Personal Analysis Essay Music free essay sample

Music means something different to each person. To me, music is a form of expressing myself. It allows me to express feelings and emotions that you cant describe in words. Music allows me to express emotions that dont yet have a name, emotions that you cant find in a dictionary, but you can definitely feel. Music allows me to tell a story without saying a single word. Music allows me to be who I really am. Music has had a huge impact on my life. Even In my early years, my Dad would sit with my brother and me at the piano and play songs for us.Hed even sing along Like a dog to make it more interesting. I wanted to follow In his footsteps, and started playing piano. I taught myself everything I knew for the first 2 years I played It. Its almost like piano had been waiting for me, Like everything was already In there Just waltzing to be discovered. We will write a custom essay sample on Personal Analysis Essay: Music or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page I had already been playing violin for about five or SIX years at that point, and this discovery of the plants In me only strengthened my relationship with music. Music to me became Like a best friend to anyone else.I could sit at the piano after a bad day and play, and It would make me feel better. I could confide in my music, and I would be okay. Im almost always listening to music. Whenever I was given permission in class to listen to my music, I would pop my headphones in and tune out the world. I had (and still do have) this understanding of music. I can feel what its trying to say to me, I can get the message even with no words. Music has always been that one solid rock I can lean on, that one subject that I never got tired of.Theres always another lesson about music to be learned. There are infinite lessons about music to be learned. Music defines me in a very personal way. It exposes my emotions, and gives me an opportunity to share those emotions with other people, whether they are fellow musicians or an audience. Music is an emotional release. It is an outlet that never gets tired of hearing me vent. Music lifts that heavy load off my shoulders at the end of a long day. Music defines me as more than just a musician or an artist, but as a simple human being, too.

