A Political Factor That Influenced Sanger s Birth Control...

A political factor that influenced Sanger during her birth control movement was the Comstock Laws. Comstock Laws were put in place by Anthony Comstock, a congressman who wanted to put a ban on spreading pornography through the U.S mail (Wardell, 1980, pg. 738). He soon broadened what the Comstock laws covered, to make it illegal to ship anything through the mail that had to do with contraceptives, even information. This was a constant battle for Sanger and she was arrested many times throughout her lifetime for breaking the Comstock laws. Margaret finally had her biggest victory over the Comstock laws in 1936 when she won in the case of U.S v. One Package of Japanese Pessaries. This ruling didn’t officially rule the Comstock Laws unconstitutional, but it did rule that contraceptives and information regarding them could be shared through the mail, a huge accomplishment for Sanger (Knowles, 2009, pg.8). Data Then and Now One method of examining what Sanger has accomplished and continues to influence in modern day is comparing epidemiological data from then and now. Birth rates are a huge indicator on how access to contraceptives and safe abortions improved throughout the years. In 1930, the birth rate was 20.7 births to every 1,000 people (U.S. Public Health Service, 1947, pg. 101). Birth rates have trended downwards throughout the years and in 2013, the Centers for Disease Control and Prevention (CDC) stated that the current birthrate was down to 12.4 live births to everyShow MoreRelatedThe Eugenics Movement And The United States1810 Words   |  8 PagesThe eugenics movement in the United States beginning in the late 19th century and extending to the mid 20th century was a biosocial movement, which advocated procedures to improve the genetic composition of the American population. 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Dominick10 Tb Ch08 1 - 1005 Words

Chapter 8 Sound Recording True/False 1. Thomas Edison, the inventor of the phonograph, thought it would be useful as a dictation machine. Ans: T 2. When radio began to gain in popularity, sales of records and record players skyrocketed. Ans: F 3. TVs rising popularity affected radio, but not the recording industry. Ans: F 4. Rock music has roots in several musical genres, including rhythm and blues. Ans: T 5. The dawn of the 60s brought a new clean ­cut breed of rock star, thanks to American record companies desires to increase profits. Ans: T 6. Although some American recording artists were prominent during the 1960s, the music scene became dominated by the British Invasion.†¦show more content†¦retail E. management Ans: A 26. One ­stops are most closely associated with the ________ segment of the recording industry. A. talent B. production C. distribution D. retail E. management Ans: C 27. Which of the following is NOT a defining feature of the recording industry? A. it is a cultural force B. it is an international enterprise C. it has been the center of social controversy D. it has never been interested in the counter ­culture E. it is a unique blend of business and talent Ans: D 28. Touring arrangements are made by a record companys ________ department. A. AR B. artist development C. business D. advertising and merchandising E. field activity Ans: B 29. Recording different instruments and singers separately is possible due to: A. advances in duplication technology B. the producers creative input C. overdubbing and equalization D. multitrack recording E. digital recording Ans: D 30. The AR department of a recording company is responsible for: A. the actual recording sessions B. administration of recording artists C. scouting talent D. advertising revenue E. none of theseÍ ¾ AR is NOT part of a recording company. Ans: C 31. Which of the following types of retailers is increasingly important to the recording industry? A. big chains (Sam Goody) B. mass merchandisers (Wal ­Mart) C. bookstores (Borders) D. local independent record stores E. record clubs Ans: B 32.

