Development of the plan Essay Example | Topics and Well Written Essays - 500 words

Development of the plan - Essay Example dinate with the different practitioners and with the public health sector for them to come up with a vaccination program which the patients and the general public can access in their pharmacies. With the coordination of the public health sector, the proper vaccines can be set forth and can be recommended for purchase. The overflow from the public health offices can be directed towards the pharmacies in order to de-clog the lines for people availing of said vaccines. In order to set this up in the pharmacy, a corner of the pharmacy can be set aside for the administration of vaccines. The administration of vaccines can first be cleared with the general practitioners in order to ensure that the patient availing of the vaccine can safely receive the vaccine. This corner would have to have a licensed pharmacist or possibly a nurse who can help administer the vaccine. Proper sterile techniques would have to be employed in this corner. A washroom would also have to be available to the medical staff in order to ensure that hand washing techniques are applied by the staff before and after each vaccine is administered. Materials used (disposable) have to be discarded safely through proper disposal techniques. Such corner would also have a waiting area for the patients to wait their turn and for patients to rest soon after the administration of the vaccine. Monitoring of vital signs by the nurse would have to be employed before and after the administratio n of the vaccine in order to ensure that the patients are healthy and have no adverse reactions to the vaccine. There are other newer vaccines available in the market. Vaccines for recently emerging infectious diseases include: H1N1 and meningococcemia. These vaccines are often limited in number and only administered with the coordination of the WHO. The pharmacy has to coordinate its sale and administration of such vaccines in order to ensure that the vaccine goes to the right persons – the high risk patients

Analysis Essay Example | Topics and Well Written Essays - 2000 words

Analysis - Essay Example People who work in this type of industry are often linked with issues that deal with deception and public manipulation. The release of information is so quick that it tends to become viral affecting people of all ages. Whatever medium that may be whether it is radio, television or print, finding a market is not at all hard since people are always intrigued with what is happening around the world. Media Companies Media Companies earn money basically through the widespread of information. Almost in every household there is a presence of mass media through its mediums like the television, newspapers, magazines, computers or even cellular phones. Clearly this shows the attachment of the following mediums to the people’s everyday lives. The thing that is common between the media companies and other types of businesses is that they spend money to create or buy products that will eventually let them earn profit. Many people will gain benefit from it including those who are seeking jo bs and hoping to work in media companies. A lot of risks are present when a media company releases something new to the public. There is for example rejection, people’s lack of interests to the advertised product or services, the spreading of the wrong information that may lead to law suits or the issues that might be thrown by the competitors to try to damage the leading companies’ reputation. A lot of controversies are thrown to the media industry, despite of this it continues to prosper. This is certainly because of its main asset which is information. There may be some negative issues but that does not mean that all media companies are up for no good and are just eager to earn. Some companies are committed to give what is due to the public. Top Media Companies in the US and Canada The following are among the top media companies in the United States and Canada, offering products and services such as pay television channels, online and print publications, websites, a dvertisements, and radio programs through its radio stations. There is no question why after all the struggles they have undergone through the years, these companies are now tougher to face new challenges that may come their way. American Media, Inc. American Media Inc. (AMI) is a leading magazine and tabloid newspaper publisher in the US with its Chairman and CEO David Pecker. It reaches up to 54 million of America’s men and woman a month having an over-all circulation of 6.8 million and about 10 million visitors on its online publication with a hundred views per month (â€Å"About Us†). The topics covered by their publications are those that the Americans are obsessed with, mostly on gossips and good health. It also offers sales and marketing services that enable them to have an even distribution of their periodicals on different supermarkets in areas of the US and Canada (â€Å"American Media Inc. Company Profile†). Last November 17, 2010 the company filed fo r Chapter 11 Bankruptcy which according to the United States Court is allowable only to corporations and partnerships who at time of debt, cannot actually pay the creditor due to the small amount of assets that the company owns (â€Å"Reorganization Under the Bankruptcy Code†

Learning organisation as a realistic model

