Emma Bovary and the Covent School Essay -- Emma Bovary covent School E

Emma Bovary and the Covent School Emma Bovary; intelligent, spoiled, and utterly obsessed with material concerns, is ironically placed by her father into a convent school where she fails to learn the lesson that would be most useful in her life: how to seek fulfillment through her platonic side. The convent section is very important because it will set the stage for all of Emma’s material obsessions and spiritual failures throughout the story. The entirety of Madame Bovary is diffused with a sense of hopelessness; the world is uncaring, fate is cruel, and God, if he exists at all, is painfully unsympathetic. This diffusion is carried out by the narrator, Flaubert, who seats himself on the empty observation post of god and regales us with this story in a matter of fact, scientifically cold way which fits so perfectly with the era’s transition to secularity. It is quite funny then, that this detached narrator informs us of Emma’s early life at the convent; a place that should distance its inhabitants from the material world. Here, despite the wishes of the nuns, she finds se... Emma Bovary and the Covent School Essay -- Emma Bovary covent School E Emma Bovary and the Covent School Emma Bovary; intelligent, spoiled, and utterly obsessed with material concerns, is ironically placed by her father into a convent school where she fails to learn the lesson that would be most useful in her life: how to seek fulfillment through her platonic side. The convent section is very important because it will set the stage for all of Emma’s material obsessions and spiritual failures throughout the story. The entirety of Madame Bovary is diffused with a sense of hopelessness; the world is uncaring, fate is cruel, and God, if he exists at all, is painfully unsympathetic. This diffusion is carried out by the narrator, Flaubert, who seats himself on the empty observation post of god and regales us with this story in a matter of fact, scientifically cold way which fits so perfectly with the era’s transition to secularity. It is quite funny then, that this detached narrator informs us of Emma’s early life at the convent; a place that should distance its inhabitants from the material world. Here, despite the wishes of the nuns, she finds se...

Tumors or Lesions to the Hypothalamus Patient :: Neurology Neurological Papers Research

Tumors or Lesions to the Hypothalamus Patient The Hypothalamus is a small area near the base of the brain just ventral to the thalamus. It has widespread connections with the rest of the forebrain and the midbrain. Partly through nerves and partly through hypothalamic hormones, the hypothalamus conveys messages to the pituitary gland, altering its release of hormones (Kalat, 2003). Any type of damage to a hypothalamic nucleus, such as tumors or lesions, may lead to abnormalities in one or more motivated behaviors, such as feeding, drinking, temperature regulation, sexual behavior, fighting, or activity level. The exact cause of hypothalamic tumors is not known. It is likely that they result from a combination of genetic and environmental factors. In children, most hypothalamic tumors are gliomas. Gliomas are a common type of brain tumor that results from the abnormal growth of glial cells, which are a type of cells that support nerve cells. Gliomas can occur at any age but they are often more aggressive in adults than children. In adults, tumors in the hypothalamus are more likely to be metastatic (resulting form the spread of cancer form another organ to the hypothalamus) than they are when they occur in children. Peter Heage, of Colorado, was diagnosed with a hypothalamic brain tumor. He said that he was having headaches too often, and they were different from most headaches he had in the past. He would forget things, and then forget more often. He said he had a vague feeling that something just wasn’t right. One day he had a seizure while he was at work. After seeing his physician, he told him that he had some of the common symptoms of a brain tumor. Brain tumors have a variety of symptoms ranging from headache to stroke. Seizures may be the initial manifestation of a brain tumor, and eventually as many as 30% of patients with brain tumors will develop seizures. Gradual loss of movement or sensation in an arm or leg may occur. Unsteadiness or imbalance, and double vision may occur, especially if it is associated with headache. Loss of vision in one or both eyes

Career Management Week 4 Hrm 531

Career Management Plan HRM 531/ Human Capital Management Career Management Plan Introduction The Career management plan begins with the employee themselves. They are the key to their own success. ‘A career is not something that should be left to chance; instead, in the evolving world of work it should be shaped and managed more by the individual than by the organization. † (Grove, 1999). While it is important for the employee to manage their own career it is equally important for their managers to develop a career management plan to guide them within the organization.The employee may take this information and either develop from it or become stagnant. This paper will discuss different aspects of Career Management such as: feedback, how a manager will help employees reach higher levels of performance, opportunities for advancement to increase skills, flexible opportunities for dual-career parents, adaptation to team diversity and a justification of every member’s ca reer and how they will be handled along with the expected benefits and types of costs. Analysis FeedbackDevelopmental feedback should be given to each employee by their manager or supervisor. Feedback is defined as, â€Å"An employee performance appraisal is a process—often combining both written and oral elements—whereby management evaluates and provides feedback on employee job performance, including steps to improve or redirect activities as needed. † (Cascio, 2006, p 327). Feedback may be both positive and negative. Both should be presented to the employee. If negative feedback is offered the manager should be cautious and