Sri Lanka - Light at the End of the Tunnel? Essay -- Politics Governme

Sri Lanka - Light at the End of the Tunnel? The Sunday, March 3, 2002 issue of â€Å"The New York Times† featured an article by Barbara Crossette, â€Å"The War on Terror Points a Country Toward Peace. The second sentence of this article stated: "A week ago, the government of Sri Lanka and the Liberation Tigers of Tamil Eelam, one of Asia's most ruthless and totalitarian rebel movements, agreed to a firm cease-fire, with the promise of peace talks to come".[1] But are the LTTE planning on keeping their promises this time? Is Sri Lanka's 20 year old struggle finally coming to its end? Is there a light at the end of the tunnel? The history of the conflict extends into colonial times, when Sri Lanka was a formal colony of Great Britain. Even then â€Å"politics were already split along rigid ethnic lines†¦Ã¢â‚¬ [2] Sri Lanka is populated by two ethnic groups, the Tamils and the Sinhalese. The Tamils constitute only 15% of the total population in Sri Lanka. But, according to Stuart Bell from National Post, the Sinhalese still feel as a â€Å"minority within the wider region†[3], because of Sri Lanka’s geographic position, only 30 kilometers off the coast of India’s Tamil Nadu. Another factor to be taken into consideration is that Sri Lanka is the only place in the world that the Sinhalese culture exists in. There is no question that the Sinhalese feel even more threatened because of that. Additional differences adding oil to the fire between the two groups are: language (Tamil vs. Sinhala); religion (mostly Hindu vs. Buddhist); history interpretations; moral superiority claims; question of the original inhibition of the island. The post-colonial government took the path of an extreme pro-Sinhalese mood, after coming into power on Februa... ...n the weapons inflow. The LTTE have also been loosing their legitimacy among their supporters. Secondly, the country itself, seems to also have grown extremely weary of the constant human and economic sacrifices. Both sides, it seems, can’t go on, and are very ready to compromise. And thirdly, the growing global no-tolerance atmosphere itself, as mentioned earlier, is playing an important role in taming the tigers this time. As â€Å"The Hindu† asserts: â€Å"†¦the post-September 11 world might prove an increasingly tough place even for groups that fight their battles within a defined geographical territory in remote corners of the globe, like the LTTE, to use terror as a strategy.†[19] I think, that the combination of these three factors might result to be just the right mix to, finally, put an end to a 20-year long war in Sri Lanka. And the country will see the light.

