motivation factors that needs to encourage work and build a strong workforce to gain a competitive edge over other banks. Surveys shall be made and distributed to all employees. Performance appraisals must not be limited to and subjected to appraise staff alone. Another form of appraisal shall be created to gauge performance of officers also. Praise and working conditions are two motivating factors that will decide employee’s enthusiasm to excel work performance. The bank may infuse on their management intervention the use of motivating language to impart effective communication on employee performance and enhance critical employee attitude. (Mayfield Mayfield 2006). In order to stimulate employee motivation, BH shall clarify goals for subordinates to eradicate uncertainties in the process. He must be able to give everyone his role in making sales. Like if a new accounts clerk has to open a minimum of two accounts per day, then he must understand to figure out to make one more sale the day after tomorrow if he only opened one account the next day. Empathy is very important when speaking to subordinates with emotional understanding. This is critical when it comes to issues of cross selling products. BH shall understand that it is not banking anymore but pure cross selling by which the selling process shall be done only upon completion of basic banking duties and responsibilities. A matter of factual disorientation will occur as to which one t o prioritize between the employer’s products or the affiliate companies products. Pressure shall not be downloaded to the wrong workforce. Cross selling shall be done only as an extension of the bank’s sales and services. There is a big difference on the two and very big impact on employee’s attitude towards work. It may be apparent that employees do not value working on extended services when their own duties and responsibilities with additional delegated tasks are already covering their work hours. The bank shall have a look with their reengineering, workload, and cross selling features that has been pressuring officers and staff to achieve branch quota. Technology is vital to global connectivity to sustain operations and create an edge to customer satisfaction and experience. The toll free number, call center aspect, and the website are extensions of the branch operating hours. In the issues of technology and globalization, the website will serve to generate its own advantages. Some channels like ATM machines have greatly helped to free-up-front bank sales staff from transactional activities but banks needed to trust new capabilities in order to increase their share of the customer wallet. It is finding the right product and the right relationship with the perfect technology. Employees must be given the proper training and of course the proper incentives to attend seminars and training in the issues of product knowledge and training. It will be their only mode of distinguishing leads to prioritize, creating sales scripts, and fulfilling sales. Although a lot depends on the execution, getting the human sales force to full advantage r emains to be a challenge for the bank that have been placing budget constraints in all the wrong places. Managers must learn to acknowledge worker’s performance and take feedbacks. A straight forward in depth communication could be the cure to lift their morale. Employees shall be informed of whatever is happening in the bank and not being discriminated for any regular news item other than for memos and instructions. Managers shall take the initiative to make them feel at home with the bank and not alienated to enhance team’s capability to perform effectively in the future. Group performance relates to group composition taking into account the nature and attributes of each member. It deals with heterogeneity and creativity as it considers familiarity and performance of team building. (Dickinson Guzzo 1996). To provide the right customer experience, the bank has to provide the right employee experience. It is a chain. It will spread once it gets motivated. Motivation i s not always in the form of reward systems although it can affect desires but it has more to do with emotions, relationships, and leadership. The bank has already reached its peak of performance, if it won’t seek to change its present situation, it will likely slide down. Sales, banking, people and motivation Essay Example Sales, banking, people and motivation Essay Allied Banking Corporation has been operating as a commercial bank for over thirty years increasing its number of branches in the Philippines to over 283 sites and a lot of other international representative units strategically place globally. (Alliedbank 2005). The following areas of concern were noted during the study and research of the organization: a.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Technology and globalization. The website of the bank http://www.alliedbank.com.ph lacks online chat mode for online inquiries that needs immediate attention. Foreign rates are not updated early first thing in the morning. I used their emailing system for a simple ABA number inquiry of their correspondent bank in U.S.A. and I was not given the correct answer, instead I was asked to make a search in their correspondent bank’s website. It was a simple inquiry and yet their customer service representative cannot supply a handy answer. Basic things they should know when they are out there in the field. Online banking is powered by Bancnet online with a fund transfer mode facility that does not function even for same bank local transactions. There is no president’s message in their president’s message page. I used