International and Comparative Human Resource Management

Introduction Multinational firms are faced with various challenges while operating in the host country. The challenges are particularly worse for multinational companies operating in countries where there are differences in cultural and management practices between the host country and the multinational firm’s country.Advertising We will write a custom research paper sample on International and Comparative Human Resource Management specifically for you for only $16.05 $11/page Learn More Multinational firms operating in mainland China and in the UK or US face these challenges in their operations. China is one of the countries that values Foreign Direct Investment. This is because of the belief that, Foreign Direct Investment benefits a country via receiving products and equipment that are up to date. It also brings forth advanced practices in Human Resource Management. A lot of foreign investors from all over the globe have successfully started bu siness enterprises in china, despite the challenges they face. The rapid economic growth that has been witnessed in China in the recent past has attracted a lot of foreign investors. Many foreign organizations have shown interest in investing in the Republic of China. Firms that have established their operations in China are concerned about using the right management practices, in order to be successful in their endeavors. However, this has not been without various challenges that these multinational companies have had to deal with. The process of globalization, which began a few years ago, has opened up a lot of opportunities for business to be carried out globally. The restrictions that used to hinder companies from venturing into business practices overseas have now been eliminated. The nations are currently able to venture into businesses globally. This paper entails a theoretical discussion on international and comparative HRM. It shall then address the various challenges that a fictitious chain of supermarket, MRH, from Australia is likely to face as it establishes branches in three overseas markets namely China, the United States and the United Kingdom.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Theoretical discussion on international and comparative HRM Different countries have their own human resource management practices that may not be necessarily identical to the Human Resource Management practices found in other countries. Multinational corporations planning to venture into other countries to start their operations there are likely to encounter some challenges while trying to adopt to the HRM practices of the host country. Multinational companies face numerous challenges, especially in attracting and keeping qualified personnel. For example, in China, there is a massive shortage of talents although the country has been producing the largest number of graduates annually. This is attributed to the unpractical system of education that is practiced in China. Most of the graduates pursue degree courses that are not marketable in the labor market. The graduates end up being jobless. Multinational companies have also had to deal with the challenge of expatriate failure due to the culture shock they experience once they start their operations in China. Initially, multinational corporations operating in China tried to use Standardized Human Resource Management practices in their operations. Most managers believed that this would be very effective and efficient in their operations. However, this approach was not workable because they realized that every country has its own unique culture as well as beliefs on the right organization behavior. Multinational corporations planning to launch their operations are likely to encounter cross-cultural and cross-national challenges. These challenges may lead to conflicts in the strategies made. Localization of human resources by multinational corporations operating in China is very important to overcome most of the human resources challenges that most multinational companies face. China is one of the countries that has the largest population and produces the most graduates annually. Therefore, it is considered one of the largest labor markets for multinational companies. There are numerous corporations from various countries globally that are launching their operations in China because of the numerous benefits they expect to get.Advertising We will write a custom research paper sample on International and Comparative Human Resource Management specifically for you for only $16.05 $11/page Learn More HRM is a managerial function that is mostly dependent on an organization’s arrangement as well as the state related factors. HRM is influenced by factors such as national culture and the people’s beliefs and traditions. Other fac tors that affect HRM include labor market and the set rules and regulations. Each nation has its own national business system that affects the HRM practices within the country (Alon and John 2008). Some of the HRM practices such as the importance of an organization to attract and pay workers fairly are universal. However, others are shared only within a certain region or country. The government in the US and UK is involved to a large extent in the people’s welfare as they work for various institutions. This usually happens through formulation of policies that favor workers. Clear HRM Challenges for Entry in China Challenge in labor management practices According to Bergsten (2008), differences in labor management practices and employment systems between China and the UK/US are also a major challenge to multinational companies. In the past, China did not have human resource management in various corporations. They operated under some practices that had replaced the conventiona l human resources management. The government was involved in managing the operations of all companies during the industrial period. It would tell the managers of these companies what they were supposed to produce. However, during the 1980’s, this practice was reformed and the practice of human resource management was introduced. This was mostly because of the foreign investors that were already investing in China. Young people were given jobs by the government and not by the human resource managers. These jobs were considered to be permanent and no one had the authority to remove these people from the positions they held, even if they failed to perform to the required standard. Managers in Chinese companies were therefore, de-motivated because they received no incentives and were not in a position to discipline any worker who did not perform because the positions they held were given by the government and were permanent in nature. Due to lack of motivation, most managers in C hina lost interest in their work and their technical skills because they were not put into practice.