Reflection Paper on Revitalizing the Federal Government for the 21st Century

A Reflection Paper on Revitalizing the Federal Government for the 21st Century This is a reflection paper on the recommendations proposed in the Revitalizing the Federal Government for the 21st century report by the National Commission on the Public Service (Volcker Commission). The Volcker commission, comprised of members from the three major political parties, recognizes the importance of disciplined policy direction, operational flexibility, and clear and high performance standards as guiding objectives (The National Commission on the Public Service [NCPS], 2003) for an organizational restructuring within the federal government to meet the challenges of the 21st century. This author agrees with the commission in that no such undertaken has occurred since the Hoover Commission some 50 years ago. It articulates in my view a comprehensive plan to reclaim the dignity once associated with public service, and if effectively utilized could re-establish trust between the American public and its government. The decline in confidence shared by many Americans in the capability of federal personnel to carry out the tasks of public service must be addressed. The National Commission on the Public Service (Volcker Commission) recognized this need and published a 2003 report on the public service sector titled Urgent Business for America: Revitalizing the Federal Government for the 21st Century. The report, a collective collaboration between veteran government employees, drew upon their knowledge and the expertise of outside sources from every political affiliation to address challenges that plague the civil service sector in the 21st century. The members of the commission focused on seven key areas which are: the relationship between the government and the American public, organizational disorder, one size fits all management, vanishing talent, personnel systems, and labor-management conflict (NCPS, 2003). This author considers trust as the main component of any relationship and agrees with the commission that the distrust between the American people and the government is contributing to the decay of public service. The commission realized that that the policy changes need to combat the problems associated with public service in the 21st century will take a collaborative effort between the citizens of American and government. I agree with the commission that there is no â€Å"quick fix† that the government shares the blame for the negative perception, and must make every effort possible to regain that trust by sufficiently improving its performance. The organizational structure within the civil service sector was another focal point in the commissions’ report. The members recommended that â€Å"the federal government should be reorganized into a limited number of mission-related executive departments† (NCPS, 2003, p. 14). The commission points out that most public servants are perplexed as to the application and significance of their agency’s undertaking and more often than not departments share responsibilities that could be combined to form one cohesive unit. For example, I found it very disturbing that as many as 12 different agencies share the responsibility of administering over 35 food safety laws (NCPS, 2003). The disarray with organizational structure also presents the problem of effectively managing the mission of these individual agencies. The commission notes that nine agencies operate 27 teen pregnancy programs come back to. It is my opinion that the solution given by the commission to group related missions under the same organizational structure would enhance employees’ sense of purpose and loyalty, provide opportunities for advancement and reduce waste of limited resources (NCPS, 2003). One size doe not fit all; this entire â€Å"cookie cutter† approach to agency structure and management practices is no longer viable. The needs of the American public are far more complex and vary significantly than those confronted by civil service reformers of the past. Because the tasks performed by public servants range so greatly it is no longer feasible to assume that a single approach to management will be effective in every instance. The commission members make a valid point in that â€Å"excellent performance requires organizational leadership and culture that fit the mission, not just a single theory of administration† (NCPS, 2003, p. 8). The future of attracting and retaining highly qualified workers in the public service profession appears bleak. The prestige and sense of accomplishment once considered attributes or incentives of public sector employment is on a sharp decline amongst American citizens. This can be attributed to many factors such as inadequate work conditions, differential in public versus private sector salaries, personal safety, and the opportunity for advancement. The two I found most interesting were the requirements for disclosure of personal information and the application process. Ethics regulations are enacted by Congress to ensure the integrity of federal employees. It is a given than more that 250,000 federal employees must make yearly disclosure of the full details of their personal finances (NCPS, 2003). While I agree that such laws are necessary; I also think the process can be modified as not to encompass so many employees. As the commission states Congress needs â€Å"to make federal ethics rules cleaner, simpler, and more directly related to the goals they are intended to achieve† (NCPS, 2003, p. 22). The application process within the civil service sector is another deterrent that I agree with the commission on could be streamlined to expedite the procedure. Those applying for public sector employment find this process tedious and much more complicated than that of the private sector and typically get faster responses private employers. Personnel management systems in public service were