20 Obscure Rhetorical Terms and Figures of Speech

20 Obscure Rhetorical Terms and Figures of Speech You most likely know numerous hyperboles, such terms as allegory and metonymy, incongruity and modest representation of the truth all the logical terms that you presumably learned in school. Be that as it may, shouldn't something be said about a portion of the less recognizable figures and tropes? There are several them, after all. And while we may not perceive their names, we utilize and hear a decent number of these gadgets consistently. So lets investigate 20 remarkable words (the majority of them Latin or Greek) for some genuinely basic logical procedures. Accismusâ -Coyness; a type of incongruity where an individual fakes an absence of enthusiasm for something that the individual in question really desires.Anadiplosis -Repetition of the final expression of one line or condition to start the next.Apophasis -Emphasizing a point by appearing to ignore it-that is, referencing something while at the same time repudiating any aim of referencing it.Aposiopesis -An incomplete idea or broken sentence.Bdelygmia -A reiteration of misuse a progression of basic designations, portrayals, or attributes.Boosting -A verb-modifying development used to help a case or express a perspective all the more self-assuredly and convincingly.Chleuasmos - A wry answer that taunts an adversary, leaving the person in question without an answer.Dehortatio - Dissuasive guidance offered with authority.Diatyposis -Recommending valuable statutes or guidance to somebody else.Epexegesis -Adding words or expressions to additionally explain or determine a n announcement as of now made.Epimone -Frequent redundancy of an expression or question; harping on a point.Epizeuxis -Repetition of a word or expression for accentuation (generally without any words in the middle). Hypocrisisâ -Exaggerating the signals or discourse propensities for another so as to ridicule him.Paronomasia - Punning, playing with words.Prolepsis -​A metaphorical gadget by which a future occasion is attempted to have as of now occurred.Skotison -Intentionally dark discourse or composing, intended to befuddle a crowd of people instead of explain an issue.Synathroesmus -The accumulating of descriptors, regularly in the soul of invective.Tapinosis -Name calling; undignified language that corrupts an individual or thing.Tetracolon Climaxâ -A progression of four individuals, normally in equal form.Zeugma -Use of a word to change or oversee at least two words in spite of the fact that its utilization might be linguistically or intelligently right with just one.

Critical Annotated Bibliography Essay Example | Topics and Well Written Essays - 750 words

Basic Annotated Bibliography - Essay Example The commission thought about that case to the Criminal Justice Department so as to rebuff the departmental wrong doings on account of twin pinnacle breakdown. Interestingly, the commission finally consented to bargain and alluded all the case to the DG for the Defense and Transportation Department who for departmental benefit can call any authority to indict in the Criminal Justice System. The instance of NORAD was likewise dubious in giving right data. So as to conceal the squeezing pressure from various media substances, Pentagon worked in a different report that was centered around to discover if the data submitted to Commission wasn't right or not. The diverse stockpersons from the Pentagon said the report is in the draft shape and will be shared soon. Jones, Steve E. â€Å"Why Indeed Did the WTC Buildings Completely Collapse?† 2006. Web. July 5, 2011. This report by the Dr. Steve E. Jones is a controlled-destruction theory that says that breakdown of the WTC was impractic al by the effect of planes and fire caused yet by constrained by the introduced shaper charges. The significant truth is that there is, US government has never explored on the issue. The work by Dr. Jones is a logical speculation that can be tried experimentally. The center discoveries incorporate that breakdown of the twin towers were a purposeful exertion by specialists by embedding shaper charges. The WTC 7 structure that was never hit by any plane was annihilated on its impressions. The structure was a steel outline assembling that is difficult to demonstrate that the structure breakdown with no planted destruction gadgets. This work was assessed by numerous researchers of PhD level and by physicist. This work by Dr. Jones gave part of logical data that breakdown was not normal because of planes. It depicts elevated level of challenge to the specialists that state that the work breakdown was because of planes crash in the middle of them. The fire, fuel consuming was broke down w ith its capacity and other material in the structure was likewise examined and afterward it was contrasted with the force required with obliterate the structure and found that effect of planes isn't sufficient to cause the breakdown. The WTC 7 at that point gives proof that there is nothing that hit it as a plane then why it gone annihilated. New York Times. CBS News. â€Å"Poll†. Web. July 5, 2011. This was a survey that was done through telephonic philosophy that tells about the assessment of the individuals to comprehend what they think Bush Administration is outlining for truth, concealing something or lying about the occasion of 9/11. The surveys have 4 percent of safety buffer and its outcomes were demonstrating patterns on the reaction. The more individuals were believing that organization was lying and concealing the substantiates realities from the individuals. The surveys were taken for 2002 and 2006. The reaction rate for telling truth was 21 percent in 2002 and 16 percent in 2006. The reaction rate for concealing something was 65 percent in 2002 and 53 percent in 2006. For generally lying, the main 8 percent in 2002 however it brought to 28 percent up in 2006. These measurements shows that there is a conscious portion of populace who accepts that the story depends on falsehoods and it can't be taken as totally basis for participating in the military endeavors everywhere throughout the world. Individuals are

Free Essays on There Are No Permanent Allies, No Permanent Enemies Only Permanent Interests

There are no changeless partners, no lasting companions, just perpetual interests, is a clich㠩 which regularly portrays the standard of conduct of countries. This is on the grounds that it is the enthusiasm of a country that oversees its conduct in a given circumstance. Along these lines the interests of a country stay foremost. The status partners and adversaries continue changing relying upon what suits the countries intrigue best. Present day history has a few guides to demonstrate the above expressed point. The Afghanistan war of 1979 is a genuine guide to demonstrate it. Soviet Union had numerous interests in Afghanistan and one of them was to spread the hypothesis of socialism and make it one of its satellite countries. The United States was seeking after an arrangement of control and it in a roundabout way supported the radical powers of Afghanistan, for example the Taliban and Mujahhidins, to oust the socialist system. US aligned with Afghanistan alongside Iran, China and Pakistan to complete its targets. In spite of the fact that the war finished in an impasse, yet the partaking countries were included on the grounds that it served their inclinations. After 9/11 United States built up an enthusiasm of battle against psychological warfare and it speculated its previous partner, Afghanistan or the Taliban, to be engaged with the assaults on the WTO twin towers. The super force assaulted Afghanistan because of an adjustment to its greatest advantage and in certainty it got support fro m its previous adversary, Russia. In course of 10 years, from the outset United States upheld a country and at long last assaulted and devastated it. It partook in the two events absolutely because of the explanation of interests. It aligned with countries that had comparable interests and restricted the individuals who had interests that were repudiating. Another model from present day History is the conduct of United States during the Iraq-Iran war of the 1980's. The Iraq †Iran war a common guide to show that interests are the primary explanation that a country engages in some random circumstance. In course of the Persian Gulf War of... Free Essays on There Are No Permanent Allies, No Permanent Enemies Only Permanent Interests Free Essays on There Are No Permanent Allies, No Permanent Enemies Only Permanent Interests There are no perpetual partners, no changeless companions, just lasting interests, is a clich㠩 which frequently portrays the standard of conduct of countries. This is on the grounds that it is the enthusiasm of a country that administers its conduct in a given circumstance. Along these lines the interests of a country stay fundamental. The status partners and foes continue changing relying upon what suits the countries intrigue best. Present day history has a few guides to demonstrate the above expressed point. The Afghanistan war of 1979 is a genuine guide to demonstrate it. Soviet Union had numerous interests in Afghanistan and one of them was to spread the hypothesis of socialism and make it one of its satellite countries. The United States was seeking after an approach of regulation and it in a roundabout way helped the radical powers of Afghanistan, for example the Taliban and Mujahhidins, to topple the socialist system. US aligned with Afghanistan alongside Iran, China and Pakistan to complete its destinations. In spite of the fact that the war finished in an impasse, yet the partaking countries were included in light of the fact that it served their inclinations. After 9/11 United States built up an enthusiasm of battle against fear mongering and it speculated its previous partner, Afghanistan or the Taliban, to be engaged with the assaults on the WTO twin towers. The super force assaulted Afghanistan because of an adjustment to its greatest advantage and in reality it got support fr om its previous adversary, Russia. In course of 10 years, from the start United States upheld a country and at long last assaulted and wrecked it. It partook in the two events absolutely because of the explanation of interests. It aligned with countries that had comparable interests and restricted the individuals who had interests that were negating. Another model from current History is the conduct of United States during the Iraq-Iran war of the 1980's. The Iraq †Iran war a run of the mill guide to show that interests are the principle reason that a country engages in some random circumstance. In course of the Persian Gulf War of...