Learning organisation as a realistic model The learning and functioning in workplace carries a foremost responsibility to establish a constant learning for the organization. Learning organisation is one of the most significant forms of organisation used in present to shape the future for the success (Belasen 2000). In this type of organisation, learning is a base which assists in the development of most effective career plans and individual skills towards the path selected. In present, most of the organisations are trying to convert themselves in a learning organisation so that it can attain significant benefits related to learning organisation (Coffield 1998). Here, in this report the concept of learning organisation is discussed so that it can be identified that is the learning organization a useful or realistic model at the workplace. It is done in reference to a learning organisation that is IBM. Learning Organisation Learning Organization refers to an organisation in which employees at all levels, separately and conjointly, are incessantly growing their capability to bring forth results they truly care about (Nagwekar n.d.). It is not just the most appealing or existing management trend but it can also furnish organisations with work environment that open and flexible to innovative ideas. It also involves the concepts that provide solutions to continuous work-related troubles that are available among all its employees (Svensson, Randle Bennich 2009). It assists individuals with an ability to strengthen their knowledge base, which gives them with an ability to think significantly and ingeniously. Additionally, it also facilitates workplace individuals with an ability to communicate thoughts and conceptions, and the talent to collaborate with other individuals throughout the procedure of interrogation and action (Belasen 2000). A learning organisation try to create its own future by assuming that learning is a continuous and inventive procedure for its people (Rainbird, Fuller Munro 2004). The learning workplace directs individuals towards a development, adaptation and transformation of themselves in reaction to needs of organisation and as well as customers. It allows employees to work freely so that they can learn and express their ideas and problems and in turn can contribute towards the development of an improved work place (Nagwekar n.d.). This environment also assists individuals in shifting from the conventional authoritarian workplace philosophy to one in which the organisational hierarchy is broken down, and human potency is acclaimed (Coffield 1998). This type of working environment foster a culture in which individuals believe in creating results that they actually want and where they can learn that how they all can learn together for the advancement of all inclusive organisation. This type of organisation furnishes people with reaction to the competencies that is essential for every individual to attain success in its own field (Gould Baldwin 2004). The learning can be increased with the help of different learning approaches like training, rotational experiences, coaching, work-related education, electronic-system learning, and with the help of several other learning-oriented interventions (Lassey 1998). Today most of the organisations are trying to attain benefits of learning organisation as they feel that it is a realistic model but it is not the situation as it is much useful rather realistic (Nagwekar n.d.). An organisation become learning organisation with its own efforts and practices that if not undertaken accurately will not direct towards the creation of a learning organisation. In this type of organisation it is essential to make use of appropriate training programs that may vary according to the needs of specific organisation and its individuals (Belasen 2000). All aspects related to becoming a learning organisation need to be undertaken carefully as otherwise it would not be possible for a firm to use it for its own benefit. If it used effectively can assist a firm with several advantages and abilities to deal with existing challenges related to business, management of internal environment, employees commitment towards learning and working in the direction of organisational goals (Pun Balkissoon 2011). Throughout studies and evaluations, it is identified that there are some disciplines which must be mastered by an organisation if it wants to introduce a useful learning organisation that are as follows: Systems Thinking For becoming a learning organisation, it is essential that the firm develops and ability to envision the big picture and to make out patterns rather than conceptualizing change as obscure events (Belasen 2000). Additionally, there is also a need to think by interconnecting to the whole so that it can become easy to identify that how it operates and what actions can create troubles. Personal Mastery It commences by becoming devoted to lifetime learning and it is the key element of a learning organization (Nagwekar n.d.). Building Shared Visions For creating a learning organisation organisations need to develop a genuine or shared vision that evokes commitment in good and as well as in bad situations and has the potential to unite an organization. Mental Models Managing mental models is also vital as they can obstruct new and prevailing penetrations and organizational practices from being carried out. Until or unless there is no realization and a concentration to openness it is not possible to implement real change. Team Learning It is also critical as almost all modern organisations in present are operating on the basis of team work. It means that if a firms team members do not come together and learn it cannot become a learning organisation (Nagwekar n.d.). The concept of learning organisation is quite useful as it does not only allow firms senior managers to do all thinking but it also appropriates all individuals at all levels to think in regard to the entire organisation. It facilitates all employees to make use of their inner potential with a hope that they can also build something distinctive or unique for their firm. Benefits of