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More When multinational companies launch their operations in China, they face a challenge in human resources because it is very hard to find qualified managers to entrust with the operations of the corporation (Bergsten 2008). There has been a change in how multinational firms are viewed in China since they began their operations in the 1970’s (Alon John 2008). Before the 1970’s, China had not opened up opportunities for multinational companies to operate in the country. However, after the country opened its economy to foreign investors during this period, a lot of investors ventured into various businesses in this country. At the beginning of their operation, the multinational companies that operated in China were treated very well. They paid lesser tax than companies that operated locally. Additionally, there was no duty imposed on goods they imported (Bergsten 2008). These companies enjoyed the support of both the government and the local people. They were admired and f eared by the local people and other companies operating locally. The local people showed open preference for products and services offered by these multinational firms. However, this view has changed over the years and the Chinese people prefer to buy products from local companies. Cultural Challenge Apart from the human resource management challenges faced by multinational companies operating in China, there is the challenge of cultural differences. According to Stopford (1998), culture is a very important factor and it is very influential in the operation of any multinational company. Stopford (1998) observes that people from different nations have their own view on how business should be conducted. Any multinational company planning to start its operations in China ought to study the business culture of the Chinese as well as their fundamental beliefs. The three philosophies that have been prevailing in the Chinese culture are Confucianism, Taoism, and Buddhism. These are viewed as philosophies rather than religions. These philosophies are upheld by the Chinese people, and may conflict with some of the beliefs that multinational corporations such as MRH may hold. This is a major challenge because such conflicts are likely to affect the running of this chain of supermarkets in China. According to Roach (2005), language is also an aspect of culture that multinational companies have to deal with. English is still the language that is considered as the international language that should be used in business. Most of the Chinese managers are not proficient in English; therefore, multinational companies find it very difficult to work with them (Paulson 2008.). Communication between the managers and the owners of these multinational corporations is affected since the only language that can be used by both parties is English. Multinational companies that would like to employ Chinese managers in their firms have to spend their resources training these managers in ord er to have maximum returns from the services they are expected to offer. This is because the managers are very important in linking the multinational corporations with the local people. Another challenge that the multinational corporations operating in China face is related to the consumers’ preference for products manufactured by local companies instead of those from the multinational companies in China. The wide differences that existed between products manufactured and sold by Chinese companies and those sold by multinational corporations was bridged. The local people’s drastic change from preferring products sold by multinational corporations to preferring their own locally manufactured products is a sign of dissatisfaction with the way multinational corporations in China operate (Wilson and Adam 2005). This is a big blow to these corporations because without enjoying the support of the local people, they cannot grow or develop. Anglo-American and Developmental mod e of capitalism Anglo American capitalism is practiced in English speaking countries, such as in the United Kingdom and the United States (Sapir 2006). China operates under developmental mode of capitalism. These differences in the systems of economy practiced in the UK/US and China are likely to cause major challenges to multinational corporations planning to start their operations in China and in the UK/US. In China, the economic system is run under shared ethics and norms which enhance economic cooperation. For instance, it is very common for people to do business together without first signing a contract (Hsu 2007). This is because of the shared understanding among the Chinese people concerning the nature of cultural values that exist among them. Therefore, the relationship between people engaged in a business contract is more important than even signing of business contracts. The cultural values and the ethical habits of the Chinese people, thus, affect how they carry out their economic activities. Since cultural values held by the UK/US are different from the Chinese, business contracts are highly valued more than working on the personal relationship between those involved in a business contract. Property in the US/UK is held privately but in China, it is not the case. In China, all land belongs to the government. It is the Chinese government which gives permits in form of ‘use contracts’ to companies and individuals who are interested to use the land. This contract lasts for a period of 70 years when it expires. The government uses this as a way of generating income for the municipals. The labor regulations in China are relatively few compared to the labor regulations in the UK/US (Hsu 2007). According to Wolf (2009), the minimum wage in China is also relatively low and the social welfare is not well developed. The tariffs that are used to protect the Chinese economy may also prove to be a challenge for the multinational corporations in Chi na. These tariffs cause a rise in the cost of importing goods such as motor vehicles and electronics. The currency in China is also tightly controlled. The rate at which the currency is supposed to trade against international currency is set by the central bank. This is a challenge to these corporations. In China, collectiveness is valued more than individualism, which is encouraged and practiced in the UK/US. The UK/US culture of individualism is known to collide with other