The Effect Social Media Has on Anorexia

This Is the sickening impact that internet based life has on the age today, that we should all gauge 90 pounds and be as slight as the phony body on a design magazine. Over portion of young ladies and pretty much 33% of guys today experience this procedure each and every day. They make strides that are not important to control their weight which Is undoubtedly under the typical percentile for their age. These means Include; intestinal medicines, pigging out then vomiting, starving themselves, fasting or in any event, smoking to control their weight.Larger weight and over weight youngsters or even kids are more bottom to take part in this repulsive conduct just to fit in with the young ladies or young men on the magazine. Truth be told, over 20% of these overweight young ladies and Just over 6% of overweight young men have admitted to utilizing strategies like starving or pigging out then vomiting to control their weight. (Surgeon) It isn't difficult to get sucked into along these lin es of reasoning, everything necessary are a couple of articles and covers on a mainstream magazine and afterward the picture of who you ought to be, as indicated by the magazine, is singed In the rear of your head forever.This line of reasoning Is not Just placed In your cerebrum following a day, no It takes opportune The cost disturbing idea of anorexia is that it isn't just found in young people or grown-ups, it is beginning to be found in youngsters as meager as five years old. In the event that a Barbie is what is thought of as a good example to a youthful high school young lady is that not online life influencing the manner in which their mind Is prepared to picture flawlessness? A Victorians Secret model impacts the manner in which a mother consider herself incredibly so when they begin to abstain from food, their young girl begins to consider this to be typical and is prepared to believe this is the thing that said little girl ought to be doing.Social media is affecting moms, aunties, or even sisters which Is then affecting small kids. (Dietary problems) In an investigation done of multi year old young ladies it was uncovered that exceptionally huge segment of the extremely small kids connected a solid eating routine with food limitation, slimness, and outrageous weight reduction. In the event that this is what is being ingrained in our youngsters today, at that point what will the fate of our reality resemble? (Anorexia Begins) One of the most significant and persuasive thoughts that online networking influences is an adolescent young ladies impression of how thin is beautiful.Every magazine, TV advertisement, and site is continually indicating how wonderful you ought to be and how o ensure that the additional two beats on your hips can vanish In Just fourteen days! There Is the uncommon second when any advertisement is indicating that you are wonderful simply the manner in which you are and you don't have to gauge 100 pounds to really transmit magnifi cence. Social 1 OFF 120 pounds in such a case that you gauge more than that in this general public then you are really fat. What web based life isn't letting you know is that numerous teenagers have conceded that they utilize undesirable strategies due to well known media appeared in each part of social feeds.What it likewise doesn't let you know is that around a thousand ladies pass on every year reason for ridiculous desires that magazines set for us. They pass on attempting to arrive at flawlessness without understanding that flawlessness is a long ways behind them. (High schooler Anorexia) Perfection is all in our minds and the picture is placed in our minds by individuals on the fronts of magazines, what isn't understood is that every last bit of it is phony. All models in internet based life are an example size of 0-4 yet on the front of anything they are made and when high school young ladies take a gander at the they accept this is the regularity and attractive quality that they ought to be confronted with.With this they pressure their friends which doesn't stop tit different young ladies, yet has spread to constraining young men. All young ladies put focus on folks to look a specific way like a Firebombed and Fitch model, this has rolled over 10% of folks to fall into anorexia, or bulimia and in extraordinary cases steroids to possess all the necessary qualities for most ladies. (Male Eating Disorders) Males are over half as liable to endure peacefully in light of the fact that they don't feel that this sickness is typical for men to have. ANDREA: Eating Disorders) Eating issue are ought not ordinary, in guys or in females, and if there are signs and indications of any kind of dietary issue help should attempt to be built up. Tragically however in our general public they are more typical than really looking ordinary! Everybody is great in their own particular manner, Psalm 139:14 states, â€Å"l acclaim you since I am frightfully and brilliantly made ; your works are awesome, and I realize that beyond any doubt. † (Hope, and Healing) But is it known in the public eye that everything is wonderful?Certainly not with web based life telling individuals that a twofold zero is genuine magnificence. For what reason is it the Bible can't be our wellspring of internet based life, it gives incalculable models that excellence is given by God, that flawlessness is the individual he made and it would not be famished and wilted down to 90 pounds since that is the way that the world figures it ought to be. God makes every last trace of each body consummately in his eyes, it isn't blemished to weigh 130 pounds, or defective to not have the littlest thighs and the smallest waist.What society needs to acknowledge in general is that our flaws are what makes up what their identity is. So the young lady thinks back in the mirror and again drops her eyes to the magazine presently wrinkled in her grasp. She follows the figure with her fingers re -perusing the words on the spread and over in her mind. â€Å"Drop two pounds in two days! † â€Å"Perfection in he type of this too charming new tank top† â€Å"Be a size zero out of zero days! † Then with just a minutes notice, she quickly yet not brutally hurls the magazine into the trash.She won't fall into the snare that the media has made so subtly however will act naturally. She won't condemn her body, or will it to be something it isn't. What's more, she proceeds on her life living it our as an ordinary young person, without being adversely influenced by the online life that encompasses her. Also, discreetly her psyche has been made up; nothing is going to change what her identity is, on the grounds that she enjoys the picture that is reflected in the mirror.