originally designed to promote equity among the workforce. The truth of the matter is â€Å"equal pay for equal work† is no longer realistic. This concept is antiquated because of the sophisticated high level tasks performed by some government agencies. The recommendation of the commission is to eradicate the General Schedule classification system. This system has become too cumbersome to administer; to guarantee equity in compensation this system will always require constant tinkering to define â€Å"equal work† so that it can ensure â€Å"equal pay† (NCPS, 2003). What the commission has suggested, and what I agree with, is a broadband system under which the current 15 pay grades are consolidate into six to eight broad bands with wider salary ranges (NCPS, 2003). This would give managers the flexibility to compensate based on capability and performance, and design personnel systems that best sustains the mission of the organization. The Commission notes that there are three very distinct factors that determine pay for the overwhelming majority of federal workers: how an individual job fits into the General Schedule classification system, geographical location of the job, and the employee’s time in service (NCPS, 2003). I was disturbed by the fact that the quality of the work performed was frequently disregarded as a standard. It has to frustrating for workers who provide a high quality of service to be judged on the same merits as those of poor performers. The Civil Service Reform Act of 1978 was enacted to reward bonuses, merit pay and performance commendations to high performing civil servants (NCPS, 2003). This is rarely the case because of insufficient funds or an evaluation system that acts more as a rubber stamp than an effective means of evaluation. Managers routinely were allocating funds as a means to compensate equitably across the board, and not as inducements or rewards for top achievers. This is an area of reform which much attention should be given. It is irrational to believe that high performing employees do not â€Å"pick up the slack† for poor performers. It has been my experience that management comes to rely on this (as long as the work is getting done) instead of dealing with poor performers appropriately. This attitude does nothing but destroy the morale of the unit as a whole. The last area of concentration by the Volcker Commission was the conflict between labor and management. The commission believes, as do I, that it is entirely possible to modernize the public sector without jeopardizing the fundamentals of the merit system (NCPS, 2003). I agree that political affiliation should not be a factor for determining employment within the civil service sector, and that individuals employed by this sector should not be subject to arbitrary discipline or dismissal based on political affliction. I also agree that labor- management collaboration can coexist within the federal government. Numerous recommendations made to the president and Congress. What I found surprising about the report is that the commission instead of focusing exclusively on changes to the public service sector; devoted much attention to a restructuring of the executive branch of government. Moreover, it calls for â€Å"The House and Senate to realign their committee oversight to match the mission driven reorganization of the executive branch† (NCPS, 2003, p. 17); which is no small feat given the current political climate. The commission also made several other controversial proposals, for example, the President and Congress should work together to drastically decrease the number of executive branch positions (NCPS, 2003). In calling for an â€Å"immediate and significant† increase in judicial, executive, and legislative salaries, the commission also recognizes the long-standing reluctance of members of Congress to vote for a pay increase for themselves (NCPS, 2003). The report calls upon Congress to break the statutory link between their salaries and those of judges and senior political appointees (NCPS, 2003). While I found the report be very cohesive and comprehensive, a nd a blueprint for a more efficient government and better quality of civil service employees; I also felt several issues were not adequately addressed. Although, the repot does present sufficient advice as to restructuring organizational and management systems within the federal government â€Å"it fails to address the core problems affecting the delivery of public services. Primarily too often federal agencies simply don't have the resources they need to meet mission requirements; an emphasis on pay compression for top ranking government positions overlooks the impact of pay disparities on front-line workers; and much more needs to be done to address the negative impact of contracting out (Palguta, 2003). While the commission's report appropriately focuses on â€Å"leadership in government† as a primary area of concern, it tends to define leadership too narrowly as those individuals at the top of the organization. First-line supervisors and mid-level managers are a vital component of the leadership team. Finally, while agreeing that greater management flexibility is needed, there must also be balanced with reasonable safeguards to ensure the basic merit principles are maintained (Palguta, 2003). References The National Commission on the Public Service. (2003). Urgent business for America: evitalizing the federal government for the 21st century. Retrieved from http://docs. google. com/viewer? a=v&q=cache:KSnwxENfsmQJ:www. brookings. e du/gs/cps/volcker/reportfinal. pdf+urgent+business+for+america:+revitalizing+the +federal+government+for+the+21st+century Palguta, John M. â€Å"Revitalizing the Federal Government for the 21st Century: Presenting differing perspectives on the rep ort of the National Commission on the Public Service (Volcker II). (Opinion Roundtable: Volcker II). † The Public Manager 32. 1 (2003): 7+. Academic OneFile. Web. 6 Feb. 2011.