Learning Organisation How learning organisation is useful at the work place can be understood with the help of discussion of its benefits to a firm. The benefits of learning organisation started appearing with the realization of its importance. It is helpful for dealing with different types of challenges that are as follows: Rapid Change: In present competitive environment change is occurring rapidly in all workplaces that in turn forces agencies to quickly adapt work procedures. Development of a learning organisation furnishes organisations with an opportunity to learn through adapting change and other pertinent issues (Belasen 2000). Eroding Knowledge Bases: The current attrition of Federal employees, awaited retirements decreases-in-force are inducing on-going damage to the organizational knowledge bases. This can be resolved with the help of a learning organisation that assist in furthering information exchange and tap expertise from all level employees (Murphy Willmott 2010). As well, it also makes use of technology to support and strengthen information exchange that in turn assists in resolving employees queries and issues. Shifting Focus: Focus of federal agencies is altering from a duty of ensuring compliance to serving customers effectively that also creates different challenges. The creation of a learning organisation will ensure a strategic alignment between customers needs preferences, individual learning, organisational aims, and resource distributions (Coffield 1998). Attainment of strategic alliance is very important as without this it is not possible for a firm to attain its aims and it can be done effectively with the help of development of a learning organisation. Limited Training Resources: The companies overall training budgets are decreasing day-by-day whereas employees also have less time to attend formal training sessions. This affects their growth and as well as company growth. With the help of a learning organisation at workplace, a company can make use of different alternative strategies that may easily incorporate learning into the workplace (Gould Baldwin 2004). These alternative methods are low in cost and are much more effective to furnish a company with all essential training needs of its employees. Evolving Roles of Supervisors: With the increasing diversity in organisations supervisors roles are evolving with an increasing responsibility. Now, supervisors are not only accountable for playing traditional human resource functions as they are also responsible for managing each and every aspect of business and its employees (Belasen 2000). With the development of learning organisation supervisors roles has become much more easy as in this they work as teachers and each employees is empowered to be accountable for their own learning. Management of all the above discussed challenges can be done effectively with the help of a learning organisation. The benefits of learning organisation evidenced that how it is useful in a workplace in regard to management of different aspects and as well as employees continuous learning (Wang Ahmed 2003). Learning Organisation as a Useful Model at Workplace Learning organisation is quite useful model at workplace as it allows a firm with several advantages related to attaining superior performance, improvement in quality, concentrating on customers, for attaining competitive advantage, to manage change, develop committed workforce, and for recognizing assured success and growth (Serra 2009). How a learning organisation work as a useful model at workplace can be understood with the discussion of IBM that makes significant use of learning for attaining above discussed advantages. At IBM, learning is a strategic facilitator of change. It works as an essential tool that helps it in affirming its new go-aheads, re-skills its manpower and appropriates it to handle key market changes and organizational alterations. Its use of learning helps it in developing a learning organisation that in turn works as a useful model at its workplace. IBMs commitment towards learning can be evidenced by its US$750 million annual spending for different learning initiatives (IBMs learning transformation story 2004). This annual spending of IBM is done with a belief that learning organisation enhances its productivity, endows employees and teams to innovate, empowers development of employee potential, and expands organizational knowledge to providers, co-operators and customers. In addition to developing a learning organisation, IBM has also adopted a repetitive procedure of learning transformation that helped it in attaining a leadership in learning. The continuous learning and leadership in organisational learning has enabled IBM to win and continuously grow in present competitive environment. The company success as a learning organisation can also be understood with its efforts towards enhancing learning. IBM operates with a belief of learning anywhere, anytime and on demand. Employees of IBM spend an approximate 17 million hours each year (around 55 hours per employee) in different formal training programs that may be conducted online or in a traditional classroom (IBMs learning transformation story 2004). Previously learning was given through traditional classrooms but now it is mostly conducted online (Belasen 2000). Another substantial belief that helped IBM is its link up of learning with employee retention. Its appropriate learning to its employees assist it in retaining its employees that is most significant issue in present competitive era (Furnham 2005). The continuous learning also assist the company in saving significant costs related to new employees training costs. Being a learning organisation, IBM respects the role that learning plays in attaining organisational effectiveness (IBMs learning transformation story 2004). All efforts of IBM towards becoming a learning organisation or using it as a useful model assist it with several advantages related to organisation, people, technology and knowledge that are as follows: Organization: By making use of leadership organisation as a useful model at its workplace, IBM has become able to attain organisational effectiveness. The company learning strategy facilitates it in attaining its vision. It has also helped the company in developing a leadership that is devoted to the significance of learning and believes in distinctly communicating learning that is essential for organisational success (Serra 2009). Development of appropriate leadership assists employees in identifying the needs, intends and chances for learning. Implying a learning organisation at workplace also helps IBM leaders in creating and maintaining a supportive learning culture for their team members that in turn motivates them towards working at their utmost potential. Continuous learning also helps IBM in making use of effective communication systems that alleviate the lateral information transfer and facts throughout all levels of organisation (Furnham 2005). The continuous learning arouses creativity and brings forth new penetrations and innovative practices at IBM. People: Being a learning organisation, IBM has become able to hire people who are significantly interested in their work and vigorously replicate on their experience. The intense learning had allowed its employees to make use of their understanding and take different initiatives to contribute towards knowledge management (Serra 2009). The different online and traditional learning programs have facilitated IBM with the development of employees as reflective practitioners. By working in a learning organisation all employees of IBM become able to grow their strengths and maximize their learning by getting involved into different learning programs. It also assists the company in creating an environment in which everyone work with cooperation and collaboration so that everyones learning towards working in a much more effective way can be enhanced (Chich-Jen 2011). Knowledge: Another substantial field in which it is beneficial to make use of learning is knowledge. For every learning organisation it is a critical asset as learning is the product of knowledge and its origin (Caldwell 2006). Development of a learning organisation enables an organisation to understand that how it can attain knowledge. Establishing learning organisation at workplace enables knowledge creation through individual to collective approach (Serra 2009). IBM being a learning organisation provides substantial opportunities for company knowledge to be developed and shared with others through social contact and approach to documentation. IBM employees are aware that how they can put specific knowledge in all essential systems for knowledge management (IBMs learning transformation story 2004). All these information and knowledge is not possible if a firm is not a learning organisation. Technology: Another substantial field supported by learning is a firms technology. When a firm, become learning organisation it become able to harness the significance of advanced information and communication technologies. Without having knowledge and empowerment in these technologies it is not possible for a firm to attain its objectives related to knowledge management and learning (Serra 2009). IBM as a learning organisation makes an effective use of information and communication technologies that in turn assist in strengthening its organizational identity, establishing and maintaining learning communities, keep everyone informed and aware of all essential corporate evolutions (Chich-Jen 2011). Additionally, continuous learning at workplace also helps IBM in creating unbelievable and associative linkups between people that in turn furnish access to their creative knowledge and thoughts. It also encourages innovation and originality by sharing and developing a practice of learning from others effective practices (Serra 2009). IBM being a learning organisation provides different opportunities to its employees to learn that how they can make an effective use of advanced information and communication technologies to enhance their knowledge and leaning (IBMs learning transformation story 2004). All the above discussed fields evidence that how IBM is able to use learning at its workplace by continuously investing in learning. The role of learning in IBM can be understood with its importance from last 90 years. From last 90 years, learning is playing a substantial role in driving IBM towards success (IBMs learning transformation story 2004). On the basis of its unified and lined up approach, IBM has furthered and are constantly maintaining effective learning programs for its employees, professional and administrator development. In the year 1915, after four years of IBM incorporation, it established a distinct IBM education department for training and developing all of its employees. Subsequently it was used formally on all its product lines so that employees can be instructed regularly and works effectively by increasing their learning towards their roles and company products and services (John 2002). Afterwards it offered a formal customer education following an IBM Management Development Program. For making employees more effective towards reacting customer requests and queries, the company started an IBM Customer Education Program that shows the company dedication to become a learning organisation (IBMs learning transformation story 2004). All these company management initiatives towards increasing employees learning significantly assist it in developing employees that are highly