Paper must include both capital markets and corporate governance. We should support our paper with federal or state laws (NY State) (Stewardship Code, 401k and more) regulations, and several cases for our research paper because this is research paper for law class.
Passive indexing is investing in market indexes through one of two vehicles – an ETF or index fund. In their simplest sense they are both meant to diversify, track an index, and be a low cost alternative to actively managed mutual funds.
Assume that there is an US Stewardship company (such as Blackrock Investment Stewardship) and they’re investing, managing and controlling to 7,000 companies stocks in behalf of their 8000 clients (Stocks of companies are worth 20 billion dollar). Stewardship companies generally have 50-500 employees.
The question is how the Stewardship Company and their clients enjoys and manages their fiduciary duty during managing, controlling and engaging funds, stocks, etc.? Because they have limited employees and they have so many clients, which are investors, and so many stocks to observe and manage in behalf of this clients. Is it enough to enjoy their duties via checking and observing stock market everyday and visiting clients offices and meeting with them in routine or do they need more specific performance? (Legal background, law and cases)
And also some countries require from stockholder to limited engagement like only attending annual meeting etc., whereas some of them like US requires “full time engagement” (Stewardship Code)”. If you have 7,000 companies and only 70 or 700 employees how will you be able to enjoy full time engagements?
Also, US corporations have their annual meeting on weekdays while other countries having annual meetings during weekends. Is it one of the practical consequences of full time engagement requirement? (we should answer this question in a single paragraph or two paragraphs, but no more than a page)
DO NOT FORGET, As a Stewardship Company, you should not be aggressive for executive compensation or other financial gains because all of your clients (investors) should win. You could make an investment in all companies in same sector on behalf of your clients but as a Stewardship company, your purpose is not destroying/killing companies via investing only few of them.
YOUR PURPOSE IS MAKING COMPANIES COMPETE WITH EACH OTHER AND MAKE YOUR CLIENTS RICHER via earning money.
In the paper we can develop this topic from several point of views. Those are points that professor want answer but we should also develop our research paper with other perspective/ issues etc. Also we should definitely use US Stewardship Code (2018) and 401k for legal background.
20 pages, doubled-spaced with endnotes
25 pages double-spaced with footnotes
Basic English, Proper grammar, punctuation, citation
No wholesale insertion of rule text in body of paper-
Please use an appendix
Know the difference between primary and secondary sources
Please write with passion, and take a position that you defend with empirical data and be thoughtful
It requires a thesis/argument not a mere overview of rules and regulations.
!! It must include both capital markets and corporate governance. !!!
Table of contents
Channels Of Communication Berger and Iyengar (2013) propose that correspondence in advanced society is multidimensional on account of the different modalities used to transmit messages. There are informal community mediums (Facebook, Twitter, Instagram and others). There are numerous email trades (Hotmail, Gmail, Yahoo, and others). There are intelligent systems, for example, Tango and Skype. At long last, there is eye to eye communications. Berger and Iyengar (2013) examined the different manners by which one message can be developed utilizing diverse stages. They found that composed messages gave more noteworthy chance to enhance the correspondence procedure since additional time is required to compose than it is to talk. The examinations additionally demonstrated that discussions added to the acknowledgment of referrals and suggestions. Given the consequences of the previously mentioned inquire about, it takes after that the capability of workers deliberately captivating in behavioral changes increment when chiefs connect with them in discussions rather than conveying reminders through messages. Medlin and Green (2014) bolster the idea that viable administration builds the prospect that workers will deliberately submit their opportunity and scholarly assets for the advantage of the association. They led an investigation to suggest that positive administration connection with workers brought about enhanced execution. They found that representatives who felt esteemed and acknowledged were both successful and proficient. One rule that Medlin and Green (2014) found that added to expanded generation was "solidarity of clearness" (p.27). This guideline lines up with the channels of correspondence to guarantee that successful correspondence between the administration group and workers deliver comes about. Group Credibility Vigliotti and Gregory (2013) recommend that directors set up believability by trying to wind up dynamic, indicate skill, and exhibit regard towards others. Administrators must make safe conditions by keeping up open correspondence forms. They ought to be receptive, genuine, and of high honesty. They should exhibit predominant undivided attention aptitudes. Lucidity and straightforwardness are synonymous (Kotter and Cohen, 2002). Moreover, imagination, genuineness, and validity go before message making (Hatfield, 2012). Hatfield (2012) proposes advance that messages must excite enthusiastic vitality in the event that they are to have any impact on the target group. Consequently, it is basic that directors devote critical time towards drafting their vision proclamation. The enunciated vision must rouse characteristic inspiration in the representatives or the danger of inability to connect with the workforce winds up inevitable (Kotter and Cohen, 2002; Hatfield, 2012). Making Faith in The Change Effort LaFasto and Larson (2001) attest that confidence in the change exertion is made when administration hones exhibit lucidity, certainty, and responsibility. Enabling groups to settle on choices that actualize changes quicker likewise makes confidence. Administration demonstrates confidence when they trust that the groups are prepared to deal with challenges that emerge. At last, building up a culture of steady responsibility and perfection conation sends a solid message of trust and conviction all through the association (LaFasto and Larson, 2001; Kotter and Cohen, 2002; Hatfield, 2012). Noting Tough Questions Kotter and Cohen (2003) propose that all change endeavors incite questions planned to mitigate uneasiness. Administration can and ought to get ready responses for the intense inquiries. In any case, the best practice in noting questions originates from being genuine and fair. Fusco, O'Riordan and Palmer (2015) urge pioneers to stay valid. Supervisors can do this by communicating a solid feeling of mindfulness and certainty by method for their activities. Open correspondence, data sharing, and trustworthiness in one's relational relations increment the likelihood that the intense inquiries will be seen as curious and invited.. Jones (2013) encourages chiefs to avoid twisting or controlling the certainties of looming changes in the event that they expect to pick up the trust and regard of their representatives. Conclusion This paper presented an association change activity that included the progressing from a customary work-gathering to a cutting edge group based culture. Dialogs included the progress procedure, the part of the essential change specialist, the correspondence group, change activity correspondence design, group validity, making confidence in the change exertion, and noting intense inquiries. 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Rolling out great improvement specialists: Attitude, learning, abilities. Recovered from http://www.isixsigma.com/usage/change-administration execution/rolling out great improvement specialists state of mind information aptitudes/ Vigliotti, D., and Gregory, J. L. (2013). Survey of Credibility: How pioneers pick up and lose it, why individuals request it (second ed.). Diary Of Leadership Studies, 7(2), 62-63. doi:10.1002/jls.21283. Zaharia, V., Dogaru, M., and Boaja, D. (2014). Working gathering versus collaboration. Learning Horizons.Economics, 6(4), 146-149. Recovered from http://search.proquest.com/docview/1669>GET ANSWER