Englisg Language Yesterday, Today and Tomarrow

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How to Plan and Execute a Marketing Campaign with MindMeister and MeisterTask - Focus

How to Plan and Execute a Marketing Campaign with MindMeister and MeisterTask - Focus Whether you’re a seasoned marketer with a large budget and team, or just starting out with nothing but your laptop and a big idea â€" in this article we’ll introduce you to a simple and effective workflow for all your creative marketing campaigns, using MindMeister and MeisterTask. First, let’s go over the essential ingredients for any successful marketing campaign, and then we’ll show you exactly how MindMeister and MeisterTask support each of these elements, providing you with a collaborative environment that maximizes the creative output of your team. Key Ingredients for a Successful Marketing Campaign 1. A Detailed Plan A marketing campaign is essentially a project, and every successful project needs a concrete, detailed project plan, including measurable goals, a resource plan, and a finite start and end date. We’ll show you how to use MindMeister to create project plans that set you up for success. 2. Creativity Now more than ever, you need a truly creative approach and innovative implementation to stand out from the crowd. MindMeister helps you leverage the combined brainpower of your team and enables you to visualize ideas, collect research, structure your thoughts and more. 3. A Coordinated Team Good communication, transparency, real-time collaboration, and a simple way to keep stakeholders in the loop â€" that’s what your campaign needs to come to fruition. We’ll show you how to manage your entire marketing campaign in MeisterTask, and manage all tasks from start to completion. 4. Tracking Analytics One of the worst mistakes you can make is not to track and measure your successes (and failures). How else will you be able to improve and optimize your efforts? In addition to analytics tools such as Google Analytics you may (and should!) be using, MindMeister and MeisterTask offer valuable insights into your productivity and the development of your campaign. Launching a Successful Marketing Campaign â€" Step by Step: Step 1: Creating a Marketing Campaign Plan in MindMeister You can create a marketing campaign plan in any number of formats, including a simple text document. However, creating a plan in a visual format such as a mind map has a number of benefits: The mind map format lets you visualize the entire plan on a single ‘page’, so it’s easy to see all key points and how they relate to each other at a glance. The format is flexible, which means you can add information wherever it fits, move elements around and restructure them as your plan grows and changes. You can add comments, notes, links, images, videos or attachments to the elements in your map â€" a great way to collect all the essential information you need without cluttering up your plan. Best of all, MindMeister supports real-time collaboration, which means that you can work together with your colleagues to fill the map with information. You can also export your finished mind map as a Word doc in case you need to submit an official campaign plan to superiors in written form; Alternatively, you can turn your mind map into a dynamic slideshow and present it to them. So, what does a marketing campaign plan look like? We’ve prepared a mind map template, which you can also clone to your account for reuse. Here it is: Your browser is not able to display frames. Please visit Marketing Campaign Plan on MindMeister. And this is what the plan looks like once it’s been filled with information â€" in this example, we’ve planned a marketing campaign for the launch of a white paper (click to enlarge): Note that you can still grasp the entire plan at a glance, even though the mind map is now filled with information. Many of the topics now have little icons indicating that there are notes, links or files attached to them, which you can view by clicking on the icons. Let’s quickly go over each branch in the map and discuss what it should contain (and why that matters): 1. GOALS The goals of a marketing campaign should be clearly defined and measurable, such as “3000 downloads and 400 new leads by the end of the year”. In this example, our metrics are download and lead numbers, and our campaign’s success will be determined based on whether we have reached those numbers by the end of the year. Other potential metrics you might want to look at are: Traffic Brand mentions Time spent on site Bounce rates Conversions and more. 2. TIMELINE You should at least give a start and end date for your campaign. Additionally, you can define milestones or provide other known due dates within the campaign. 3. MARKETING PERSONAS Knowing who your marketing personas are is crucial not only to determine which channels you need to focus on in your campaign, but also to determine the length and wording of your copy and other content. You can outline marketing personas in separate mind maps and then  link to those from your campaign plan. 4. RESOURCES Estimate the resources that will be necessary to execute the entire marketing campaign â€" that includes human resources, working hours, and of course expenses for everything from stock photos to freelancers and agencies you might be hiring to help you accomplish your goals. 5. ACTIVITIES This is the branch where you should write down all activities you want to undertake as part of the campaign. An activity could be “Write launch blog post” or “Create Facebook campaign”. You can add detailed descriptions as well as links, due dates and assignees to each of these activities â€" all of which will be exported once you go from planning to execution with MeisterTask (more about this under Step 3). Step 2: Facilitating Creativity and Innovation with MindMeister Creating a realistic campaign plan is the starting point for any successful marketing campaign, but what you need to stand out from the crowd are truly creative, innovative tactics and ideas. MindMeister can help you leverage the full creative potential of your team and come up with those innovative ideas, via online brainstorming sessions. Example: Brainstorming a Blog Post Each activity in your marketing campaign probably deserves its own brainstorming session, and mind maps are perfect for this purpose. In opposite to your campaign plan mind map which is meant to be updated throughout the campaign lifecycle â€" these brainstorming maps are simply meant to be jumping boards. You can use them to do a braindump with your team, compile links, research and inspiration, and discuss and vote on ideas. Taking a little time to brainstorm an activity before jumping head over heels into the execution will help you explore ideas and build connections you may have missed otherwise. Aside from brainstorming sessions, you can also use mind maps to plan events related to your campaign, create marketing personas (get our marketing persona template or check out the fully filled-in example below), and much more. Step 3: Managing a Marketing Campaign in MeisterTask You’ve now learned how to use MindMeister to create a detailed campaign plan and brainstorm ideas for individual activities of the campaign. In this third step, we’re going to show you how to take those plans and ideas, and turn them into action, using MeisterTask. MeisterTask is a collaborative task manager that provides visual project boards with vertical lanes, called Sections, to structure tasks. Project Boards are completely customizable, so you can adapt them to fit your team’s and campaign’s particular needs. Be sure that you’ve signed up for both MindMeister and MeisterTask with the same email address. This will automatically connect your accounts, and allow you to export ideas from MindMeister to MeisterTask. Setting up Your Project Board Once your marketing campaign plan in MindMeister is complete, open the MeisterTask footer in the mind map and select the option to create a new project. The project will automatically be shared with all mind map collaborators, and you can immediately start assigning tasks. To do this, simply drag and drop individual topics from the map onto your team members’ avatars in the footer. The tasks will instantly appear in your connected MeisterTask project board, assigned to the selected team members. As soon as you’ve exported all planned activities from the map, switch to MeisterTask and start customizing the Project Board. By default, all projects start out with three sections â€" Open, Next, and  In Progress â€" but you can add as many as you like and rename them if needed. This way, you can set up static to-do lists, dynamic Kanban boards, marketing funnels, or any kind of agile workflow. Define and Add Tags Tags are a great way to indicate the priority, urgency or category of a task. Open the Project Settings and switch to ‘Tags’ in order to define tags for your project. Once you’ve created all the tags you need, add them to the individual tasks. Not only will tags provide information about tasks at a glance; you will also be able to use the filter view to quickly hide all tasks except for those with a specific tag. Add Checklists, Due Dates, Watchers and more Any information you haven’t already added in MindMeister, you can now add to the tasks in MeisterTask. Aside from a description, which specifies exactly what needs to be done, your tasks can include: Checklist items (=sub tasks) Due dates and times Watchers (team members who want to follow