dedicated towards organisational goals and making innovations with the help of their creative thoughts and maximized sharing (OKeeffe 2002). The learning commenced in its beginning has now enabled company and its employees to operate by considering its future. IBMs focus on learning organisation was significantly useful for it as it assisted it in transforming itself from a hardware company to a recognized service-driven company. This change at company necessitated reorganization and re-skilling of its employees that became easy with the help of continuous learning (Aktharsha Anisa 2011). With learning, it became easy for IBM to align its employees in accordance to its new business models as its employees were dedicated and was ready to change their approach so that business opportunities available to company can be optimized. Throughout their past efforts, IBM has become able to develop dedicated employees and now it has been concentrating on the development of core-competencies and job-related abilities and skills. For improving its employees job-related competencies, the company learning programs target five strategic aspects that are sales, employee development, leadership and management, IT training and training to support business partnerships (IBMs learning transformation story 2004). For developing effective learning programs, the company also employed a learning governance model that helped IBM in setting its learning priorities. The company learning governance model is structured in a way that assures maximum effectiveness of IBMs learning investment. IBMs learning governance model is structured to ensure maximum effectiveness for our learning investment. For developing a learning organisation at workplace IBM governance complies with different aspects like every learning intervention should be integrated and implemented in regard to IBM strategy (Dierkes, Antal, Child Nonaka 2003). Additionally, its focus was on implementing a disciplined approach to enterprise wide learning so that more and more benefits related to organisation, people, technology and knowledge can be attained (IBMs learning transformation story 2004). All these company initiatives towards becoming a learning organisation significantly helped it in attaining all business related objectives. The company success is due to its integrated learning approach. The company management operates with a belief that individual learn in different patterns and on this belief IBM tried to use different educational approaches for increasing its employees learning. The integrated learning approach includes interactive, web-based, collaborative and face-to-face learning (Aktharsha Anisa 2011). Among these the most appropriate method suited to a group can be selected according to their own skills and requirements. Another effort in this direction done by IBM is the development of the IBM Learning Investment Council. For increasing learning at IBM, first of all the employees performance reports and other available reference materials are used that are usually web-based. This appropriates online transfer of information and also provides an access to individual to the material that is pertinent to their job and needs (IBMs learning transformation story 2004). It allows employees to learn at their own pace that in turn create interest among them and motivates them to learn according to their own suitability and abilities (John 2002). In addition to this, learning is also created from interaction, simulation or games that motivated individuals to contribute on real-life situations and endows them with an ability to practice specific competencies at their own speed (OKeeffe 2002). Another significant approach used at IBM for increasing learning is collaborative learning and class-room learning. The approach of IBM towards learning from its initiatives has significantly assisted in it transforming its history that was not possible without its timely learning initiatives (Dierkes, Antal, Child Nonaka 2003). From beginning, the company management was aware with the usefulness of organisational learning at workplace and this is the reason they tried to implement it by undertaking different efforts. The company motivated all its employees to focus on continuous learning so that their skills and abilities can be strengthened (Curado 2006). It was done with a realisation of learnings importance and its usefulness for a firm in the direction of attaining all its pre-determined business goals. With the realization of learnings importance IBM tried to integrate it with its business strategies so that all its efforts can be directed with continuous learning that in turn can provide its employees with an advantage to increase their abilities and skills from time-to-time or according to changes in market and customer needs. Conclusion With the help of above discussion of learning organisation, its benefits and use of learning by IBM it can be said that learning is a useful model for an organisation. Without learning it is not possible for a firm to develop its employees with all essential job-related competencies. Organisation learning at workplace encourages employees to strengthen their skills that in turn direct them towards performing their duties in a much more effective manner (OKeeffe 2002). The success of IBM demonstrates how important and useful organisational learning is at workplace if implemented appropriately. IBM learning initiatives evidences its importance and how it assisted it in transforming its image (Rae 2008). In present competitive environment organisational learning is highly useful as it assist organisations with an ability to develop its employees competencies and skills in accordance to their own requirements related to attaining business aims and objectives.