sensitive on the presentation of the material.There are different kinds of feedback that should be offered to the employee. The different periods that feedback may be offered in are; after thirty days of starting in the position, immediately as needed in a situation or regularly scheduled. New Employee Each new employee will be evaluated 3 0 days after their first day of working in the position. This feedback will allow the employee to see how they are performing to the job description of the position. It will also give the manager the information on how the employee is performing to the expectations of the position.If redirecting and review needs to take place, this is an important time in the career path of the employee. This sets the foundation for good employee habits. Immediate Feedback In a heightened situation a review and feedback should be done in a timely fashion or immediately as the situation requires. This allows the employee to redirect if necessary and build good work habits. While feedback cannot always be managed so quickly, this is the optimal solution. Immediate feedback should be in the manner of oral and written communication.The supervisor should counsel the employee and speak to the employee with immediate feedback, then follow up with written communication. The employee should then have the abi lity to respond to the supervisor in writing within thirty days. Scheduled feedback Feedback will be given to the employee on a scheduled basis. A review will be done both semi-annually and annually. The format for the semi-annual and annual appraisals will be the same. The goal of each manager will be to provide the employee important information on their performance. The appraisal will be non – biased and informational.The employee should be rated on their individual strengths, including: the quality of their work, knowledge of the job, communication between other members of the organization, work habits, job knowledge and the behaviors and relations with others. The feedback from the appraisal should show how the employee can improve their performance and the tools and resources they have available to improve their performance. After the feedback is presented to the employee in oral and written format, the employee will have thirty days to respond to the feedback.The manag ers or supervisors will then have thirty days to respond to the employees’ feedback. How a manager will help employees reach higher levels of Performance The basis of goal setting and the appraisal and feedback process is to assist the employee to reach higher levels of performance within their current position and to set the stage for future performance and growth. This performance may benefit our company or the employee may leave and take the skill sets they have learned with them.It is the job of the manager to assist the employee to gain higher levels of performance so that they will want to stay with our company. Cascio describes performance as, â€Å"A manager who defines performance ensures that individual employees or teams know what is expected of them, and that they stay focused on effective performance. † (Cascio, 2006, p 329). . How do we as managers accomplish this task? â€Å"By paying careful attention to three key elements: goals, measures, and assessm ent† (Cascio, 2006, p 329). Setting goals for employees sets the expectations that they will work toward.Cascio describes the goal setting process, â€Å"Set specific, challenging goals, for this clarifies precisely what is expected and leads to high levels of performance. On average, studies show, you can expect to improve productivity 10 percent by using goal setting. ’ (Cascio, 2006, p 330). The employees should have realistic and measureable goals. The more defined the goals are the easier they will be understood and be able to be assessed. These goals should align and incorporate the corporate objective of increasing market share and customer based sales. The measures and assessments are part of the appraisal and feedback process.Opportunities for Advancement Opportunities for advancement are largely dependent on the employee and their desire to meet and exceed the goals a manager has set for them. The long term goals for each person vary. It is a managers’ job to realistically discuss what the goals of each employee’s are. Individual goals vary from person to person. One goal for an upcoming salesperson may be to be a Sales Manager within five years. For an older person it may entirely different. Cascio describes an older person’s goal, â€Å"Late careers increasingly are defined in terms of phased retirement.In this new world, the ultimate goal is psychological success, the feeling of pride and personal accomplishment that comes from achieving your most important goals in life, be they achievement, family happiness, inner peace, or something else. † (Cascio, 2006, p 376). Options for Advancement Once individual goals are set, the manager may look at the various options available within the company to meet the needs of the employee. There are a variety of options available to the manager to meet the different goals of an employee. The goals may include upward or lateral moves within the company.To meet the indivi dual goals, training or retraining in different areas may be necessary. The employee may need to be challenged so that they do not become stagnant. The manger may identifying skill sets of the employee and suggest vacancies or positions within the company that would utilize the employees’ strengths to move upward. If the company adds a new market segment, retraining may be offered to current employees. The tuition reimbursement plan of $2000. 