the task’s progress) File attachments (mind maps, documents, drafts, Excel files etc.) Relationships (tasks can block one another) Comments (discuss tasks with your team members in real-time) Use Automations and Integrations As a MeisterTask Pro user, you can connect your project with an unlimited number of other tools you use. This is a great way to keep for instance the members of your Marketing channel on Slack updated about project progress, or track the time you spend on tasks in a connected Harvest account. Once you’ve finished setting up your marketing campaign project, it’s time to get productive. Move tasks from one section to another to indicate project progress, check off checklist items, discuss issues as they come up, and complete tasks as you go along. MeisterTask will ensure that your team members are always on the same page, whether you’re sitting in the same room or are working remotely. Step 4: Analyzing Your Campaign Success We don’t need to tell you how important it is to track all your marketing efforts â€" it really is the only way to determine whether your campaign has been successful, and to find out what you need to improve. But in addition to Google Analytics, Amplitude, Kissmetrics and other analytics tools you’re probably already using, here are two ways to gain insights into your campaign’s success, using MindMeister and MeisterTask: Statistics Reports Throughout the lifetime of your campaign, you can check MeisterTask’s Statistics Reports area to gain insights into your team’s productivity. You’ll be able to see exactly which tasks are taking the longest, which tasks are overdue, coming up, or have been completed. Make sure that all team members reliably track the time they spend on tasks. This will provide you with even further insights into how long each task is taking. MeisterTip: Export the reports as CSV files and attach them to the campaign plan mind map, alongside screenshots and metrics from your Google Analytics or Amplitude reports. At the end of the campaign, you can create slides with these mind map topics to present to your team and superiors during a postmortem meeting. This is a great way to discuss your achievements and what you can do better next time around. History Mode If you’ve continually updated and adapted your marketing campaign plan mind map, you might end up with something that doesn’t look much like the original plan you set out with. You may have adjusted the milestones and end dates, changed your goals or deleted activities during the campaign. Using MindMeister’s History Mode, you can retrace the entire change history of your mind map at the end of the campaign, to see exactly who modified the map when and in which way. This will give you insights into the disparity between your original intentions and estimations, and what you’ve ended up doing. You might find out that your resource estimates were way off, or that you’ve far exceeded the goals you had set for yourself. These insights will help you plan more realistically next time around. To Summarize Use MindMeister to plan and brainstorm your next creative marketing campaign, and use MeisterTask to turn those great ideas into action. Measure your campaign’s successes â€" and failures â€" to ensure that your next campaign makes an even bigger impact. Plan amazing marketing campaigns Try MindMeister its free Try MindMeister

Group of individuals working together to achieve a common goal - Free Essay Example

Introduction An organization can be defined as a group of individuals working together to achieve a common goal or objective. In the business environment various types of organization can be observed, i.e. profit making vs. non profit making, product based vs. service based, localized vs. international and etc. The goals and objectives of an organization would vary according to the type of organization. Since the capability of the organization depends on the ability or the performance of the individuals who works in an organization, ability of the employees can be enhanced through various factors and also through better structure and culture of the organization. For the purpose of this report the organizations which were selected are Nations Trust Bank and Standard Chartered Bank. Nations Trust Bank can be considered as one of the fastest growing banks in Sri Lanka today. As a young and dynamic bank, it has immediate appeal for young and sophisticated professionals looking for a bank they can identify with. The bank has 40 branches, 9 leasing centers, 43 ATMs, 6 personal banking centers as well as Internet Banking. Considered to be one of the most customer-centric financial institutions today, Nations Trust Bank provides tailored services for contemporary lifestyles. Standard Chartered PLC is a British financial services company headquartered in London, England with operations in more than seventy countries. It operates a network of over 1,700 branches and outlets (including subsidiaries, associates and joint ventures) and employs 80,000 people. Despite its British base, it has few customers in the United Kingdom and around 90% of its profits come from Asia, Africa, and the Middle East. Because the banks history is entwined with the development of the British Empire, its operations lie predominantly in former British colonies, though over the past two decades it has expanded into countries that have historically had little British influence. Organizational Structure and Culture The selected organizations, which are Nations Trust Bank and Standard Chartered Bank, belong to service sector organizations and provide a range of banking services. However, Nations Trust Bank and Standard Chartered Bank can be categorized as national and multinational respectively; it was possible to arrive at the following conclusion after considering the geographic area in which these organizations operate. Nations Trust Bank can be considered as a localized, national bank as it only operates within Sri Lanka, whereas Standard Chartered Bank has established a global network which spreads over 70 countries from Asia, Africa, America, Europe and Middle East. Hence Standard Chartered Bank can be classified as a multinational organization. Organizational Structure The main purpose of organizational structure can be identified as the division of work among member of the organization, and the co-ordination of their activities so they are directed towards the goals and objectives of the organization. There are mainly three types of organizational structures. 1) Functional Structure: In such a structure groups of people who hold similar skills or perform similar tasks are clustered together and usually departments are formed. 2) Divisional Structure: Divisional structures can be of three types. They are, Division based on Product: Each product division contains the functions necessary to that service the specific goods or services it produces Division based on Market: Group functions into divisions that can be responsive to the needs of particular types of customers Division based on Geography: In such a structure regional divisions are set up to service customers in different geographic areas 3) Matrix Structure: In a matrix s tructure specialists from functional departments would be assigned to work on one or more projects that are lead by a project manager. As Nations Trust Bank and Standard Chartered Bank are public limited companies and specially the latter being a very large organization, these organizations need to follow a formal organizational structure where they would be able to monitor the activities, assign responsibility for groups and individual members and co-ordinate different parts of the organization. The members or the employees within Nations Trust Bank have been categorized based on the field or the area in which they are specialized, for instance those who are specialized in sales and marketing would be assigned work related to sales and marketing and would be clustered together. According to this, various departments in Nations Trust Bank have been created, where, for each department an individual leader would be assigned to ensure regulated smooth flow of business operations. These individual leaders would then report the overall progress of each department to the top management and board of directors as required and decisions would be made with the involvement of the top management. Hence, it is possible to arrive at the conclusion that Nations Trust Bank follows a functional organizational structure which is more of a centralized structure. Further it could be said division of work within Nations Trust Bank has taken place by major function or purpose. It could also be said that Nations Trust Bank follows more of a centralized structure than a decentralized structure as the organization sets down policies which would affect the organization as a whole and also mainly since all decisions would be made under strict management supervision and involvement. This centralization could also be due to the cultural effect which is prominent within the country, which is the power culture where control is the key element. Based on the above information it c ould be understood why Nations Trust Bank follows a functional organizational structure and also it could be understood that Nations Trust Bank follows a functional organizational structure as it has a range of services which can be grouped under one leader. Nations Trust Bank has the following advantages of using a functional organizational structure. Since all the employees who