the email provided for the president’s message and I was wondering if it has a link since it does not have a pop up window . Anyway I sent an email to the email address that was given and until now there was no reply received from the president nor did I receive any auto email responder. The online banking page does not have an online application form for opening of new accounts where clients can manage filling up the new accounts form first then go to their desired branches for the presentation of needed requirements and signature. Compared with HSBC website, page for forms and documents can be downloaded at http://www.hsbc.com.ph/ph/forms/forms.htm, HSBC I think has more of an edge to customer service and global banking. There is no toll free phone service number provided for phone call queries. An organization as global as Allied Bank managing without the recent technology to enhance full-bloom customer service relationship management system. I wonder if one loses his AT card in the middle of the night can sue the bank for failure to provide the facilities to call without paying in case of loses if a t that time he does not have any funds to make a paid call to the Head Office regular hotline number and nobody in the nearby branches is awake to make the hold out card transaction. We will write a custom essay sample on Sales, banking, people and motivation specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Sales, banking, people and motivation specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Sales, banking, people and motivation specifically for you FOR ONLY $16.38 $13.9/page Hire Writer b.  Ã‚  Ã‚  Ã‚  Ã‚   Customer service experience and motivation. There is an apparent lack of call center service representation and the technology to support and sustain bank activities. Bank employee’s motivation via technology utilization and improvement may be provided by an online banking tool which may grab and hold onto customers for life which is supposedly shall be the heart of any bank’s long term strategy. The heart is missing now, there are only people moving but with total lack of motivation and enthusiasm, adept knowledge of bank products and power leadership drives to destination unknown for a decentralize area of authority. c.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Cross selling and motivation. Cross selling bank’s affiliate companies products is a good form of interchanging efforts to enhance incorporator’s investments. If we take a look to the way it was implemented, we can see that a good part of the look out and selling process of the New York Life (NYL) insurance products has been placed on the shoulders of the bank’s Branch Heads (BH) and down to the shoulders of the staff. In my research there is only the presence of push and figures for sales quota. There was an absence of monitoring and analysis to effective sales communication process between bankers and customers in terms of planning and follow up system. The NYL organization absolutely runs from the structure of the bank which may be the initial plan but failed to distinguish corporate mission statement and goals of the bank which are selling their basic products. NYL people were only there to present and close sale but follow ups and look out for prospective market were the burden of the BHs. Mabuhay Miles could be a free promo product from Philippines Airlines which is also their sister company, but their coordinator and software failed to give specific reports of a list of those who were enrolled at their depository branch alphabetically. So the new accounts representative has to make a search for the number or name of the depositor first before enrolling. Management has given strict policy of recruiting to accounts that were two years old and over but there was no provision in the software of Allied Bank to easily access deposit accounts with their corresponding ages. How do you think employees who were given the quota will manage to enlist depositors and feel about how things work and run in the organization? d.  Ã‚  Ã‚  Ã‚  Ã‚   Work conditions and overtime payments. Cost cutting and soliciting bank employees motivation is not well compensated when air conditioning were being replaced by electric fans to save on electricity. Imagine the smell and the heat of a work environment as such as an airtight closed room to elaborate without proper ventilation and air conditioning. There is a predetermined air conditioning operating hours. Even if we allow one unit to run it still cannot accommodate to cool the entire branch where people are still working. The worst that is happening is the slashing of the number of hours worked beyond regular hours, overtime by the employee. Remember being away from your family for so long a time even extending to late evenings and getting paid for only a percentage of the work done. A very good motivation and behavior reinforcers scheme to develop a rebelling stubborn employee. e.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Product knowledge and training. Most of the time the bank offers products and services with no training and orientation made on product knowledge. Only memos were given. And if they hold trainings, employees are not being paid for the attendance. It is already a fact with the organization that if they hold half day seminars in Cebu province in particular, it usually ends at about 2-3pm with no provisions for lunches or meals. Only light snacks were given. Employees do not want to attend seminars anymore because of the effects on their health. Imagine listening to your upper level management speeches in pangs of hunger if it won’t drive you to the doors of the doctors for illnesses of hyperacidity and ulcers. f.