slavery in 18th century Essays -- Slavery Essays

slavery in 18th century Despite the horror of the word slavery we have to admit that slaves have played a big role in rising big empires. For example the Egyptians used slaves to build their majestic pyramids, the Chinese and Indian used slaves for large-scale construction and agricultural and the Hebrews also used slaves. Slaves were brought from Africa to the British American colonies to work in agriculture and farming, which among other factors made the British colonies in America become so strong and prosperous. The slaves of the British American colonies were mainly from African west coast. It is important to note that slavery was present in African communities long before white traders sent African slaves to Europe and America. Slaves in Africa were those tribal people captured in confrontations between tribes and sold to Arab traders. The first traders to introduce slaves to the American colonies were the Portuguese who were later followed by the Spanish. Brought from Africa by way of different routes but in particular, the "Middle Passage" or directly from Africa to the Indies, slaves would travel in ships packed like sardines and under the most horrible conditions. Perhaps the most logical reason to try to explain the boom of slavery in America and anywhere is it was a very profitable business. In the case of America, the first slave trades were done for mere profit but then it became a necessity because of the increasing demand for working hands in the ...

Creon’s Soliloquy: A Cathartic Ending Essay

A number of scenes in â€Å"Antigone† are equally significant. These include the confrontation between Antigone and Creone, the confrontation between Creon and his son, Haemon, and the death of Haemon, which signifies the fall of Creon. However, there is one scene that cannot be omitted from the play. In fact, it is the scene that everyone awaits, when the king cries in agony for the great tragedy that happens in his kingdom. This is the final scene showing Creon’s soliloquy as he reflects upon his ill-doings and his ill fate. The scene is very sensitive. Any actor performing it cannot overdo it or underperform because doing so would lead to a different interpretation. Considering that Creon is a king, the actor cannot overdo the performance because it will destroy the characterization that Sophocles established from the very beginning. Therefore, the actor should act it out with much intense demonstrating the depth of Creon’s emotional suffering and at the same time with some poise, somewhat showing the king’s apathetic nature. Some may argue that the final scene in the play demonstrates nothing but Creon’s remorse over the deaths of his loved ones but reading between the lines will give one the perception relating to his apathy towards his wife and the tragedy that happened. His inquiry about his wife’s death illustrates his apathetic nature. As he questions the messenger, â€Å"In what wise was her self-destruction wrought?† he shows an example of a hardened man, who can accept news about the death of his wife. Similarly, the inquiry he makes could also be due to the confusion he suffers from at the moment. He is taken aback by what happened, thus unable to accept it, he suddenly becomes tongue tied, unable to express his real emotions. This may be the reason why the author chose to end the play in this way, with some degree of silence, unlike other tragic plays or movies where characters scream upon discovering the death of their loved ones. Aside from the confusion that he experiences, Creon is subdued at the end due to his status in the kingdom. Because of his reputation as a king, he cannot express his agony by screaming or weeping out loud because he is trying to conceal his shame from all who would scorn at him. In his heart, this arrogant king knows that the tragedy in his own house would cause others to ridicule or laugh at him, especially since he once ignores the prophecy of the wise old man Tiresias, who warns him of his fall before it occurs. In this consideration, the scene showing Creon’s soliloquy must be performed exactly with some blend of temperance and agony to show confusion and pride. Despite the temperance that King Creon shows in his soliloquy, the scene is very