Art 100 Paper

Corrine Roe 1,012 words Art 100 4/8/12 Aesthetics Learning Object The first two pictures that are being compared are Shirin Neshatb â€Å"Allegience with Wakefulness† 1994 and Jasper Johns â€Å"Three Flags† 1958. In the â€Å"Allegience with Wakefulness† is instrumentalist. It is instrumentalist because it is the writing on this person’s feet is not English and there is a gun between the person’s feet. This might be taken as things that are different from what we are used to be taken as threat.American people in general have a closed minded way of looking at things. The other aesthetic perspective for this art piece that are noted is linguistic. Linguistic are has symbols as well and the gun could also be seen as a symbol. It has words written in it too specifically on the feet. This artistic piece is powerful because it can have so many meanings to it and can mean many things to many different people. â€Å"Three Flags† is a linguistic pai nting. It is obvious that this is a linguistic painting because it is the American flag. The American flag is tied strongly to American culture.It is a symbol of our freedom. Imitationist is the next aesthetic perspective that is seen in this paper, obviously because it looks just like the American flag. The American flag looks like it is popping of the page because of the way they get smaller as they move forward. Both of these art pieces have a strong message behind them. The first one, â€Å"Allegience with Wakefulness† has a language in it that most Americans would not be able to understand. It also has a gun which could mean a lot of different things in this particular picture. The second picture â€Å"Three Flags† is pretty much the opposite of that.It is very recognizable for everyone in the American culture. It stands for freedom our freedom. The next two paintings that are compared are â€Å"Mystic Package† by Claudio Bravo in 1967 and â€Å"Rabbitâ₠¬  by Jeff Koons in 1986. The â€Å"Mystic Package† is an imitationist piece of art. It is imitationist because it looks like a regular package that could see pretty much anywhere. This art piece could also be known as linguistic. It is a linguistic aesthetic because it has strong social ties to our everyday lives. Most people get gifts in packages or important thing they have ordered or thing they bought just for fun.We usually associate a package with a good thing. The â€Å"Mystic Package† has a special hyper-realistic quality about it that makes look like it is an actual package. â€Å"Rabbit† is formalist piece of art. It is formalist because it has a modern design. It almost looks robotic and has a futuristic quality about it. The artist pays extra attention to the shape and details like the rabbit’s ears and how the rabbit is holding a carrot. This art piece could also be known as expressionist. When people see rabbits they often think of pets tha t they have had or think of rabbits hoping threw the forest.People usually have happy feelings when it comes to rabbits and other animals. In the art piece â€Å"Mystic Package† it is something we see all of the time. It’s a common package that we use to ship things. In the â€Å"Rabbit† art piece it is the exact opposite. It is something that we do not normally see. We see rabbits but not in shiny balloon form. It looks like a robot more than anything. That is why it is so futuristic looking. In conclusion art has a lot of different aesthetic perspectives. Art is unique in its own way and makes a different impression on everyone who sees it.Someone may disagree with the aesthetic perspectives that are above but they seem to make the most sense. When you use instrumentalist to describe a piece of art that is used to make people think and have a purpose behind them. Linguistic is art tied to culture and has symbolism. Imitationist art is tied to something that ac tually exists in everyday life. Formalist art is that focuses on texture, color, shape and modernism. Expressionist evokes feelings. Usually things in the art make you feel happy or sad or mad or something like that. Aesthetic perspectives change with every person.Not everyone feels or thinks the same way we they look at a piece of art. Things mean different things to different people. Like someone from another country would not have such a close tie with the art with the American flag in it. Someone who understands the language written on that persons feel might feel something different when they look at the picture then someone who cannot read it. Being able to understand what is written might help the picture make the picture mean something totally different than what someone else gets out of it.The art with the package might mean something totally different from one person to the other. They might not even understand how some people get what they get out of it. The picture with the shiny rabbit might not seem futuristic to one person like it does for another. One person could totally not even understand how one person sees something from a piece of art. When something is imitationist usually everyone who sees the painting can understand why it is that way. Usually it is something that people commonly see in everyday life, unless someone has not seen that object in their life.People experience different things in their live and that can influence what they see or feel from a piece of art. Sometimes people see something that other people do not understand but that is their perspective and no one can really tell them that they are wrong. It is all about your experiences and no one can tell that what you are seeing is wrong because art is interpreted by the people seeing it. Some people have experienced things that other people have not so they can look at things in different ways than others.