cultures that practice collective way of doing things. People from China look at how their actions are likely affect the whole society not just them as individuals. How these challenges may differ between China and US/UK The Chinese people are very social and they transfer this quality in their business relations. They expect that before engaging in any contract, enough time will be set aside for socialization (Alon 2003). Socialization is top on their priority, then the signing of the contracts can follow but i n the UK/US the system works vice versa. In fact, the issue of socialization while doing business with other people was not something important for the entrepreneurs in the UK/US until recently when they began showing an interest, though not to the level of the Chinese people. In China, virtues such as humility are highly regarded and everyone strives to uphold it. For the people from the UK/US, this is mostly seen as a sign of weakness. Multinational enterprises venturing to do business in China may find this as a challenge in China because they are not used to esteeming this virtue highly. This can result to a conflict during interaction. However, in the US/UK, this may not be a major challenge. During interaction, direct confrontation in China is something that is shunned. This could be a difficult virtue to be adopted by investors from other countries, who believe that truth should be told, regardless of whether it is likely to result to a conflict or not. Such confrontations in the Chinese context are considered shameful, but in the UK/US, they are normal. In terms of sensitivity to time, people from the UK/US are more time conscious than the Chinese people. While people from the UK/US expect that a meeting scheduled to start at 8 in the morning should start immediately, the Chinese take this time as a mere suggestion of when the meeting is supposed to start. The same case applies to meeting the set deadlines. People from the UK/US expect that all work should be done by the set deadline while the Chinese are okay with an extension of deadline by a few days. Prior to the year 2000, multinational companies operating in China were revered by the locals and viewed as superior to the local companies (Alon John 2008). Their products attracted a lot of consumers. This continued until the year 2000, when there were drastic changes in the way these firms were treated by the government and the local people. During this year, the gross domestic product per capita i n China grew to over 1000 US dollars (Alon John 2008). In 2001, China became part of the World Trade Organization. After China joined this organization, the perception of local people about multinational companies operating in China changed. Before any multinational corporation ventured into any project, the project has to be thoroughly scrutinized to ensure that it is meant to benefit China. The multinational corporations also started to receive equal treatment with the local corporations in terms of taxation and payment of duties for imported goods. Therefore, the multinational corporations operating in China are operating under very strict rules as opposed to the past few years when they had a lot of freedom and preferential treatment. The strict rules guiding their operations are very challenging to these corporations. Conclusion Corporations that are trying to establish their business in China and in the UK/US are doing so through various means such as mergers and acquisition. Since China joined the World Trade Organization, a lot of opportunities have been opened for foreign investors to establish their businesses in China. Operating as a multinational corporation in China has more challenges than operating the same business in the UK/US. Some of these challenges are related to human resource management practices, differences in the culture of the host country and the multinational’s culture found in the parent country and issues related with labor management practices. The challenges that MRH chain of supermarkets is likely to face in China are different from the challenges likely to be experienced in the UK/US. In China, there are numerous challenges due to cultural related issues as well as differences in the human resources management practices. There is also a likelihood of encountering problems in the Chinese market because China practices communism while in the UK/US, capitalism is the dominant practice. In China, this chain of supermarket s is likely to experience cultural related challenges. This is because the culture of the Chinese is very different from other cultures such as the culture of the people in the UK and US. In China, the cultural beliefs affect the way business is conducted. Some values that are normally disregarded or considered as a sign of weakness in the UK and the US are highly esteemed in the Chinese culture. They include virtues like humility. Some of the Chinese cultural practices also conflict with the culture of the Americans and the people from the UK. They include issues like time sensitivity. Whereas people from the UK and the US are sensitive to time, the Chinese are not. This may cause a problem to multinational companies, such as MRH, planning to start their operations in these three countries. Reference List Alon, I 2003, Chinese Economic Transition and International Marketing Strategy, Praeger Publishers, Westport. Alon, I John, M 2008, The Globalization of Chinese Enterprises. Palg rave McMillan, New York. Bergsten, F 2008, A Partnership of Equals: How Washington Should Respond to China’s Economic Challenge. Foreign Affairs, Washington. Hsu, C 2007, ‘The political economy of guidance planning in Post-Mao China’. Review of World Economics, vol. 40, no. 2, pp. 300–340. Paulson, M 2008, The Right Way to Engage China, Foreign Affairs, Washington. Roach, B 2005, A primer on multinational corporations. Multinational Corporations and the new global history. Cambridge University Press, Cambridge. Sapir, A 2006, ‘Globalization and the reform of European social model’. Journal of Common Market Studies, vol. 44, no. 2, pp. 369–390. Stopford, J 1998, Multinational Corporations. Foreign Policy, Washington. Wilson, J Adam, S 2005, ‘Trends in china’s transition towards a knowledge economy’, Asian Survey, vol. 45, no. 2, pp. 369–390. Wolf, M 2009, Fixing Global Finance: How to Curb Financial Crises in the 21st Century. Yale University Press, London. This research paper on International and Comparative Human Resource Management was written and submitted by user Stephanie Harvey to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here. International and Comparative Human Resource Management