Implementing Change Process Rapid Supply Electronics Components Ltd e

Question: Discuss about the Implementing Change Process for Rapid Supply Electronics Components Ltd. Answer: Introduction The report is basically focused on the change management process of the company named Rapid Supply Electronics Components Ltd (RSEC). The primary purpose of this report is develop skills in the use of change process and management theories and models in the analysis of a typical business situation that has organization and structural change and development concerns. The assignment requires you to analyze the current situation, and suggest practical and probable solutions. The secondary purpose of this assignment is to give opportunity to apply research, analysis, critical thinking write a case analysis report. The report is about the company Rapid Supply Electronics Components Ltd (RSEC) which acquired one company named Electronic Bits Fast (EBF). Both the companies do business of electronic equipment in Australia to the wide range of customers. The reason of acquiring EBF is that the company has good customer service and brand value which would be beneficial for the RSEC. The company RSEC is a decentralized company and on the other hand EBF is a centralized company. It has well structure of functions such as sales, logistic and customer service. RSEC has different business units in different parts of Australia and EBF has one head office in Sydney. Thus the problem is that company RSEC has to adopt some changes in its business structure. It needs some changes in the location, to manage the business of EBF which has its head office in Sydney. Thus, company planned to do some changes immediately. The focus was on designing and implementing new structure for growth in sales, and customer ser vice. Business system manager was appointed as change manager and he created a project team to implement the change plan. The issue is that it has been seen that there are many difficulties to implement the change in the company. It was not easy for the employees to accept immediate change. After the changes, HR manager identified that there is a decline in morality, trust, value and quality of communication. Analysis Company experiences change while operating in the competitive market. To get competitive advantage and growth, company needs to take many decisions such as merger, acquisition, partnership, different strategies, etc. sometimes company needs to implement some changes in the operations of the business (Kaplan Norton, 2006). Implementing a change in the business organization can be a challenge for the company if the change is not implemented in effective way. Company needs to create effective ways to implement the change. Effective ways of change can help the employees, customers and business partners to adjust in change (Root III, 2016). In this case, the change manager tried hard to implement the change but there are some issues in the announcement regarding change. Problem Identification/Case Issues Change can affect everything in the company. Sometimes change is not acceptable by the staff while merging and acquisition with other companies. Changes are necessary if company wants to grow in the competitive market. To implement the change, company has to face some issues and barriers (Kotter, 2007). The process of change impacts on some parts of the organization i.e. what type of business organization does, process and ways by which the organization does business and the process adopted by the organization to share information with its employees (Recklies, 2001). In the given picture, there is the description of change process: Figure 1: Change Process (Source: Recklies, 2001) In this case, there are also some issues in the company Rapid Supply Electronics Components Ltd (RSEC) for implementing the change. The reason of problem in implementing changes was that employees had faces acquisition recently and for them, it was not possible adjust with new environment. The way of working of EBF was superior to RSEC and staff of RSEC felt that it would be difficult for them to adjust in that kind of working environment in new merged company (Becker, Huselid Ulrich, 2001). There are many employees who are affected with the merger. Company wanted to relocate some of employees according to different departments such as most members of sales teams who making deliveries to the customers. The issue was that there was no clear specification about relocating till initial announcement. There were expectations of managers who were working in the regional offices of RSEC that they would get something additional after the company. According to the change manager, the plan was implemented successfully. But it was not so as the board was thinking. The change was not working properly after giving training to staff and relocating them. The reason was that the change was implemented in speed and in high proportion. Along with this, because of those employees who refused to relocate, company was unable to recruit sufficient new staff to fill all roles. That is why company could not give proper customer services and company had to hire agency workers for the services. This created dissatisfaction among the employees. Employees felt that there is too much work load in the company and it became difficult for employees to cope with their own work loads. Result of all these circumstances were a decreasing brand image of company and increasing customers complaints (Frost, 2016). Problem Analysis and Justification Implementing a change in the organization needs a clear identification of problem such as why change is necessary. It is the fact that people dont want to accept the change until they are forced to do so. The problem was that the change process was happened in speed that is why employees felt dissatisfaction. The result of implementing change in speed was that it created increment in customers complaints and employees dissatisfaction (Werkman, 2009). In the survey conducted by the HR, it was identified that there was decline in the morality of the company. Along with this, there was a decrement in involvement of the employees in business operation. Decrement in the quality of communication and level of trust showed that employees were feeling less valued in the company. There was growing dissatisfaction among the employees (Gilbert Bower, 2002). The reason of these problems was that the board of the company wanted to change in the business operation immediately. The company faced these problems and issues because of poor handling of change management. There was lack of many things in the change management process of Rapid Supply Electronics Components Ltd such as lack of communication, lack of proper information with employees, confusion in relocating, and no proper reward system for managers, etc. Because of the lack of these points, it created low employees involvement. The impact of the ineffective change management