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Duties and responsibilities vs. delegation of functions. Tellers and new accounts were given a lot of delegated responsibilities by supervisors and officers. They cannot do anything about it because of the provision of HRD in their list of duties and responsibilities captioned as â€Å"and all other duties and responsibilities assigned by the branch†. The context of their functions is not really performing their relative functions but extended to the functions of the officers as well. This gives an idea of opportunity to enjoy for some Branch Operation Officers the task of reading newspapers almost the entire day, making telephone conversations, signing documents and making follow ups on delegated functions. Nice pay good work! This in fact curtails the voice of the employee to cite abuse. g.  Ã‚  Ã‚  Ã‚  Ã‚   Branch assignments and job rotations and motivations. The present transfers of branch assignments and job rotations without the agreement of the employee concern. 2005 memorandum states that the maximum number of years they are allowed to stay in a branch is five years only. Everything is based on instructions and management prerogative to transfer employees, nothing on how employee feels on the new workload and how they react on the proximity of their new branch assignments from home. Travel and stress make the most part of their time going to work from north to south. How about the consideration of skills and building up of rapport with customer service? How can HRD disregard familiarization and period of adjustments, qualification, satisfaction, and employee morale? Organization change analysis and proposal Consultative banking described the roles of bankers as consultant to their customers maximizing recognized opportunities by discussing alternatives and assisting them in their decision making phase with utmost confidence. This kind of approach to sales requires bankers to look at their products and services from their customer’s point of view making it as relevant as an increase in market share profitability and development of long term relationship in a highly competitive industry. The focal point of selling then is to understand the needs of the customers with total annihilation of the concept of door to door selling. The link therefore is increasing the employee’s ability to uncover needs, solve problems and improve situations of the customers to a mutually beneficial relationship. (Richardson 1984). The approach therefore is building relationships which are a great contrast to the issues I have cited in branch transfers and job rotations. Building relationship requi res time and it won’t benefit the bank if in the time that you almost get to know the customer you will be transferred to another branch. In their drive for a Know Your Client (KYC) directive, they forgot that time encompasses such development. Employees also experience low morale and great stress in accepting responsibilities against their will. Real motivation stems from good leadership and follows the guidelines set by nature. Motivations as emotions have unconsciously set its place in the day-to-day operations of the bank. (Maddock Fulton 1998). The prevalence and expression of emotions at work were certainly overlooked by management. Where emotions and rationality complement each other, it shall be used in a constructive manner to energize people by getting them cognitively and affectively engaged in their individual work. Efforts and expectations do not address the heart of an individual. It only deals with his hand and of his head. â€Å"Leaders may persuade with log ic, but they motivate through emotion. Leaders must come to grips with the challenges of emotion, a key driver of productivity, quality and other factors that lead to business success. When you want to motivate people to take action, engage their emotions.† (Ashforth 1995). This explains well how the idea of branch assignments and transfers may be detrimental to the health of the organization. It leaves customers and does not make it possible for the bank to strengthen the portfolio of banking products as part of their core banking solution to establish global customer base. It is a simple hello and goodbye interface making it more visible for the customers to opt whether to increase or decrease their business with the bank. Moreover the continuing dissatisfaction of the employees of having to invest additional time and effort in going to work were exhibited by getting up earlier than usual in the morning to make allowances for travel time and coming in late at home as late as 8-9pm because of travel time and annoying traffic congestion. They don’t even have the appropriate quality time spent to take care of their family and kids because of the very early and very late schedule to get out and come back to home base. Proximity from home to work sh all be a major consideration by HRD when they plan to release schedules for transfers and branch assignments. They should hear the dilemma of stress and anxiety brought by too long travel time and getting to develop a stranger relationship with one’s immediate family. This is surmounted by the deal of adjustments an employee has to undertake on different work stations. Authority could be a well demeaning word when it comes to violations of the rights of the employees to express their sentiments about the present trend of movements. HRD shall get the confirmation of the employee first to know if they are happy in following instructions without their consensus. Emotions play a good deal with employee’s motivations and