SQ3R Method of Reading †Retain More Information

SQ3R Method of Reading - Retain More Information Throughout college and graduate school, you can expect to be assigned a great deal of reading,  and students who arent comfortable with reading or who feel like their skills are deficient will find it hard to succeed.  Attend class without having read and youll hurt only yourself. The most efficient students read with purpose and set goals. The SQ3R Method is designed to help you read faster and retain more information than ordinary reading methods. SQ3R stands for the steps in reading: survey, question, read, recite, review. It might seem like it takes more time to use the SQ3R method, but youll find that you remember more and have to reread less often. Lets take a look at the steps: Survey Before reading, survey the material. Glance through the topic headings and try to get an overview of the reading. Skim the sections and read the final summary paragraph to get an idea of where the chapter is going. Survey - dont read. Survey with purpose, to get a background knowledge, an initial orientation that will help you to organize the material as you read it. The surveying step eases you into the reading assignment Question Next, look at the first heading in the chapter. Turn it into a question. Create a series of questions to be answered in your reading. This step requires conscious effort but is worth it as it leads to active reading, the best way to retain written material. Asking questions focuses your concentration on what you need to learn or get out of your reading  -   it provides a sense of purpose. Read Read with purpose - use the questions as a guide. Read the first section of your reading assignment to answer your question. Actively search for the answers. If you finish the section and have not found an answer to the question, reread it. Read reflectively. Consider what the author is trying to say, and think about how you can use that information. Recite Once you have read a section, look away and try to recite the answer to your question, using your own words and examples. If you can do this, it means that you understand the material. If you cannot, glance over the section again. Once you have the answers to your questions, write them down. Review After reading the entire assignment, test your memory by reviewing your list of questions. Ask each one and review your notes. Youve created a set of notes that provide an overview the chapter.  You likely will not have to reread the chapter again. If youve taken good notes, you can use them to study for exams. As you review your notes, consider how the material fits with what you know from the course, experience, and other classes. What is the informations significance? What are the implications or applications of this material? What questions are you left with? Thinking about these bigger questions helps to place what youve read within the context of the course and your education - and is likely to lead to better retention. The extra steps of the SQ3R method may seem time-consuming, but they lead to a better understanding of the material so youll get more out of the reading with fewer passes. How many of the steps you follow is up to you. As you become more efficient you may find that you can read more - and retain more - with less effort. Regardless, if an assignment is important, be sure to take notes so that you dont have to reread it later.

The Combine A Mixed Blessing essays

The Combine A Mixed Blessing essays On the surface, the Combine would appear to be a good thing for society in general. People who are presumably unproductive and perhaps dangerous both to themselves and society are taken off the streets and put into a highly controlled environment. By removing these people from society, the rest of us can go about our business without the need to have contact with or provide support for people who have been deemed crazy. A closer look at the impact of the Combine on society reveals many flaws however in the way that system operates. The most important issues that emerge from this examination are the development of a nuthouse subculture, the institutional abuse of patients and, the removal from society of elements that should instead act as a reminder to all of us that sound minds and bodies should not be taken for granted. In One Flew Over the Cuckoos Nest, Ken Kesey describes an environment where people in the nuthouse are grouped into specific classes and characterizations. Younger patients are known as Acutes because the doctors figure them still sick enough to be fixed. (p.19) Chronics, who are in for good, (p.19) are kept in just to keep them from walking around the street giving the product a bad name. (p.19) Others are simply known by whatever trait seems to dominate either their appearance or their personality. And in charge, there is Big Nurse. It becomes obvious as the book progresses that everyone also falls into one of three categories: bosses, lackeys, and victims. Indeed, the only normal people are visitors who are led on a tour by that fool Public Relations man who is overjoyed...that mental hospitals have eliminated all the old-fashion cruelty.(p.14) Bosses, like Big Nurse, are all powerful and yet are mysteriously governed by rules that are devised by unseen forces. Interestingly, on ly in t...

My leadership style Essay Example | Topics and Well Written Essays - 500 words

My leadership style - Essay Example As such, all individuals develop a feeling that they are vital in the group activities. This style is highly influenced by the sensing and feeling MBTI’s. The sensing stems from the fact that decision making is reliant on the data that is gathered from different sources while applying an element of sense to unique data sources. Such is also dependent on the elements of rational and logical thinking to ensure that the decisions and participation of the group members is effective. While leading the team, the use of a participative leadership style is preferable. Such is because the style ensures that it is possible to lead the entire group in effective manner. Thus, this style creates an opportunity for brainstorming and sharing ideas, which are vital in ensuring that the team accomplishes its objectives. Participative leadership style also eliminates chances of some of the group members failing to focus on delivery of results. This occurs because all the team members are actively involved in all the activities. Moreover, participative leadership ensures that fear, which team members may have towards their leader is eliminated. Hence, there is a free interaction environment among the team members and the leaders, which is vital for social growth and development. Personal decision is influenced by the event of supervising cleaning work in school. A story related to this was when I had the role of supervising the cleaning activity in the school compound as a student leader. I noticed that when I participated in the cleaning activity all the other members did the same without resistance, but when I did not there was laxity among the cleaners. On the side of internship, I discovered that my supervisor at work could not deliver effectively by being an authoritarian. However, such supervision work was smooth from the end of the other team because the supervisor was actively involved in the business activities