are specialized in a specific area are clustered together, newer employees and other employees would be able to learn easily from each other. Employees would be able to benchmark themselves with other employees who have higher performance and are working in the same specialized area and would develop themselves further in a more competitive manner. In the following structure the decision making process is bureaucratic. Since the culture which is mostly commonly seen within Sri Lanka is power culture, when the bank follows such a structure it will be easier to control the organization in order to achieve its goals and objectives as expected. Since all employees perform similar task within one department work specialization takes place and this would help the organization to increase overall productivity. Nations Trust Bank not only has advantages of following a functional organizational structure but it also has some disadvantages. Since decisions are always made with the involvement of the top management individual employees would not be able to make decisions on their own resulting in inefficiency. The organization follows a bureaucratic decision making process and also problem resolution process; this would mean a low level of employee participation. As a result the chance for a successful leader to be born in such an environment would be low and hence the chance for the organization to gather new leaders from within the organization who understand the nature of the organization would be low. Standard chartered bank is a large multinational organization wh ich operates in more than 70. Unlike in Nations Trust Bank, Standard Chartered Bank does not follow a functional organizational structure and is less centralized (but the bank follows a centralized structure) meaning Standard Chartered Bank gives more authority to its employees than Nations Trust Bank. Instead of following a functional organizational structure, Standard Chartered Bank follows what is called a divisional organizational structure according to geographic area. Where Standard Chartered Bank would have a regional or divisional head for each region within which it operates. Standard Chartered Bank mainly has the following advantage of using a divisional structure according to geographic area. The bank would be able to provide banking services which would be more suitable for each country. For example Standard Chartered Saadiq Banking is a service associated with Islamic banking, in other words the bank follows Shariah principles. The bank has provided various Islami c banking products and services for countries where Islamic population is high (e.g. Malaysia, UAE, Pakistan and Bangladesh). Beyond this there are a few disadvantages of using such a structure. These disadvantages are listed below. Since there would be repetition of similar jobs the operational overhead cost would be high. Since the branches of the bank would be benchmarked against each other conflict situations may arise. After analyzing the above mentioned information it was possible to arrive at the conclusion that a divisional structure would be the best organizational structure from the above two organizational structures if Nations Trust Bank has an intention to expand overseas as it will be easier to control the organization and since it would not be very practical to use a functional structure in such a situation. And also becoming less centralized will help the organization to function with more efficiency. Organizational Networks and Linkages Nations Trust Bank has a network which covers only Sri Lanka. Due to this network the bank has been able to expand itself throughout the island in such a manner that customers would be able to carry out banking transactions easily from any part of the island where there is at least an Automatic Teller Machine available. The bank uses the Flexcube Banking System to maintain the network of branches, outlets and ATMs. It has been identified the availability of flexible working programs within Nations Trust Bank is low. Part time employment can be identified as the only significant flexible working program at Nations Trust Bank. Standard Chartered Bank covers a wide range of countries unlike Nations Trust Bank. The bank uses computer software in order to maintain a global scale network. Especially the bank would use Sun Microsystems platform or UNIX platform software in order to maintain the data base. These systems enable the centralization of data for the bank. Standard Chartered Bank has recognized the importance of flexible working programs. The bank has understood flexible working programs play a vital role in retaining employees, increasing engagement and attracting a larger and more diverse pool of talent. Hence the organization is trying to introduce more flexible working programs. At the moment the bank uses the following flexible working programs; part time employment, switching between shifts (the employee would be given the opportunity to choose the shift during which he prefers to work) and also the bank has introduced working from home facility initially in four countries namely Ghana, United States, United Kingdome and Singapore. However, the bank does not follow working from home facility in Sri Lanka. Organizational Culture Each organization will have its own unique organizational culture and most of the time large organizations would tend to have a mix of these cultures. 1) Power Culture: Power culture is common for small and medium size organizations. In such organizations decision making is centralized and also these organizations can react quickly to danger around as there would be no consultation required. Further, in a power culture control would be the key element. 2) Role Culture: Role culture is common for large organizations. The key element would be the area of specialization. 3) Task Culture: Task culture is popular in modern business society and refers to a team based approach to complete a particular task. In such a culture staff would feel motivated because they are empowered to make decisions within their team. 4) Person Culture: Person culture is common in non profit or charity organizations. The main focus of such organizations is the individual or a particular aim. 5 ) Forward and Backward Looking Cultures: Forward looking organizations are risk takers and perform well due to this risk taking ability. Whereas backward looking organizations are organizations which do not embrace change and are led by systems and procedures. When the organization, i.e. Nations Trust Bank, has been analyzed it was possible to identify the organization has a dynamic and a fast paced working environment where open feedback, performance based rewards and remunerations are encouraged. Further employees are encouraged to develop new skills and are empowered by the provision of career opportunities which have a variety of different features. Based on this information it was possible to identify that the culture within Nations Trust Bank is a forward looking culture which has allowed the organization to perform well, expand and become one of the youngest and successful banks within Sri Lanka. However, the bank has some aspect of power culture as well. This could mainly be seen in the decision making process where employees would tend to rely upon some superior source when making a decision. Power culture within the organization could be due to the strong power culture existing within the country. Standard Chartered Bank being a bank which operates in more than 70 countries with its headquarters located in London, England would mainly follow the organizational culture which is prominent within its headquarters, this would be role culture. However, there would be variations to the culture of branches operating in other regions as it would not be practical to follow an organizational culture which would conflict with a particular regions culture. For example consider the United Kingdom headquarters and the Sri Lankan Head Office. Employees in United Kingdom would usually be clock conscious as they would consider time is money and also it is unprofessional to get late for work, whereas in Sri Lanka the employees would not really see much of a d ifference in getting late for work as the country would naturally have easy going relaxed people who would not hurry things. The headquarters would naturally assume that all employees of the bank would perform their tasks and duties on time as this is their culture. However, this would not be the case in most situations and therefore to ensure that work is done the branches in Sri Lanka would have to lay down strict rules and regulations. Constant reminders too would have to be given in order to get a task done. And hence the culture of the country automatically starts taking effect where power culture would have to be followed in order to achieve the expected. However, on analyzing the overall information of Standard Chartered Bank it can be understood that the bank has a unique culture which it has developed through the years by communicating with broad ranges of stakeholders, prospective employees and customers. Based on the above information finally it was possible to arri ve at the conclusion that organizational culture plays an important role in forming an organizational structure as well as for the success or the failure of a business. Misinterpreting the culture in which an organization operates can lead to conflict and finally maybe even complete shutting down of the organization. Therefore it is a must to