00 per employee per year allows the employee to have the company pay for further education at an accredited institution.The focus of the education must align with the employees’ position or future goals. The tuition reimbursement plan is part of the employees’ total compensation package. Other offerings to employees may be established if the manager identifies an unmet need that would benefit many employees. Flexible opportunities for Dual – Career Parents In current studies we see that â€Å"forty five percent of t he workforce is made up of dual- career couples. † (Cascio, 2006, p 379) The dual career couples and parents have presented to be a unique concern in our company.To meet the needs of this group we have offered a variety of opportunities to our employees. Flexible work hours have been established in departments that are not schedule based. Employees may use accrued compensation time to meet family needs. They appreciate work times that may tailored to their family needs. Since beginning this policy, we see that the turnover rate of dual career couples has decreased. Telework from home is allowed for approved employees. When employees are sick or have sick children they work from home, which has reduced company absenteeism.This has allowed employees the flexibility to meet the needs of their families while maintaining productivity. On-site daycare facilities have been established in many of our site locations. This allows parents to spend more time with their children. It has de creased absenteeism of parents. Reviews from parents with children in the company day care facilities have stated that they no longer have to take time off because of private care facilities closing during work days. In many instances productivity has increased because of these measures. The goals of a dual career couple employee may also be unique.The manager should be aware of any special concerns regarding lateral, upward or career relocations this may have for the employee. Adaptation to team diversity and a justification of every member’s career Our company has a combined workforce made up with a very diverse set of employees. There are new graduates directly out of high school and college that have little to no work experience. There are seasoned employees that have been with the company for a number of years. There are individuals from a variety of races that speak many different languages.Our workforce is comprised of nearly equal genders. We are a non-biased company that is utilizing each employee’s strengths. When a unique talent is needed in a specialized market we try to fill the position using the employee’s strong points. Culture differences and fluency in different languages is definitely a plus in our company. An example of the current views on cultures shows that most companies are trying to diversify their workforce. â€Å"We feel it’s important to have employees who represent all walks of life from many diverse cultural backgrounds. (Burden, Octo) We have recently marketed to the Health Care industry in a Spanish speaking region. We have realigned the Spanish speaking sales representative and customer support to these accounts. Productivity and sales have increased three times in the account. Participation in these market segments is voluntary and should be part of the personal goals of the employee. Bonuses and salary increases of five percent will be given to bilingual employees that work in these diverse marke t segments. Bias toward any particular group of people will not be tolerated.Justify the report and the expected benefits and types of costs. The process of appraising, rating and feedback allows for clear and concrete goal setting. The cost of the process and employee offerings far outweighs the cost of doing a mediocre job of employee development and career planning. With concise goals and managers that assist in employee development a strong workforce is being developed within the company. There are many benefits to assisting employees with their career plans. We have a workforce that is staying with the company for longer period of times, more nowledgeable about many departments within the company and more loyal. We have workers that are telecommuting, getting more work done at home than at the office. These are just some of the benefits of career planning. There are also many costs that are avoided with having a stronger workforce. These costs are associated with the lack of em ployee development and career planning. Employee retention and turnover is one of the largest costs to a company. In an industry average we see that employee turnover has a great impact. These calculations will easily reach 150% of the employee’s annual compensation figure. The cost will be significantly higher (200% to 250% of annual compensation) for managerial and sales positions. † (Bliss, May) Retraining employees to work in another department allows them to share and expand their knowledge and eventually make for a stronger company. â€Å"While it is true that sales and other financial statistics determine the success of a company, what most people overlook is the fact that employees are among the most important determinants of the success of a company. (Icles, Apri). Conclusion This paper has shown the process of feedback, how managers may assist employees to reach a higher level of performance, a discussion on lateral and upward advancement, dual – coupl e careers, diversity and the benefits and types of costs of having a career plan. It has been seen that having goals that are derived from an appraisal may start the employee on a career plan. While the employee is ultimately responsible for developing their own career, their manager will play a significant role in modeling the way for that development.Developing a career management plan for employees has associated costs, but we have seen that the benefits outweigh these costs. These benefits are retention of happier, more productive and loyal employees. It appears that career management planning is the way to go for any company. References Bliss, W. G. (May 9, 2010). Cost of Employee Turnover. Retrieved from http://www. isquare. com/turnover. cfm Burden, M. (October 15,2010) Flint Journal – Michigan Business Flourish Because of Bilingual Workers. Retrieved from

A Duty of Care Essay