can be seen by the performance of the employees in the company. Because of workload, employees had to face high level of stress, decreasing job satisfaction, additional pressure to complete the work and lots of unnecessary mistakes and because of these issues in performances, complaints of customers had increased. Thus, it is clear that the company Rapid Supply Electronics Components Ltd had not adopted proper change management process for implementing the change (Kansal Chandani, 2014). Alternative Solution Change is an important part of the organization when it wants to grow in the competitive market. The process of change can be bigger for the company which going to adopt the merger and acquisition. For the effective change process, good training for change management is necessary for the managers to drive the change successfully. Rapid Supply Electronics Components Ltd can use some options to implement the change successfully: Explain the reason behind change: It is the first stage for starting the change process. The reason behind should be explained to the employees that why the change is important. This stage needs to be explained carefully. There should be opportunity for the employees to raise the voice of thoughts and concerns regarding change (Vaughn, 2012). Change should be implemented in shifts: The process of change become successful when it is implemented in shift. Process in big size can be the cause of confusion among the employees. Process of change should be slowly so that employees may get chance to adjust with the changing environment (Kirke, 2013). Observe and review the change: There should be careful monitoring and observation of the impact of change on the employees. Observing is essential to identify the success. Employees as well as managers need to be aware that how the change is progressing towards the success and what is the result of changing process. The intension of the company for implementing the change is the improvement of employees so, employees should be aware of the importance of change management process (Kern, 2003). Employee Involvement: For change in the company, there is a need to communicate with the employees. Employee involvement is the most important part for the successful implementation of change in a company. So, it is important to involve their participation in the change process by explaining them about the reason of change (Weiner, 2009). Removing issues: There may be many issues with the change process because sometimes employees dont want to adjust in changed environment. There can be issues lack of communication, lack of proper information, problems with relocation etc. This is the responsibility of the management in the company to remove the barriers so that employees can participate in the change process without any issues (Stoltzfus, Stohl, Seibold, 2011). Every company wants to grow in the market but to implement the change in the business can be a big challenge for the company. When the employees come to know that the implementation of change is a part of improvement and success, they will give allowance for implementation of change (Wallace, Blase, Fixsen, Naoom 2008). Recommendations There are some recommendations that company Rapid Supply Electronics Components Ltd can adopt for change process: Rapid Supply Electronics Components Ltd is a decentralized company and Electronic Bits Fast is a centralized company so there can be the mixture operations of both companies. For increasing employees satisfaction, management of the Rapid Supply Electronics Components Ltd should communicate to employees properly. There should be review of the performance of the employees after change process. There should be proper training process in the change process for employees. Employees should get chance to contribute their views, thoughts and ideas regarding change. Implementation Rapid Supply Electronics Components Ltd can implement the change process with new ideas. First of all, management of the company has to explain the actual reason behind the change that the change process is for the growth in sales and customer services. Management has to give the equal chance to the employees so that they can share their view on the change process. There can be a mixed business and the management can establish the sub offices so that employees can work easily. Management team has to focus on the employee involvement without any stress and workload. Managers have to be aware that how the change is progressing towards the success and development of the company as well as employees (Werner, 2004). Conclusion The report has been discussed about the merger of the company Rapid Supply Electronics Components Ltd (RSEC) and Electronic Bits Fast (EBF). From the above discussion, it has been observed that RSEC is a decentralized company and company has to adopt some changes in its business structure to cope with EBF. It also has been seen that there are many difficulties to implement the change in the company. It was not easy for the employees to accept immediate change. Change manager tried hard to implement the change but there are some issues in the announcement regarding change such as customer dissatisfaction, employees dissatisfaction, over workload, high stress etc. The report has given the problem analysis and justification. Along with this, in the report solution of the problem and recommendations to implement the change process has been give. By the proper communication with employees and review and observation of change process can lead the success of change management within the com pany. References Root III, (2016). Techniques for Implementing Change in an Organization. retrieved on 29th September 2016 from https://smallbusiness.chron.com/techniques-implementing-change-organization-10032.html Recklies, O., (2001). Problems in Managing Change. retrieved on 29th September 2016 from https://www.themanager.org/Strategy/Change_Problems.htm Kansal, S., Chandani, A., (2014). Effective Management of Change during Merger and Acquisition: Procedia Economics and Finance. (11). 208-217 Kirke, D., (2013). How to Implement and Manage Successful Change Programs. retrieved on 29th September 2016 from https://smallbiztrends.com/2013/09/implementing-change-programs.html Kaplan, R.W. Norton, D.P. (2006). How to implement a new strategy without disrupting your organization: Harvard Business Review, 100-9. Kotter, J.P. (2007). Leading change: why transformation efforts fail. Harvard Business Review. 56-67 Becker, B.E., Huselid, M.A. Ulrich, D. (2001). The HR Scorecard: Linking People, Strategy, and Performance. MA: Harvard Business School Press. Gilbert, C. Bower, J.L. (2002). Disruptive change: when trying hard is part of the problem. Harvard Business Review. 