interpret and understand the culture within which an organization operates and to select an appropriate organization structure on this basis. The Human Resource Function Stakeholder Perspective: It is clear that stakeholders would have objectives and would expect organizations to achieve these objectives. The organizations should always consider their stakeholders point of view before making any decisions as this will help to minimize conflicts and avoid a purely instrumental or theoretical approach to Human Resource Management. Nations Trust Bank considers the impact of its activities on various stakeholder groups, carries out activities which will develop a good relationship with stakeholders and also abides by the rules, regulations and carries out business in an ethical manner for the above mentioned purposes. The same would apply to Standard Chartered Bank. However, the branches of Standard Chartered Bank would provide more flexibility (especially for employees) and facilities than Nations Trust Bank. Human Resource Roles: The role of Human Resource Management (Personal Management) is taking care and handling the organizations most importan t resource which is the people resource or the employees. Human Resource Management would help the organization to maintain a balance and efficiently coordinate with the employees so they can work more efficiently and effectively. The HR department of Nations Trust Bank carries out an immense number of activities for the above mentioned purposes; these activities range from arranging functions such as Christmas Eve get-togethers to New Year celebrations where management and employees from various departments can interact with each other. Beyond this career guidance programs, training and development programs (the bank has a special training and development team for this purpose), remuneration and reward schemes and exit interview are conducted. Standard Chartered Bank too carries out an immense number of activities like Nations Trust Bank to ensure that they stand by their HR roles. Further, Standard Chartered Bank provides a day care facility; the centre provides day care ser vices and educational activities throughout the working day for children aged between six months and 12 years. The organization also carries out exchange programs (India China exchange program) so that employees would have an exciting opportunity to advance their careers and experience a new culture. For the Bank, it is an opportunity to facilitate the sharing of best practice, ideas and new ways of working between two key markets. Personnel Policies: An organizations personnel policy means a plan, a course of action or guiding principles which that business will use to influence and determine decisions, actions and other matters. Both Nations Trust Bank and Standard Chartered Bank would have various personnel policies. For example Standard Chartered Bank has developed a policy on the Human Immunodeficiency Virus (HIV) and Acquired Immune Deficiency Syndrome (AIDS). By this policy the bank ensures that its employees who have HIV AIDS can still work as normal employees without an y form of harassment. Where Nations Trust Bank has a policy, going paperless, by which it tries to minimize the usage of paper by transferring all its activities to non-paper based forms such as emailing. By this the organization expects to protect the environment. Beyond the above mentioned policies both of these banks would have numerous policies which have been set in place regarding various matters. Strategies, Operating Plans and Strategic Goals for Personnel: An organizations strategy is about what the organization wants to achieve in the long term. There would be various techniques followed by an organization to achieve these goals and objectives. For example, Standard Chartered Bank wants to achieve growth and it plans to do so by following a simple method where it would ask itself self assessment questions and by following a SMART approach. The bank would apply the same procedure for its employees. Nations Trust Bank follows a similar approach where it has stated its st rategic priorities and how the bank expects to achieve them. Finally it was possible to arrive at the conclusion that carrying out Human Resources Functions would help any organization to be successful. For these purposes various elements such as stakeholder perspective, HR roles, personal policies, strategies and operating plans, and strategic goals for personnel have to be considered. Individual Behavior at Work Each individual would be different from each other in some aspect or the other. These differences could be due to demographic factors, abilities and skills, perception, attitude and personality. These factors would not only differentiate individuals but would affect their on the job performance as well as their behavior. Nations Trust Bank would have employees from various ethnic groups in Sri Lanka. Therefore the employees at Nations Trust Bank would be able to experience the difference between each culture and would behave according to the stimuli they receive from the working environment. Due to the civil war which was going on for many years, some of the Sinhalese employees working at the bank would have formed a perception about Tamil employees and would have a different attitude towards these employees, where they would tend to act in a negative unfavorable manner, lose interest and in turn would think negatively regarding their job. Beyond this the Sinhalese employees may think that they are better able to perform the tasks rather than Tamils due to cultural factors. Also since some of these Tamil and Sinhalese employees would have been affected by the civil war, the personality of these employees may have been affected and may have induced negative thinking patterns within them. This may lead to conflict within the organization. However, Nations Trust Bank treats all employees equally and has taken many measures to ensure that no conflict takes place. In fact Nations Trust Bank encourages its Sinhalese employees to learn the Tamil and Tamil employees to learn Sinhalese. Further, the bank has encouraged interaction between these groups of people through various social activities so that they would be able to better understand each other and value each others culture. The bank provides counseling sessions, training and development and also carrier guidance for these employees so that they can improve themselves. This would help the employees to un derstand their tasks and duties better, will lead to improved performance, help employees to understand the importance of what each other is doing and appreciate their performance. Since Standard Chartered Bank is an international bank the demographic element in terms of especially in terms of culture would be very prominent. The branches which operate in Sri Lanka would undergo nearly the same issues related with individual behavior at work and follow similar measures to prevent conflict of any form. However, when Standard Chartered Bank is considered from an international point of view it is clear that the bank would like to increase interaction and gain better understanding of different cultures as well as provide its employees awareness regarding different cultures. A clear example for this type of attempt is the employee exchange program which the bank conducts, for the first time this was done between India and China. Further the bank has included female workforce where 46% of the workforce are females and employees with disabilities where the first employees with disabilities were from Sri Lanka. Further the bank believes that different employees from different regions have skills which would be useful for other regions this is another aspect which Standard Chartered Bank has considered in its employee exchange program. These exchange programs will help the employees with different skills to interact and help employees to identify their skills. This will help employees attitude as this will encourage positive thinking. Also this would help employees to gain confidence and in terms improve their personality. This would affect their behavior at work. Beyond this the organization has established a day care facility in Sri Lanka. This will help the working parents to attend their duties without worry and this will help overall attitude of the employees during work making them more productive. Provisions of such facilities help the employees have a better perception of the organization. On analyzing the above information it was possible to arrive at the conclusion that behavior of employees at work from both organizations would be affected by factors such as demographic factors, abilities and skills, perception, attitude and personality. It was also possible to arrive at the conclusion that developing understanding among employees will help the organizations function as one unit and achieve the goals and objectives of that organization. Approaches to Management and Theories of Organization Management approaches and organizational theories deal with how an organization achieves its management objectives through the organizational structure, its design and other elements. The management theories can be classified as five major schools of management thought. They are, Classical School of Management (Includes Scientific Management and Bureaucratic management) here the emphasis was on managing workers and organizations more efficiently Behavioral School of Management (Includes Human Relations) here the emphasis was