1.1 Explain what is meant to have a duty of care in own work role Duty of care is a requirement to exercise a reasonable degree of attention and caution to avoid negligence which would lead to harm to others. Staff to be vigilance and attention keeps individuals safe as they develop: A duty of care is a legal obligation imposed on an individual requiring that they adhere to a standard and reasonable care while performing any acts that could foreseeable harm others. By including, daily cleaning rotas for staff to stop spread of germs and infections. To have first aid trained staff and to include body maps for when individuals go home and come back from home if they have any marks, cuts or bruises on them. Duty of care includes the following: to keep individuals safe to keep individuals free from harm to give choice see more:explain what it means to have a duty of care in own work role 1.2 Explain how duty of care contributes to the safeguarding/protection of adults Duty of care is to keep individuals safe and to protect them from sexual, physical and emotional harm. Individuals have a right to be safe and to be treated with respect and dignity. We as adults must take reasonable steps to ensure the safety and well-being of individuals. Failure to do this could be regarded as professional neglect. Duty of care safeguards individuals by the setting having done risk assessments and precautions taken to avoid accidents of the spreading of infections. Follow the correct procedures if you have any concerns for the individual’s well-being, set clear boundaries, depending on age, stage and development and discourage any behaviour, which could result in individuals being harmed or upset. Assessments and observations can alert you to any problems that may need addressing and the discussions with parents and other professionals. Always listen to individuals and take an y concerns they may have seriously. 2.1 Describe potential conflicts/dilemmas that may arise between the duty of care and an individual’s rights Working with individuals has a significant duty of care. Individuals who are younger and more vulnerable need greater care. The attention and vigilance of the staff helps to keep them safe as they develop, gives the individuals understanding to be able to  for see and cope with potential dangers and have an understanding that their actions may hurt and upset others, also communication to be able to talk about the harm others may be doing to them. The duty of care contributes to the safeguarding and protection of individuals this can be carried out in a variety of ways:- †¢ Risk assessment both inside and outside. †¢ Avoiding potential hazards, which could lead to harm through accidents or spreading infections. †¢ Having clear instructions and set boundaries. †¢ Observing individuals and assessing their development. †¢ Working with parents and other professionals to aid individuals development. †¢ Hold a relevant Safeguarding Certificate. †¢ Have a member of staff who is SENCO trained (Special Educational Needs Co-Ordinator). Conflicts and Dilemmas that may arise between the duty of care and individuals rights could be staff having a difference of opinion over a individual for example a staff member believing they have signs of abuse and another staff member thinking they don’t. This could lead to conflict between the individuals family / carers if staff involved other agencies such as Social Services. Dilemmas could be knowing when to get further help regarding child protection and safeguarding issues for example if staff did not refer the case to social services the individual might still continue to suffer abuse. Another dilemma would be knowing when to break confidentiality and share information. If you have any concerns about a individual or feel they are at risk you need to share them and report it, it is always better to be safe than sorry. Other dilemmas in our setting could be: †¢ Staff falling out, †¢ Break confidentiality †¢ Swearing and behaviour †¢ Absent staff members †¢ Lack of team work There are many ways to manage risks associated with conflicts and dilemmas: †¢ Allowing individuals to explore with guidance †¢ Making individual aware of potential hazards and dangers †¢ Allowing individuals to acquire life skills through learning how to cope with risky  situations †¢ Staff ignorance †¢ Parents are a risk to staff if reported to social services One example could be how less healthy food choices involve personal taste preference, cultural upbringing, parent’s and carer’s guidance, all of which are individual’s right and responsibilities. Dilemma: Staff are aware healthy foods benefit both growth and development now and as considerations for the child’s future health. Dilemma & conflict: How can help the child understand and select healthier food options and support the family or parent in assisting staff with this. How can this be done without causing upset, unnecessarily interference, invading that family’s privacy or demean their cultural heritage 2.2 Describe how to manage risks associated with conflicts/dilemmas between an individual’s rights and the duty of care To manage risks associated with conflicts and dilemmas and child protection issues can cause conflict with parents if staff report them and dilemmas that staff might come across. Conflicts such as; Manager to staff, staff to manager one staff thinking there is a problem another thinking there is no problem. There could be conflicts between abuser and carers regarding an allegation that were made and this could mean conflicts between staff and staff, parent or carer and staff, staff and parent or carer etc. Dilemmas will be when to get help regarding child protection issues e.g. if you do not refer case, the child might continue to suffer abuse. You should know when to share information with others in aspect of confidentiality. If you sure, the child is at risk and see any concerns regarding any child you should report it, like the motto better safe than sorry . Avoiding potential risks which could lead to harm through accident or spread of infection: While individuals have the right to explore we must still follow policies and procedures regarding accidents and infection Having clear instructions and setting boundaries: For staff this is policies and procedures. For individuals we should have rules to follow around the setting. Observe individuals and assess