dissatisfaction that may lead to rebellion and absenteeism due to decline and lack of dedication and enthusiasm to perform work. Order must be made with regards to the order in branch assignments and order with regards to personal family lives of the concer ned employees. Cost cutting of air conditioning electricity and slashing of number of hours rendered for overtime are unjust and humiliating. For all the income the bank has generated, the bank wants to give its employees fair pay to fair labor. Management must implement change of behavior on themselves for these so called unjust practices. This is not a Christian way of treating one’s workforce. Instead management shall look into giving meal allowances for employees who stayed to work until or past dinner time be it 6:30pm or 7pm. Control factors for anticipated excessive overtime shall be made upon submission of application by simply saying yes or no after evaluation of the work that needs to be done. Work is facilitated and employee is more motivated if work conditions are satisfactory. Management shall in no condition limit air space circulation and cooling when somebody is still at work. Management shall create a group to determine and identify loopholes in operations and leadership. It shall serve to identify changes in behaviors of employees and the motivation factors that needs to encourage work and build a strong workforce to gain a competitive edge over other banks. Surveys shall be made and distributed to all employees. Performance appraisals must not be limited to and subjected to appraise staff alone. Another form of appraisal shall be created to gauge performance of officers also. Praise and working conditions are two motivating factors that will decide employee’s enthusiasm to excel work performance. The bank may infuse on their management intervention the use of motivating language to impart effective communication on employee performance and enhance critical employee attitude. (Mayfield Mayfield 2006). In order to stimulate employee motivation, BH shall clarify goals for subordinates to eradicate uncertainties in the process. He must be able to give everyone his role in making sales. Like if a new accounts clerk has to open a minimum of two accounts per day, then he must understand to figure out to make one more sale the day after tomorrow if he only opened one account the next day. Empathy is very important when speaking to subordinates with emotional understanding. This is critical when it comes to issues of cross selling products. BH shall understand that it is not banking anymore but pure cross selling by which the selling process shall be done only upon completion of basic banking duties and responsibilities. A matter of factual disorientation will occur as to which one t o prioritize between the employer’s products or the affiliate companies products. Pressure shall not be downloaded to the wrong workforce. Cross selling shall be done only as an extension of the bank’s sales and services. There is a big difference on the two and very big impact on employee’s attitude towards work. It may be apparent that employees do not value working on extended services when their own duties and responsibilities with additional delegated tasks are already covering their work hours. The bank shall have a look with their reengineering, workload, and cross selling features that has been pressuring officers and staff to achieve branch quota. Technology is vital to global connectivity to sustain operations and create an edge to customer satisfaction and experience. The toll free number, call center aspect, and the website are extensions of the branch operating hours. In the issues of technology and globalization, the website will serve to generate its own advantages. Some channels like ATM machines have greatly helped to free-up-front bank sales staff from transactional activities but banks needed to trust new capabilities in order to increase their share of the customer wallet. It is finding the right product and the right relationship with the perfect technology. Employees must be given the proper training and of course the proper incentives to attend seminars and training in the issues of product knowledge and training. It will be their only mode of distinguishing leads to prioritize, creating sales scripts, and fulfilling sales. Although a lot depends on the execution, getting the human sales force to full advantage r emains to be a challenge for the bank that have been placing budget constraints in all the wrong places. Managers must learn to acknowledge worker’s performance and take feedbacks. A straight forward in depth communication could be the cure to lift their morale. Employees shall be informed of whatever is happening in the bank and not being discriminated for any regular news item other than for memos and instructions. Managers shall take the initiative to make them feel at home with the bank and not alienated to enhance team’s capability to perform effectively in the future. Group performance relates to group composition taking into account the nature and attributes of each member. It deals with heterogeneity and creativity as it considers familiarity and performance of team building. (Dickinson Guzzo 1996). To provide the right customer experience, the bank has to provide the right employee experience. It is a chain. It will spread once it gets motivated. Motivation i s not always in the form of reward systems although it can affect desires but it has more to do with emotions, relationships, and leadership. The bank has already reached its peak of performance, if it won’t seek to change its present situation, it will likely slide down.