on understanding human behavior in the organization Quantitative School of Management here the emphasis was on increasing quality of managerial decision-making through the application of mathematical and statistical methods Systems School of Management here the emphasis was on understanding the organization as a system that transforms inputs into outputs while in constant interaction with its environment Contingency School of Management (Incl udes Contingency approaches) here the emphasis was on applying management principles and processes as dictated by the unique characteristics of each situation It was understood that Nations Trust Bank follows a functional structure and Standard Chartered Bank follows a divisional structure based on geographic area. Standard Chartered Bank follows a mixed structure where centralized and decentralized are both considered when making decisions. And Nations Trust Bank follows a centralized approach. Further it was identified that Nations Trust Bank follows a tall span of control whereas Standard Chartered Bank has a flat span of control. Based on the above information it is important to understand the management theories which the organization follows. Classical School of Management: Even though scientific management was introduced many years before, organizations still use these principles or theories with minor adjustments. When scientific management is considered, Henry Fay ol would be the significant character which would emerge. Todays organizations follow what Henry Fayol introduced with minor adjustments. Bureaucracy means the usage of rules, regulations, policies, procedures and standardization of activities. This concept was introduced by Max Weber. This type of management would be used in the military and not in a bank usually. This could be understood through the way in which both banks operate. Behavioral School of Management: According to research which was carried out it has been possible to identify that human interaction or group relationships have a direct impact on productivity and would help to increase the motivation of employees. Therefore, the behavioral management school principles are more focused to understand individual employees behavior, their interaction and also motivational factors. When Nations Trust Bank has been considered it was possible to understand that the organization carries out many activities which would encou rage employee communication. Further, the employee exchange program which is carried out by Standard Chartered Bank can be considered as another example. Systems School of Management and Contingency School of Management: As it was mentioned before both the organizations, Nations Trust Bank and Standard Chartered Bank, follow a centralized structure. However, in the case of Standard Chartered Bank centralization is less prominent as the bank believes that empowerment of employees would bring out the best from the employees. In a systems approach the organization as a whole would be considered as one system and hence in these type of systems integration, communication and independence plays a vital role. Whereas in contingency approach it is believed that there is no best way to arrange an organization and this has to be decided based on the nature of the organization. Finally, it could be understood that even though organizations still follow scientific management they try to m ove more towards the usage of human relations approach and a contingency approach. Functions of Management There are mainly four functions of management. These functions are, 1) Planning: Determines the broad lines for carrying out operations, preparing methods by which they are carried out and setting standards of performance. When planning is done the management of the organizations would need to gather information from the environment in which they operate. For this purpose the organizations would use the macroeconomic factors and would use the PEST tool. Nations Trust Bank and Standard Chartered Bank would both use the PEST tool so that they would be able to analyze the macroeconomic factors which would affect their organization. PEST factors would nearly be the same for both these organizations when the Standard Chartered Bank which operates in Sri Lanka is considered but the bank would have a greater international influence than Nations Trust Bank. The constant changes in the environment should be regularly noted through the PEST tool and based on that the organizations shou ld be able to respond. Further, planning would have the following aspects; forecasting, utilization and also action decision. 2) Control: Checking actual performance against standards to ensure satisfactory progress and performance, and recording as a guide to possible future operations. Control is a vital element for both, Nations Trust Bank and also Standard Chartered Bank, as it is the only way by which the managers can find out if the organization is achieving the goals and objectives. Controlling can be carried out by standards, measurements and comparisons. For example, when considering the employee turnover for both the organizations, Nations Trust Bank has been able to continuously decrease its employee turnover. However, at Standard Chartered Bank the employee turnover in countries like India and Pakistan has been increasing. To prevent this bank has introduced a pilot. Further, organizational performance could be measured based on productivity measures, through fi nancial rations which could be compared against benchmarked companies, by setting standards and having key performance indicators. 3) Co ordination: Balancing and marinating the team by ensuring a suitable division of work and seeing that tasks are performed in harmony. Both banks have been able to co ordinate their activities through suitable divisions. In the case of Nations Trust Bank the bank has ensured that its range of diverse employees would better understand each other through various activities so that ultimately they would be able to work together as a team to achieve the goals of the organization whereas in Standard Chartered Bank the organization would also have to consider the international market within which they operate so that they would be able to better co ordinate activities. For the purpose of coordinating both organizations have established their individual set of goals and objectives, and in order to achieve these goals and objectives the organizatio n will have to manage not only their human resource but all other resources. 4) Motivation: Getting members of the teams to work effectively, to give loyalty to the group and to the task, to carry out their tasks properly, and to play an effective part in the activities of the organization. It is understood that the main task of a manager is to get things done through employees. But in order to get employees to perform some task they would need motivation. Nations Trust Bank provides motivation for its employees through various methods ranging from provision of a safe and a healthy working environment to empowerment of employees, to provision of rewards and awards. This would help to uplift the employee morale and in turn motivate the employees to work for the organization. At Standard Chartered Bank similar practices are carried out but it could be said that since the branches operating in Sri Lanka provide almost a foreign background or an organizational culture the emplo yees may find themselves less motivated to work in such an environment. However, the bank provides a greater variety of motivational factors than Nations Trust Bank for its employees and this has been helpful for the organization in retaining employees. Managerial Roles Interpersonal Roles (Figurehead, Leader, and Liaison): Interpersonal roles can be defined as relations with other people arising from the managers status and authority. 1) Figurehead Role: A Figurehead role can be defined as the most basic and simple of managerial roles. Here the manager would be considered as a symbol which represents the organization in matters of formality. The manager would be involved in matters of a ceremonial nature such as signing of documents, participation as a social necessity, and being available to those who demand access to top authority. 2) Leader Role: A Leader role is among the most significant of roles and it spreads through all activities of a manager. They would have a responsibility for staffing, and for the motivation of subordinates and guidance of subordinates. 3) Liaison Roles: A Liaison role involves the manager in horizontal relationships with individuals and groups outside their own unit, or outside the organization. An importan t part of the managers job is the linking between the organization and the environment. Informational Roles (Monitor, Disseminator, and Spokesperson): The informational roles relate to the sources and communication of information arising from the managers interpersonal roles. 4) Monitor Role: Identifies the manager in seeking and receiving information. This information enables the manager to develop an understanding of the working of the organization and its environment. Information may be received from internal or external sources, and may be formal or informal. 5) Disseminator Role: Involves the manager in transmitting external information through the liaison role into the organization, and internal information through leader role between the subordinates. The information maybe largely factual and may contain value judgments. The manager is most important person here; he may refuse to provide information. This can bring about difficulties for delegation. 