development: Part of duty of care is to assess development and be aware of any indication that their development is not as broadly expected for their age. 2.3 Explain where to get additional support and advice about conflicts/dilemmas Manager or headteacher or lead, supervisor, committee chairperson, SENCO (Special Educational Needs Co-Ordinator) Settings paperwork – policies, procedures, contract, publications, framework pages, laws Staff colleagues Where appropriate the settings parent partnership Advisory teacher services Local authority and their online information: direct.gov.uk Social services Charity and support groups Nationally head offices Local safeguarding teams Local children and information services – early years development officers Local health visitor Local behavioural support team Child protection team Other professional service providers: speech therapy, fire safety, police, life guard, rspca Websites – NHS, Doh, HSE, CAPT, Ofsted, CAB, NSPCC, business link Trade union representative Local library where reference and research books might support new knowledge 3.1 Describe how to respond to complaints Responding to complaints includes: Listening to the complaint Giving the complainant time and respect Recording the information Reporting to a senior member of staff Accessing the Complaints Policy Ensuring the complainant has access to the Complaints Policy Ensuring the complainant knows what will happen next Main points of agreed procedures for handling complaints include: The Complaints policy is a recorded and documented procedure that is available The complainant is listened to and respected The Complaints Policy is time-based and the complaint is dealt with in a documented time-frame. Complaints are normally dealt with by nominated members of staff The procedure is clear There may be both formal and informal options. 3.2 Explain the main points of agreed procedures for handling complaints A complaints procedure sets out a plan of actions that ensure the complainant knows what to expect and reassures the staff member that they’re following a series of steps that can be considered as complying with legal requirements or ensuring best practice. The main points for handling complaints is A time frame A verbal response A mutually agreed time & place for a meeting A written response Follow up – where if the matter remains unresolved the complaint needs to be put into writing for a higher authority’s awareness. You have to approach the senior on shift, manager or team leader if you have a complaint or you could write it down and give them the note about the complaint.

Ptlls Course Meeting the Needs of Learners

Meeting needs of learners www. niacedc. org. uk Students have different learning needs, and as a training provider I need to identify these needs, as when you pay attention to students needs (within reason, and on a professional basis that I am qualified to do so ) ,your student will work to the best of there ability, and their learning experience with you will be a positive one.Students also have a better commitment when they have an active part, in deciding goals, and they are told what the time scale is to reach the goals, and identifying criteria for assessing goals. All students that enrol with us are given enrolment questionnaires ,this helps us build a data base for student, and helps identify the students experience, and any qualifications they may hold. The questionnaire also has a basic Math and English competency question, to allow us to establish any areas we may need to be able to address and help the student with.We also ask if they have any computer skills and at what level. All students are then asked to meet with me personally so I can welcome them to the course, and put them at ease, it also allows me and the student to establish, their individual targets and goals, by the student having in put into there learning, it makes the student feel involved and makes the course when broken down achievable for them..We have regular feed back sessions which helps the student identify an areas they feel weaker in or are not entirely happy with, which allows a plan of action to be implemented and then a follow up feed back to assess how the student is progressing. With regular feedback sessions students are encouraged and it helps them develop their skills.

Groom service Essay

Groom service â€Å"and† return â€Å"the protagonist who deal with emotional problems occurred a terrible set of two short stories. These two stories are related to the acceptance, acknowledgment and recognition of common themes. In the† bridegroom services, â€Å"Berner Germany, the protagonist and his hunting skills, ability to survive, but did not dare to pursue his love. he tried to accept from Mary and her family. On the contrary, Kamau’s story â€Å"return† purposes, from accepting a village but detect changes that occur acceptances due to their family and character, the impact of internal and external forces established protagonist, Bernard and Kamau, ultimately not their ideal partner. Bernard and Kamau were living in a poor neighborhood, every family adds an extra burden of the family. Bernard’s mother, Martha, is very strict, her daughter – in – law. Because Doris is nearly 40 years old, she would not have the energy to help with the housework. In addition, Martha is worried Doris gave birth family in old age. According Kamaus parents, Muthoni, Kamau’s wife, is always a good deal Kamau’s parents. Muthoni gave birth to a baby, left the family when Kamau detention camp. She chose to leave, because it is very difficult and tense her care and feeding of the baby is not her husband’s support and help. Therefore, whether the protagonist is lost, mainly because of their financial problems they want to partner. In the tough issues, people find their true love, because they should first prioritize their lives difficult. The two protagonists are very different character in the pursuit of his love aspect. When Martha asked to leave Doris Bernard and Mary married, he immediately took action. Bernard’s relationship is since when he missed his partner so fragile.

