Adam Markus: Graduate Admissions Guru: 1/1/09 1

Adam Markus: Graduate Admissions Guru: 1/1/09

Greetings from your Fuqua School of Business! I wanted to take the time to share and revise on our efforts to secure a better loan program for international students. Fuqua’s leadership team has been focusing on lots of fronts to address the issue of loans for our international students, and I’m very happy to report excellent results. First, let there be no doubt: Our international students can secure loans for their studies at Fuqua. We’ve a solution in hand that will meet students’ needs. At the same time, we are part of a consortium of top business academic institutions that are exploring other lender options to ensure international students are getting the perfect loan terms.

In addition, we’ve been actively engaged in conversations with banks in regions around the world – including China and India – to identify further appropriate loan programs. These discussions have been successful, and negotiations are ongoing. Further meetings are taking place with regional banks that have not previously provided international loans but have portrayed interest in our loan proposals and in building a relationship with Fuqua.

Fuqua’s global strategy and the strong international contacts which have resulted from that strategy allow us to examine lots of loan programs. In the current financial environment, we’re well situated to guarantee the most favorable loan terms to allow students from throughout the world to go after MBA studies at Duke. Please, contact the admissions office if you have additional questions.

Many businesses make fake guarantees, or not living up to its commitments. False promises not only earn the ire of people at the incorrect end but also less to severe lack of trustworthiness, with even unaffected people not trusting the business again in future. Unethical corporate behavior such as insider trading in company stocks, price rigging, fudging accounts, and other similar conduct lead to a definite lack of reputation and credibility.

Sleazy top executives may indulge in such conduct on their own without the business’s knowledge, but the company still bears the brunt of such antics through bad publicity, regulatory activities, and loss of customer patronage. Businesses need to put in place a thorough code of ethics to ensure moral behavior of their employees. Finally, twisting the rules or breaking regulations rates as proven bad business practices.

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Some laws may impede the ability of the business to use normally while not affecting anyone else, plus some laws may seemingly lack purpose or reason. Regardless of such justification, people do not regard companies who break any law highly. The challenge for companies is to thrive by giving an answer to the challenges as a result of such laws, or by working around such laws legitimately.

He also advocates that employers display screen HR employees and anyone else who will be given access to personal worker information. Temporary employees who have not been properly screened should not be given access, he says. Further, HR workers need to understand the entire life routine of sensitive employee data from collection through damage. Harris, who founded the privacy committee at the International Association for Human Resource Information Management, says the business is pursuing a best-practices initiative for protecting employee information that seeks to identify and promote effective procedures companies use today.

Employers also need to take steps to limit non-HR personnel access. Only those people who have a business reason for seeing worker records must have usage of that data. Employees don’t need to see information on their colleagues. Supervisors don’t need to know things such as who a worker lives with or who their pension beneficiary is, but a departmental manager or supervisor might need the usage of their employees’ home phone numbers, says Doran. Don’t ignore electronic gain access to. Restricting usage of sensitive data may require safeguarding the applications, directories, and servers that house and process HR data by using firewalls; installing intrusion detection systems;, and limiting who gets the power to assign passwords.