Class Dialogue Assignment Example | Topics and Well Written Essays - 250 words - 3

Class Dialogue - Assignment Example Libreria Editrice Vaticana: Chapter I: #24-27; 36-39; 41-45. 6-10. Accessed online on June 8, 2014 from http://w2.vatican.va/content/francesco/en/apost_exhortations/documents/papa-francesco_esortazione-ap_20131124_evangelii-gaudium.html. This source takes a look into evangelism and the role that Christ plays in evangelism. According to the source, Christ is proactive and loved humans first. Additionally, the source looks into the role played by patient and restraint on time. The relevance of this source to the topic at hand is that evangelism and the role played by Christ in showing love provides relevant perspectives for developing the current class dialogue. United States Conference of Catholic Bishops. (n.d). Faithful Citizenship: A Catholic Call to Political Responsibility. Accessed June 8, 2014 from http://www.usccb.org/issues-and-action/faithful-citizenship/upload/forming-consciences-for-faithful-citizenship.pdf As citizens, American are controlled by policies that aim to maintain law and order within the society. As faithful Christians, Catholics demand that citizenship and faith should integrate provided that the church is free to carry out its mission without interruptions from policies that watch over humans. The relevance of this source to the current topic is providing insight on how, Christians should show love to other people, maintain their faith as Catholics, and function under national policies (the constitution). This quote is of special interest as it points out that the relevance of documents is slowly deteriorating and interest in following up with administrative doctrines has been deemed insufficient. This quote raises the question of what more is needed to regulate the outcomes of choices. In 2013, the USA was in the news headlines for the wrong reason. With the efforts to control or monitor terror, a spy program called Prism was developed to intercept communication of various citizens. This program would

System Analysis and Design of an Equipment Tracking Database Essay Example for Free