Effect on Economy Due to Change in Rbi Policy

Shivans gupta PGPFM nifm- Faridabad Shivans gupta PGPFM nifm- Faridabad Effect of Monetary Policy of RBI on Economy Effect of Monetary Policy of RBI on Economy 2012 2012 Effect of Change in monetary policy of RBI on Economy Economy An  economy  consists of the  economic systems  of a country or other area; the  labour,  capital, and  land  resources; and the  manufacturing, production,  trade,  distribution, and  consumption  of  goods  and services of that area.A given economy is the result of a process that involves its  technological evolution,  history  and  social organization, as well as its  geography,  natural resource endowment, and  ecology, as main factors. These factors give context, content, and set the conditions and parameters in which an economy functions. Repo rate Repo rate is the rate at which RBI lends to commercial banks generally against government securities. Reduction in Repo rate helps the commercial banks to get mo ney at a cheaper rate and increase in Repo rate discourages the commercial banks to get money as the rate increases and becomes expensive.As the rates are high the availability of credit and demand decreases resulting to decrease in  inflation. Reverse Repo rate Reverse Repo rate is the rate at which RBI borrows money from the commercial banks. The increase in the Repo rate will increase the cost of borrowing and lending of the banks which will discourage the public to borrow money and will encourage them to deposit. Cash Reserve Ratio Cash Reserve Ratio is a certain percentage of  bank deposits  which banks are required to keep with RBI in the form of reserves or balances . Higher the CRR with the RBI lower will be the  liquidity  in the system and vice-versa.RBI is empowered to vary CRR between 15 percent and 3 percent. But as per the suggestion by the Narshimam committee Report the CRR was reduced from 15% in the 1990 to 5 percent in 2002. As of October 2012, the CRR is 4. 5 percent. Statutory Liquidity Ratio Every financial institute have to maintain a certain amount of liquid assets from their time and demand liabilities with the RBI. These liquid assets can be cash, precious metals, approved securities like bonds etc. The ratio of the liquid assets to time and demand liabilities is termed as  Statutory  Liquidity  Ratio. There was a reduction from 38. % to 25% because of the suggestion by Narshimam Committee. The current SLR is 23%. Bank rate Bank rate, also referred to as the  discount rate, is the  rate of interest  which a  central bank  charges on the loans and advances to a  commercial bank. Whenever the banks have any shortage of funds they can borrow it from the central bank. Repo (Repurchase) rate is the rate at which the central bank lends short-term money to the banks against securities. A reduction in the repo rate will help banks to get money at a cheaper rate. When the repo rate increases borrowing from the centra l bank becomes more expensive.It is more applicable when there is a liquidity crunch in the market. Inflation In  economics,  inflation  is a rise in the general  level of prices  of goods and services in an economy over a period of time. [1]  When the general price level rises, each unit of currency buys fewer goods and services. Consequently, inflation also reflects an erosion in the  purchasing power  of money – a loss of real value in the internal medium of exchange and unit of account in the economy. A chief measure of price inflation is the  inflation rate, the annualized percentage change in a general  price index  (normally the  Consumer Price Index) over time.Gross domestic product  (GDP) Gross domestic product  (GDP) is the  market value  of all officially recognized final goods and services produced within a country in a given period. GDP  per capita  is often considered an indicator of a country's  standard of living; GDP per capita is not a measure of personal income (See  Standard of living and GDP). Under economic theory, GDP per capita exactly equals the gross domestic income (GDI) per capita (See  Gross domestic income). GDP is related to  national accounts, a subject in  macroeconomics. GDP is not to be confused with  Gross National Product  (GNP) which allocates production based on ownership.Interest rate An  interest rate  is the rate at which  interest  is paid by a borrower for the use of money that they borrow from a  lender. Specifically, the interest rate (I/m) is a percent of principal (I) paid at some rate (m). For example, a small company borrows capital from a bank to buy new assets for their business, and in return the lender receives interest at a predetermined interest rate for deferring the use of funds and instead lending it to the borrower. Interest rates are normally expressed as a  percentage  of the  principal  for a period of one year. Money supply In  economics, the  money supply  or  money stock, is the total amount of  monetary assets  available in an  economy  at a specific