Cornell cooperative extension of tompkins county Essay

Background The organization discussed here is Cornell Cooperative Extension of Tompkins County. Cornell Cooperative Extension is a â€Å"key outreach† organization of Cornell University with a physically powerful communal operation and a broad neighboring existence which is approachable to desires in New York societies. The Cornell Cooperative Extension educational organization allows citizens to develop their lives and societies all the way through enterprises that position practice and research information to work. The nationwide system of Cooperative Extension programs started in 1914 as a reason of applying â€Å"land-grant† university investigation in reasonable and constructive manners to farmers and rural families. Today, Cooperative Extension serves up â€Å"urban, suburban, town and rural areas† by presenting plans in five extensive areas: Agriculture & Food Systems; Children, Youth, & Families; Community & Economic Vitality; Environment & Natural Resources; and Nutrition & Health. Cornell Cooperative Extension functions on the Cornell college grounds through the guidance of faculty and employees in departments in the College of Agriculture and Life Sciences and the College of Human Ecology, with involvements from the College of Veterinary Medicine. The county-based Cornell Cooperative Extension associations and the New York City office present 56 doorways to Cornell University. Extension educators in these localities shape authoritative community-university organizations with the Cornell college grounds, and occupy local citizens to speak to the matters and worries of New Yorkers. Purpose of Policy Manual The reason of the policy manual is to correspond to the Association’s personnel policies to employees. A human resource policy manual supplies an administration and guidance instrument supplying information for treating human resource queries, improvement prospects, and matters. The policy manual provides an outline of the Association’s policies that communicate to â€Å"rules, regulations, practices, compensation, and benefits that affect employment and guide daily operations. † The employee policy manual supplies general guidelines concerning Association’s policies. Selection Employment Definitions The Association categorizes each employee at the instant of hire according to one of the several classifications. Each employee is also appointed as exempt or non-exempt from federal and state lowest earnings and overtime guidelines. An employee is an entity who is appointed by the Association as an independent contractor volunteer. A supervisor is an employee who has been authorized by the Association to allot, express, and calculate the work of an authorized cluster of employees. A full-time employee is an employee who is frequently programmed to work 37. 5 hours or more per week. A part-time employee is an employee who is frequently set up to work less than 37. 5 hours per week and more than 20 hours per week. A temporary employee is an employee who is appointed to provisionally supplement the workforce. A temporary employee’s service obligation is for 20 hours or more per week and is for a restricted interval of less than six months. A casual employee is a provisional worker who is frequently listed to work less than 20 hours per week. Exempt/Non-Exempt Status Every worker is selected as exempt or non-exempt from federal and state minimum wage and overtime regulations in agreement with The Fair Labor Standards Act (FLSA) and NYS Wage and Hour regulations. An exempt employee is a worker who becomes certified for a release from federal and state minimum wage and overtime terms as either an â€Å"executive, professional, or administrative employee. † Furthermore, there are extraordinary guidelines concerning to â€Å"seasonal camp employees. † A non-exempt employee is a worker who is focused to federal and state minimum wage and overtime terms. Recruitment and Selection of Staff Appointing supervisors are accountable for following all officially authorized and organization obligations when filling unoccupied. It is the motive of the Association to utilize quality workers whose documentations and displayed capability match the requirements of the position. The Association pursues the practice of â€Å"employment-at-will. † The Association does not undertake or pledge service for any particular stage of time. Either an employee or the Association may stop the employment connection at any time for any official motive with or without reason or note. All provisional and casual employees are appointed with a particular period of service. An employment contract may be utilized in a distinctive situation but the contract must denote it is a contract, must be in writing and signed by both the Executive Director and the employee. No other oral or written announcements or demonstrations can bound the Association’s right to expire employment at will. Former Employees and Minors The Association can think about a previous worker for re-employment in an available place for which he/she may be experienced and supported on the motive for the preceding division and the Association’s existing working requirements. If rehired, the person is believed to be a fresh worker as of the date of re-employment and a fresh direction phase must be completed. The Association permits the service of minors (ages 14 to 17) in fulfillment with the rules and regulations relating the service of minors as outlined in the NYS Department of Labor booklet. Employment of Federal Retirees. An individual withdrawn beneath the â€Å"Civil Service Retirement System or the Federal Employees Retirement System† is not disqualified from reemployment for which he or she is qualified. Though, for doing so the Association is supposed to speak to the Federal Retirement Officer in Extension Administration at Cornell to guarantee salary is matched with pension benefits from the Office of Personnel Management in Washington, D. C. If the retiree is being paid or has applied for a pension, his/her income will be decreased by the quantity he/she gets as a pension. Upon termination of a federal retiree who has been engaged by the Association, the Association should notify the Federal Retirement Officer in Extension Administration with the date of termination. Employment of State Retirees A state retiree may not be appointed lacking previous agreement under Section 212 or 211 of the Retirement and Social Security Law. Each hiring administrator at the Association must be conscious of the requirement to achieve former authorization to utilize a state retiree. The New York State Employees’ Retirement System permits Associations to employ state retirees with support from the Association’s Executive Director. If this support is not gained, the retirees may misplace or have drops made in their retirement profits. Employment of Non-Citizens As with all employees, employment of qualified non-citizens is conditional on the appearance of unique certification of evidence of uniqueness and service eligibility in agreement with The Immigration Reform and Control Act (IRCA) of 1986.