6) Spokesperso n Role: Involves the manager as formal authority in transmitting information to people outside the unit, such as the board of directors or other superiors, and the general public such as suppliers, customers, government departments and the press. Decisional Roles (Entrepreneur, Disturbance Handler, Resource Allocator, and Negotiator): The decisional roles involve the making of strategic organizational decisions on the basis of the managers status and authority, and access to information. 7) Entrepreneurial Role: Is the managers function to initiate and plan controlled (i.e. voluntary) change through exploiting opportunities or solving problems, and taking action to improve the existing situation. The manager may play a major part, personally seeking improvements, or may delegate responsibility to subordinates. 8) Disturbance Handler Role: Involves the manager in reacting to involuntary situations and unpredictable events. When an unexpected disturbance occurs the manager mu st take action to correct the situation. 9) Resource Allocator Role: Involves the manager in using formal authority to decide where effort will be expended, and making choices on the allocation of resources such as money, time, materials and staff, The manager decides the programming of work and maintains control by authorizing important decisions before implementation. 10) Negotiator Role: Is participation in negotiation activity with other individuals or organizations, for example new agreements with a trade union. Because of the managers authority, credibility, access to information and responsibility for resource allocation, negotiation is an important part of the job. Interpersonal Roles at Nations Trust Bank and Standard Chartered Bank: The top middle managers can be considered as the figureheads of Nations Trust Bank and Standard Chartered Bank. These managers will communicate future organizational goals or ethical guidelines to employees at company meetings. A leade r from these organizations would be any person who would act in an exemplary manner for other employees to follow, who would give commands and direction and who would be able to make decisions with less dependence on other superiors when possible. In the role of liaison the managers in the case of Nations Trust Bank coordinate the work of other employees in different work units and form alliances. In Standard Chartered Bank the role of liaison would be extended to the point of sharing resources such as human capital so that they would be able to become more competent in the industry. Informational Roles at Nations Trust Bank and Standard Chartered Bank: The top level managers of Nations Trust Bank and Standard Chartered Bank would monitor the external environment changes. The organizations would use the PEST tool for this purpose, where the middle managers and first line managers would monitor changes within the organization which can affect individual and organizational performa nce. The above mentioned would be the role of monitors. The role of disseminator would be to inform the organizations employees of changes which affect them and also the organization. Managers at each level would disseminate information to those below them. And most of this information would be coming from the top of the organizational hierarchy since these organizations would be more towards a centralized structure. The spokesperson would form the communication link with the external environment from advertising about the banks services. The spokesperson for major announcements in both banks would be top managers, especially in the case of Nations Trust Bank. Other routine information would be provided by any manager in the case of Standard Chartered Bank but in the case of Nations Trust Bank still a senior or a top level manager would be used. For example press releases to the local newspapers would be done by senior managers or the C.E.O of Nations Trust Bank. Decisional Roles at Nations Trust Bank and Standard Chartered Bank: The entrepreneur role requires the managers of each bank to assign their resource to develop services or to expand. In the case of Standard Chartered Bank the managers have made to sure that employees experience differences through various methods, this will help the employees develop new services for the organization. Senior managers of the banks would be those who are in charge of such operations. The disturbance handler corrects unexpected problems which the organizations face from the internal and external environment. This could be done by managers at all levels. Resource allocator involves determining which work units will get which resources. Top managers would make large decisions where as middle managers would be given the authority to make more specific allocations. Negotiators work with others such as labor unions to reach agreements regarding products or services. In Nations Trust Bank the middle managers would negotiat e with employees with issues of salary increase. Top managers would negotiate on issues such as mergers and acquisitions of other companies. This would be very prominent for both these organizations as these two organizations tend to expand more through acquisitions and mergers. Nature of Managerial Authority Nature of managerial authority can be of four types. They are, 1) Authority: Authority is seen as the right of a person to exercise influence or the right to make decisions, to carry out actions, and to direct others. As part of their structure, organizations have a formal authority system that depicts the authority relationships between people and their work. Different types of authority are found, they are: line, staff, and functional authority. Line authority is represented by the chain of command. Staff authority is advisory authority. Functional authority allows managers to direct specific processes, practices, or policies affecting people in other departments. Based on the information gathered such as the structure of the organization and the way the organization functions it was possible to identify that line and functional authority is used by Nations Trust Bank. Standard Chartered Bank follows a combination of both staff and functional authority. Authority can also b e viewed as arising from interpersonal relationships rather than a formal hierarchy. 2) Responsibility: Responsibility is the obligation to accomplish the goals related to the position and the organization. Managers primary responsibilities are to examine tasks, problems, or opportunities in relationship to the companys short-and long-range goals. The managers at Nations Trust Bank and Standard Chartered Bank have taken vast measures to ensure that the organizational goals and objectives would be met and they would also examine various problems and come up with solutions for these problems through various methods such as interaction with customers and employees. 3) Delegation: In order for managers to achieve goals in an efficient manner, part of their work may be assigned to others. When work is delegated, tasks and authority are transferred from one position to another within an organization. The key to effective delegation of tasks is the transference of decision-making aut hority and responsibility from one level of the organization to the level to which the tasks have been delegated. In Nations Trust Bank the delegation of tasks does not take place on a great scale but in Standard Chartered Bank the management has delegated more power to its employees than at Nations Trust Bank. The variation in delegation of power is due to the cultural differences of the organizations. As Nations Trust Bank follows more of a power culture there will be less delegation of authority whereas in the case of Standard Chartered Bank, the bank follows a role culture hence the bank will delegate more authority to its employees. 4) Power: Power can result from controlling access to important information about daily operations and future plans. Also, having access to and deciding to limit or share the resources and materials that are critical to accomplishing objectives can provide a manager with a source of power. Managers usually have access to such information and reso urces and must use discretion over how much or how little is disseminated to employees. Managers of Nations Trust Bank and Standard Chartered Bank exercise their power to achieve the organizational goals and objectives through various measures, for example assignment of tasks, allocation of resources as required and introduction of rules. 5) Conflict: Refers to the long-term management of intractable conflicts. It is the label for the variety of ways by which people handle grievances, standing up for what they consider to be right and against what they consider being wrong. As it was mentioned before both Nations Trust Bank and Standard Chartered Bank follow many methods to prevent conflict and also to resolve conflict if conflict occurs. Both banks have established a range of policies for these purposes and also conduct many programs ranging from counseling to conducting social activities through which people would be able to gain awareness from to CSR activities. Further, vario us educational programs have been carried out by Standard Chartered Bank so that management would be able to have a better understanding and prevent conflict not only within the organization but also with the external environment of the organization.