time. There are several ways to define â€Å"money,† but standard measures usually include  currency  in circulation and  demand deposits  (depositors' easily accessed assets on the books of financial institutions). Money supply data are recorded and published, usually by the government or the central bank of the country. Public and private sector analysts have long monitored changes in money supply because of its possible effects on the  price level,  inflation, the  exchange rate  and the  business cycle.Relation between two variables Interest rates & investments Interest rates & the bond prices are inversely related to each other. When interest rates move up, it causes the bond prices to fall & vice – versa. Say for example, you have a bond, which is yielding 10% now. Suddenly, the interest rates in the economy move up to 11%. Now your bond is giving fewer yields than the market return. Obviously it price is going to fall in such a case. Reverse is the case when interest rates fall, the bond price will move up because it is giving more returns than the market return.So movements in interest rates have serious implications for individual investments. Inflation and economy Inflation effects the economy on three sides. One, it is directly linked to  interest rates. The interest rates prevailing in an economy at any point of time are nominal interest rates, i. e. , real interest rates plus a premium for expected inflation. Due to inflation, there is a decrease in purchasing power of every rupee earned on account of interest in the future, therefore the interest rates must include a premium for expected inflation.In the long run, other things being equal, interest rates rise one for one with rise in inflation. Money supply and the economy Money supply also effects the economy on thre e sides. One, money supply is used to control the  inflation in an economy. On the demand side, whenever money supply in the economy increases, consumer-spending increases immediately in the economy because of increased money in the system. But supply can’t vary in the short – term, so there is a temporary mismatch of demand & supply in the economy which exerts an upward pressure on inflation.This argument assumes that demand drives supply, which is generally the case. On the supply side, due to an increase in demand, supply can only be increased by capacity additions. This causes the cost of production to rise & that is reflected in inflation. Two, money supply also has a direct relationship with the  growth of an economy. Until an economy reaches full – employment level, the economy growth is the difference between money supply growth rate & the inflation, other things being equal. When an economy reaches full employment level, the growth in money supply i s set off by a growth in inflation, other things being equal.This happens because output can’t rise after full employment & therefore inflation increases one for one with the money supply. Three, money supply also has a relationship with  interest rates. One variable can be used to control the other. Both can’t be controlled simultaneously. If the RBI wants to peg the interest rate at a certain level, it has to supply whatever money is demanded at that level of interest rate. If it wants to fix the money supply at a certain level, the demand & supply of money will determine the interest rates. Usually it is easier for RBI to control the interest rates through its open market operations (OMO).So, the money supply is allowed to vary but RBI controls it by playing around with interest rates through its OMO. Cash Reserve Ratio (CRR) & statutory liquidity ratio (SLR) and an economy CRR is the percentage of its total deposits a bank has to keep with RBI in cash or near cas h assets & SLR is the percentage of its total deposits a bank has to keep in approved securities. The purpose of CRR & SLR is to keep a bank liquid at any point of time. When banks have to keep low CRR or SLR, it increases the money available for credit in the system. This eases the pressure on interest rates & interest rates move down.Also when money is available & that too at lower interest rates, it is given on credit to the industrial sector which pushes the economic growth. Monetary policy and economy It refers to a regulatory policy whereby the monetary authority of a country maintains its control over the money supply for the realization of general economic objectives. It involves manipulation of money supply, the level & structure of interest rates & other conditions effecting the level of credit. The central bank signals the market about the availability of credit & interest rates through this policy.The RBI fixes the bank rate in this policy which forms the basis of the st ructure of interest rates & the CRR & SLR, which determines the availability of credit & the level of money supply in the economy. So it plays a very important role in the development of a economy. Practical Analysis of the Research Table of different Monetary Rates DATE| Reverse Repo Rate| Repo Rate| CRR| SLR| Bank Rate| Mar-10| 3. 