What have you learned about Asian culture (you may wish to distinguish Essay

What have you learned about Asian culture (you may wish to distinguish between various countries and cultures) in this course - Essay Example The discussion will be based on the analysis of a number of films being produced in the region. The films chosen for the analysis are: Seven Samurai by Akira Kurosawa, Hanabi by Takeshi Kitano, Apur Sansar by Satyajit Ray, Salaam Bombay! by Mira Nair, Red Sorghum by Zhang Yimou, and Chungking Express by Wong Kar-Wai. The paper will examine how the variations of Asian culture are presented in these films. Before going into any further discussion on the nuances of Asian culture, it is important to understand what culture means. A general definition of culture argues that the concept of culture can be best described as â€Å"a shared, learned, symbolic system of values, beliefs and attitudes that shapes and influences perception and behaviour. It is an abstract ‘mental blueprint’ or ‘mental code’.† Concepts and ideas of culture can be studied by means of exploring behaviour, customs, material culture (artefacts, tools, and technology), language, etc. of a particular community or region. So to say, culture is a learning process through which a community or society can be studied both at individual and collective levels. This process of learning one’s culture can be labelled as enculturation. One of the characteristic features of culture studies is that there is nothing like a ‘culture of one’, it is a collective possession shared by a ll the members of a society. Commonness in behaviour, customs and other traditional practices can be achieved by mutual construction of a culture by means of a constant process of social interaction. Besides, culture, language and thought are based on symbols and symbolic meanings. Apart from this symbolic nature, the definition of culture features arbitrariness and habitualness as culture is internalized and created by humans. Coming to the more specific discussion of the Asian culture, it is characterized by the concept of cultural variation. Some of the most important ingredients of Asian culture are: Asian art,