important because it signifies Creon’s purgation of remorsefulness and fear. The scene adheres to Aristotle’s requirement for catharsis (as mentioned in Matthews) because it shows that despite the cruel and malevolent behavior of Creon, he is still capable of love, self-reflection, and sorrow. From the beginning till the death of Antigone, Creon is pictured as a fierce and strong’s king, which somehow dehumanizes the character. However, at the end, as he utters his sorrow for the deaths of his son and wife, the audience realizes that behind this man is a heart that can love, a mind that can bend when his loved ones’ welfare is at stake. Even though the remorse is expressed only at the end, it is very important and cannot be omitted. Without it, people will not be pleased by the ending, because they have to experience catharsis at the end. Catharsis is achieved by the king’s pouring out of emotions, although restrained to the very end. What happens is, as the character feels sorry for his fate, the audience reacts and agrees to his penitence, making them feel the catharsis at the same time. The cathartic ending will not be complete without the element of music. To make the scene convincing to the audience, it is important to choose a dramatic melody, one that suggests requiem not only for the deaths of the mother and son but also due to the fall of the king and his death-like sadness. Also, the scene will not be complete without dimming lights, which slowly vanishes on the part of Creon as the scene ends. Work Cited   Storr, F. Trans. â€Å"Sophocles’ ‘Antigone’.† London: Harvard University Press and William Heineman, Ltd, 1912. Matthews, H. â€Å"Catharsis in Antigone.† N.d. 19 May 2009 < http://www.bishops.k12.nf.ca/english/lit3201/cathrsis.html>.

PEST analysis †Public Bank Essay

Procedure (a) The organisation’s annual report is evaluated (b) Market research and Internet survey has been done to gather more information about the latest news. (c) Interviews were held with suppliers, dealers, stuffs, customers and the publics. Findings About Public Bank Public Bank commenced business on 6 August 1966 and was listed on the Kuala Lumpur Stock Exchange (KLSE) on 6 April 1967. Public Bank remains a leading integrated financial conglomerate in Malaysia. With trust and strong support from the public and commitment from its management and staff, the Public Bank Group remains focused on providing all aspects of banking and financing services which include commercial banking, hire purchase, merchant banking, leasing and factoring, stock broking, sale of trust units and management of unit trusts, and related financial services such as nominees and trustee services, and investment holding. To further strengthen the Group’s performance, Public Bank has begun to further rationalise its Group operations after its successful acquisition and integration of the former Hock Hua Bank in 2001. This rationalisation involves the privatisation of Public Finance to achieve economies of scale, improve cost efficiency and to enhance the market presence of the Group. This rationalisation also helps the Group to achieve its objective of being a preferred one-stop financial service provider in Malaysia. The management and staff of the Public Bank Group are fully committed to  achieve its corporate vision of being ranked among the top 100 banks in the world. In 2002, Public Bank’s world ranking by The Banker improved to the 173rd position, up from 216th in the preceding year. A high standard of customer service is the hallmark of the Public Bank Group that puts it ahead of its competitors. The bank-wide ISO 9001:2000 certification for the Provision of Customer Service at the Front Office in 2001 was a reaffirmation to ensure that courtesy, efficiency, accuracy, empathy, and integrity of customer service are upheld at all times throughout the Bank. Meeting quantitative service standards such as the 2-minute Standard Waiting Time and the 1-minute Standard Processing Time for core transactions for greater customer convenience has become the norm for the Group. To further enhance its customer service standards, ISO 9001:2000 certification for Provision of Customer Service in Loan Delivery has been secured for selected branches in 2002, and this will be extended to all branches in 2003.