5| 5| 6| 24| 6| May-10| 3. 75| 5. 5| 6| 24| 6| Jul-10| 4| 6| 6| 24| 6| Sep-10| 4. 5| 6| 6| 24| 6| Nov-10| 5| 6. 5| 6| 24| 6| Jan-11| 5. 5| 7| 6| 24| 6| Mar-11| 5. 75| 7. 25| 6| 24| 6|May-11| 6| 7. 5| 6| 24| 6| Jul-11| 6. 5| 8| 6| 24| 6| Sep-11| 7| 8. 5| 6| 24| 6| Nov-11| 7. 75| 8. 5| 5. 5| 24| 6| Jan-12| 7. 75| 8. 5| 4. 75| 24| 6| Mar-12| 7. 75| 8. 5| 4. 75| 24| 6| May-12| 7| 8| 4. 75| 23| 9| Effect of change in Repo rate on bank Prime Lending Rate Prime Lending Rate Dates| ICICI| SBI| Repo rate| 20-Apr-12| 18. 5| 14. 5| 8| 04-01-2012| 18. 75| 14. 75| 8. 5| 13-Aug-11| 18. 75| 14. 75| 8| 04-Jul-11| 18. 25| 14. 25| 8| 07-May-11| 18| 14| 7. 75| 24-Feb-11| 1 7. 5| 13| 7. 25| 03-Jan-11| 17| 12. 75| 7| 06-Dec-10| 16. 75| 12. 5| 6. 5| 18-Aug-10| 16. 25| 12. 25| 6| | | | | | | | | | |As the repo rate and reverse repo rate have direct impact on bank prime lending rate. From year 2010 to 2012 the repo rate keeps on increasing from 6 to 8. 5 the PLR of SBI and ICICI also increasing from 12. 25 to 14. 75 and from 16. 25 to 18. 75 respectively. But as the RBI cut down its Repo Rate by . 50 points the PLR of banks also down by . 25 points. Impact of change in CRR and SLR on Money Supply As the CRR is same in 2010-11, 2011-12 i. e 6%, there is not so much change in money supply it is in between 15000-16000. But as it start to decrease in 4th quarter of 2011-12 money supply start increasing and cross to 16000.And in Ist quarter of 2012-13, CRR become 4. 75 and SLR become 23% then Money supply is 17500 cr. in Indian Economy. Reverse Repo Rate| Repo Rate| Bank Rate| CRR| SLR| money supply|   |   |   |   |   |   | 5. 75| 6| 6| 6| 24| 15100 | 5. 25| 6. 25| 6| 6| 24| 15100| 5. 5| 6. 5| 6| 6| 24| 15100| 6. 5| 7. 5| 6| 6| 24| 15100| |   |   |   |   |   | 7| 8| 6| 6| 24| 16000| 7. 5| 8. 5| 6| 6| 24| 16000| 7. 5| 8. 5| 6| 5. 5| 24| 16000| 7. 5| 8. 5| 6| 4. 75| 24| 16000| |   |   |   |   |   | 7| 8| 9| 4. 75| 23| 17500| Effect on Increase in Money supply on Inflation As Money supply increases in the economy, there is more money in the market hich ultimately increase the purchasing power of people. Because of increase in purchasing power the cost of production increases and ultimately Inflation rate increases. So money supply in 2012-13 increases to 17500 cr. The inflation rate become 10. 05 from 8. 65. Reverse Repo Rate| Repo Rate| Bank Rate| CRR| SLR| money supply| inflation rate|   |   |   |   |   |   |   | 5. 75| 6| 6| 6| 24| 15100| 11. 99| 5. 25| 6. 25| 6| 6| 24| 15100| 10. 55| 5. 5| 6. 5| 6| 6| 24| 15100| 10. 23| 6. 5| 7. 5| 6| 6| 24| 15100| 9. 56| |   |   |   |   |   |   | 7| 8| 6| 6| 24| 16000| 8. 86| 7. 5| 8. 5| 6| 6| 24| 16000| 10. 06| 7. | 8. 5| 6| 5. 5| 24| 16000| 6. 49| 7. 5| 8. 5| 6| 4. 75| 24| 16000| 8. 65| |   |   |   |   |   |   | 7| 8| 9| 4. 75| 23| 17500| 10. 05| Impact of Repo rates, CRR and of Money supply on GDP Growth Rate Data categories and components| units| 2010-11| 2011-12| 2012-13| GDP(Current market price)| in rs. | 7674148| 8912178| 159527986| Growth rate| in %| 18. 1| 16. 1| 16. 9| As we see that our GDP growth rate start decreasing because of increasing rates. Because there is money declination in the market the purchasing power of people and our production starts declining which ultimately effect on our GDP growth.But as in financial year 2012-13 the RBI cut its rate by . 50 then our GDP growth rate increase by . 8 %. Conclusion RBI increase or decrease the rates i. e. repo rate, reverse repo rate, Cash reserve ratio, statutory liquidity ratio to control the money supply in the economy. As this small change in th ese ratios affect a lot on the whole economy and its various component like on investment index, cost of production, inflation, interest rate, exchange rate, prime lending rate of bank, home loan and car loan rate, deposit rate of bank and etc.In first quarter of financial year 2012-13, RBI decrease the repo rate by, reverse repo by, CRR by, SLR by the ultimate objective of this reduction in rate is to increase the money supply in the economy. As the rate decline in 2012-13, the RBI release 17500 cr. In the market. But this increase in money supply increase the purchasing power of consumer which ultimately effect on inflation and hence inflation also increase. But because of decrease in rates, it is easy to take more loan for the corporate which increase their production and in result of this our GDP also increase by . %. The prime lending rate is directly proportional to the repo rate of RBI. So there is a fall also come in prime lending rate of banks by . 25 points because of decr ease in repo rate by . 50 So, The change in monetary policy of RBI affect many other rates and and which also affect the consumer and these rates are the instrument of RBI to control the money supply in the economy. Bibliography * www. rbi. org. in * www. indiabudget. nic. in * www. wikipedia. org * www. simpletaxindia. net * www. karvy. com * www. tradingeconomics. com