International payments and settlements currency transactions Essay

International payments and settlements currency transactions - Essay Example Prestigious companies of the stature of Halliburton, Lucent Technologies and Monsanto face allegations of bribery to gain unnatural advantage in business and billions of dollars involved. A discussion on this issue including an assessment of the impact of the Foreign Corrupt Practices Act and the Organisation of Economic Cooperation and Development Convention forms 'Section-2' of this paper. The objective of this section is to understand the law and to suggest a way forward for businesses and governments to control this menace. Utilitarian analysis of bribery serves no purpose at all since there is no ground for choosing an option that allows for bribery. International trade involves the exchange of goods and services ('goods') and international payments. There are several ways to make payment for goods received, each involving certain methods and procedures and the inherent advantages and disadvantages. The choice of mode of payment depends upon the contract negotiated between the exporter and the importer. Within this parameter, each partner to the agreement will tend to look for the most cost-effective and secure way of making the transaction. Open account trading is the simplest where the supplier makes an invoice and the buyer pays. Rarely followed in trade, only between the US, UK, and some European countries, and there is no further reference to this mode in this paper. Documentary Collection Exporters, to obtain payment from customers in another country, use the collection services provided by banks. The International Chamber of Commerce has established a set of, standard and internationally accepted, rules known as the 'Uniform Rules for Collection', (1995 Revision, ICC publication No. 522). The bank may be required to handle financial documents such as the bill of exchange or promissory note and other secondary documents like the Bill of Lading, Invoice, Certificates of Inspection and so on. When both types of documents are to be collected, it is called documentary collection. Clean collection is of only financial documents. The crucial financial document is the 'Bill of Exchange'. It is an agreement to pay a fixed sum by the buyer to the seller on a fixed date. It is an instrument made out in writing and signed by the maker (drawer, the importer) directing another person (drawee, usually a bank) to make payment to a third party (payee, the exporter). Called 'Bill of Exchange' in International law, it is called a 'Draft' in the Uniform Commercial Code. A bill of exchange differs from a promissory note, in that, it is a firm commitment to pay rather than a promise to pay and a third party - the drawee is involved. A bill of exchange may also be subject to meeting certain conditions by the payee. A draft has no value unless the Importer accepts it. However, the payment made immediately (Sight Draft, or Documents against Payment D/P) or at a mutually agreed future date, endorsed on the draft (Time Draft, or Documents against Acceptance D/A, or Usance). The advantages of this mode of payment are: It is relatively safe for exporter offering a measure of protection. The

Entrepreneurship Essay Example | Topics and Well Written Essays - 3000 words

Entrepreneurship - Essay Example Individuals who qualify to be entrepreneurs must be creative with abilities to come up with solutions to curb the emerging challenges in the business atmosphere. As a result of their efforts to utilize the resources available and exploit the opportunities available, entrepreneurs enjoy rewards in the form of increased profits and strong customer loyalty. Leadership and creative characteristics of an entrepreneur One of the major leadership characteristics of an entrepreneur is the ability to form strong teams that are vital in the achievement of their own goals as well as those of the entire business. Additionally, management skills are essential for the success of any entrepreneur. For example, since most of the entrepreneurs are manage and control their employees without being accountable to the directors or other senior people, they should have excellent management skills. In this way, they are able to formulate effective policies that guide other employees in their responsibiliti es. In the same way, entrepreneur must have adequate marketing skills. In this way, they will be able to come up with innovative products that will effectively face off their competitors in the market. Skills in customer care and environment analysis are additional characteristics that assist an entrepreneur in maintaining high level of customer loyalty. Skills in environment analysis are fundamental in the sense that they helps an entrepreneur when undertaking a SWOT analysis especially when expanding his or her venture, while contemplating on going global or when forming merger with related firms. How to become a successful entrepreneur One of the major ways to become a successful entrepreneur is by doing what you enjoy most. By undertaking a business venture in the field that one enjoys, an individual will gain from personal satisfaction and financial gain. To ensure a successful business, an entrepreneur should adopt the culture of planning all his or her undertakings. Business planning is vital on the bases that it helps business owners in analyzing business situation thus making a viable conclusion. Additionally, business planning assists entrepreneurs in developing individual and corporate goals. Being used as a yardstick of raising the business to the next level, business plan is used by successful entrepreneurs, as an avenue of raising extra capital from the investors and financial institutions. Successful companies manage money wisely. In order to ensure that businesses meet the short-term and long-term liabilities it is fundamental to ensure that cash outflow is maintained at the minimum level while the inflows are maximized. A successful entrepreneur must be able to pay for the inventory and services as well as replace tools and equipments that are used in the production facility. One of the major ways of effective money management is to ensure that income generated from the exchange of goods and services is appropriately utilized. In this way, a b usiness is able to meet its goals. Secondly, an entrepreneur must ensure that adequate money is kept to cater for wages, supplies and inventory that are vital for the daily