System Analysis and Design of an Equipment Tracking Database Essay BG Group has been active in the energy sector in Trinidad Tobago since 1989 and established an office in the country in 1994. Currently the company’s office is located at 5 St. Clair Avenue, St. Clair, Port-of-Spain. Today, BG Trinidad and Tobago (BG TT) is one of the Group’s core operational areas and is virtually unique among the multinationals based here, in operating onshore and offshore assets in all key areas of the country. The UK-based BG Group is a global leader in the exploration, production, distribution and supply of natural gas to industrial markets. The Group has operations in over 25 countries, including the UK, Egypt, Kazakhstan and India. The Group’s key business is the connecting of high value markets to competitively priced gas, to which it deploys expertise at all stages of the gas chain. BG TT has upstream operations in three main areas – the offshore East Coast Marine Area (ECMA) and North Coast Marine Area (NCMA), as well as the onshore Central Block located in the Moruga forest. The BG Group-operated ECMA or Dolphin gas field, located 83 km off the east coast of Trinidad, commenced production in March 1996. The Dolphin field is contracted to supply gas to NGC under a 20 year supply contract. The ECMA also supplies Atlantic Train 3 and Atlantic Train 4. NCMA comprises three producing fields, Hibiscus, Chaconia and Ixora, which supply natural gas for Atlantic LNG Trains 2, 3 and 4. A 107 km, 24-inch pipeline from the NCMA development to Point Fortin is the longest pipeline in Trinidad Tobago. A fourth producing field, Poinsettia, is scheduled for development in 2008. BG TT acquired Aventura’s 65% interest in, and operatorship of, the onshore Central Block in 2004. Central Block is conveniently located near the Cross Island Pipeline in Moruga, which makes it an attractive proposition for the supply of natural gas to Atlantic LNG. On acquiring the Block, they also took on an existing domestic gas supply agreement with the Petroleum Company of Trinidad Tobago Limited (Petrotrin). The transportation of this natural gas to the NGC network constitutes BG TT’s first sales of liquids in the country. 1. Problem Description: This project will provide guidelines for implementing an asset tracking solution at BG TT’s IM (Information Management) department. The system is needed to assist the Helpdesk Administrator to keep track of a large variety of physical computer equipment as they are bought, stored and assigned to the company’s employees. Currently there is a manual system that entails the use of a notebook to record and track the assignment of computer and computer related equipment. Inventory levels are checked periodically and recorded using the manual paper system. The most common method for tracking assets is to record transactions as they happen. As a result inventories are time consuming and almost impossible to maintain accuracy since assets move around on a daily basis. Also the data collected during any inventory is outdated before the finished reports are published. An asset tracking system needs to be able to produce reports that will help the organization make intelligent business decisions. The department wanted to streamline its equipment checkout process. The objective is to computerize the current manual process in order to make the equipment checkout processes fast and accurate. The computerization of this process will simplify paperwork and provide electronic storage of data. Because of the amount of equipment to be checked out every day and the number of members involved, the workload for staff members in the department increases every year. The operating cost includes the maintenance cost of the equipment and their inventory. Some of the problems faced by the staff members are listed below: †¢ Each piece of equipment is individually marked for identification purposes; however, there isn’t a method to allow a user to backtrack or check into certain equipment in terms of its usability and for maintenance purposes. This often leaves the user with an uncertainty on how good the equipment is in a given. Lack of information on the status and maintenance of equipment leads to bad quality of equipment because of unperformed maintenance. This, in turn, may cause customer dissatisfaction when poorly conditioned equipment is being given out. †¢ Manually completing forms creates another issue due to hand-writing. That is, more than one person will be handling the forms and each person has a different style of hand-writing. This leads to misunderstanding of the information on the forms, especially when maintenance requests are entered by one staff member and not understood properly by another staff member. †¢ Forms could be easily misplaced, thus resulting in missing documents. Human errors on checking forms for completeness could result in incomplete form. †¢ The equipment check-in and checkout processes are difficult and involves extensive labor to get the work done right. Currently, a staff member is required to manually check each equipment that is being checked out for the day and make sure things are getting checked in correctly. On top of that, the staff member is required to tally up all equipment before closing of the business on that day to make certain that all equipment are in place; otherwise, they may have equipment shortages and may have to reorder. 2. Proposed Solution: The aim of this project is to develop the inventory system that can be applied in the current IM Department. The objectives are: †¢ to identify the problems involved in the implementation of the current inventory system; †¢ to identify the needs of a systematic inventory system; †¢ To develop the prototype of the inventory system that can be implemented. The eventual inventory system will be a DBMS that will control the organization, storage, management, and retrieval of data in a database. The DBMS will accept requests for data from the application program and instructs the operating system to transfer the appropriate data. When a DBMS is used, information systems can be changed much more easily as the organizations information requirements change. New categories of data can be added to the database without disruption to the existing system. The proposed DMS will have the following basic features: †¢ Provides a way to structure data as records, tables, or objects †¢ Accepts data input from operators and stores that data for later retrieval †¢ Provides query languages for searching, sorting, reporting, and other decision support activities that help users correlate and make sense of collected data A Database Management System (DBMS) is a software system that enables users to define, create, and maintain the database and provide controlled access to this database. The DBMS is the software that interacts with the users’ application programs and the database. Typically, a DBMS provides the following facilities: †¢ It allows users to insert, update, delete and retrieve data from the database usually through a Data Manipulation Language (DML). Having a central repository for all data and descriptions allows the DML to provide general enquiry facility to this data, called a query language. The provision of a query language alleviates the problems with file-based systems where the user has to work with a fixed set of queries or there is a proliferation programs, giving major software management problems. †¢ It provides controlled access to the database. For example, it may provide: ? An integrity system, which maintains the consistency of stored data; ? A user-accessible catalog, which contains description of the data in the database. The proposed solution takes care of the CRUD features of the database software namely the following: a. Create the storage structures – It implies that the storage structures can be created and modified for the change in the database or the information system.