94-101. Frost. S., (2016). Barriers Challenges to Change Implementation. retrieved on 29th September 2016 from https://smallbusiness.chron.com/barriers-challenges-change-implementation-30842.html Vaughn, M., (2012). How to Successfully Implement Organizational Change. retrieved on 29th September 2016 from https://sandhill.com/article/how-to-successfully-implement-organizational-change/ Kern, H., (2003). Implement change management with these six steps. retrieved on 29th September 2016 from https://www.techrepublic.com/article/implement-change-management-with-these-six-steps/ Suran, S., (2002). How to implement change effectively: Journal of Corporate Accounting Finance. Werner, A. (2004). A Guide to Implementation Research. Washington, DC: The Urban Institute Press Wallace, F., Blase, K., Fixsen, D., and Naoom, S. (2008). Implementing the Findings of Research: Bridging the Gap Between Knowledge and Practice. Washington, DC: Education Research Service. Weiner, B. J. (2009). A theory of organizational readiness for change: Implementation Science, (4), 67-78. Werkman, R. A. (2009). Understanding failure to change: A pluralistic approach and five patterns. Leadership Organization Development Journal. (30). 664-684 Stoltzfus, K., Stohl, C., Seibold, D. R. (2011). Managing organizational change: Paradoxical problems, solutions, and consequences: Journal of Organizational Change Management. (24). 349-367

Economic Performance of Singapore

Question: Write an essay on "Economic Performance of Singapore". Answer: 1. Introduction Singapore has been a trade oriented economy with the most business-friendly regulatory environment. It is a successful free market having a strict tolerance to corruption and ethical practices. Manufacturing and Service sector has been the two strong pillars of the economy. Maintaining and managing international competition has been priority for Singapores sustainable growth since it is dependent on the export and imports volume largely. To sustain the financial pressure on the economy, government intervene to manage human capital and inflow of foreign workers with its tight regulations. Singapore has witness major restructuring of policies and procedures for industrial growth, correcting labor market and developing the internal resources of the country. The essay will highlight the economic trend indicating the GDP performance productivity, focusing the monetary performance of the economy in a given period. It will discuss the issue relating to the mass momentum in the labor market, managing internal unemployment and opportunities created to provide longer job prospects to the citizens. Indicating the transition of Singapore government to transform its labor intensive industries to capital intensive, cutting down the dependency on foreign workers and upgrading the skills of its local workforce. The study will also analyze the inflation trend of the country, emphasizing the types of inflation prevalent in economies around the world. Underlining the initiatives taken by the Singapore government to address each challenge and reposition the countrys economic stance at a higher level. These prospects aspire to embark new growth level for the country in near future. 2. Production Output Performance 2.1 Real Gross Domestic Product The Gross Domestic product is a term that measures national output and income of a focus countrys economy, adjusting inflation. It sums up all the expenditure of goods and services produced with in the country in a given period. The GDP of Singapore was US$ 307.86 billion in 2014 than US$ 302.25 in 2013. As per the Monetary Authority of Singapore, the credit for this growth goes to expansion of financial service industry with manufacturing sector contracting to 2.5%. The growth has been observed in construction sector for creating new infrastructure and service sector to a large extend. The Singapores GDP is 0.50 percent the world economy, the average GDP performance since 2009 to 2014 is US$ 67.77 billion (Industry., 2014). Singapore strong economic growth picked up from 2010 onwards, nearly grew up to 15% after the global recession pertaining to foreign investment and development strategy. Service sector has been a major contributor with more than 75% of total GDP. Finance insurance and business service sector experienced a growth of 7.7 % and 2.9 % respectively. The other sectors such as transportation, telecommunication and wholesale retail trade has also expanded in 2014 (Industry., 2014). Figure 1: Singapore GDP 2.2 Real Gross Annual Growth Rate The real gross annual growth rate can be determined by the change in the value of goods and services over a period in a year. The country experienced a slower annual growth rate during the period of 2012 to 2014, the government initiative to reduce the cheap labor in the market has pushed up the cost. Singapore has been trying to cope up with the stiff competition from developing countries like India, Vietnam and China for its low cost manufacturing products since long. Singapore aspires to utilize its internal human resources to reduce external dependency through intensive training development programs especially for Singaporeans and strict immigrant policy. These initiatives implemented between 2011 to 2013 at a large level has resulted the annual growth rate to stabilize between 3 to 4 % during 2012 to 2014. Figure 2: Singapore Gross Annual Growth Rate 2.3 Real GDP Per Capita Analysis The gross domestic product per capita can be determined by measuring the average income of per individual in a country. The GDP per capital of Singapore was accounted at US$ 38087.89 in 2014. As a part of worlds average contribution, Singapore GDP per capita amounts to 302%. The GDP per capita of Singapore has been highest in 2014 pertaining to the resources and evolving service sector in the country. The lowest has been recorded in 2009 at US$ 30700.47 due to global recession (Siddiqui, 2010). Figure 3: Singapore GDP Per capita The income of the people in the country is increasing but the job opportunities have squeezed down due to lack of skill and expertise in the locals. This mis-match has reduced the number of people spending more money combined with the number of lay-off taking place in the country. The fall in the per capita income was largely effected during the period of 2010 to 2011, whereas it picked up most in the year 2013 to 2014 pertaining to new policy initiatives. 2.4 Production Output Performance Government Measures As an initiative to enhance the economic and financial performance of the country, Singapore government has implemented economic restructuring and growth policies. The government aspire to created value added and high capital intensive industries with in the country, creating lesser dependency on the foreign workers. These initiatives drive the economy to achieve higher per capita economic output with lesser number of foreign workers. It would also enable the country to improvise the overall productivity and competition in the market (Koh, 2006). Singapore government plans to introduce new innovative approach for product manufacturing processes, supply chain management, RD and new market entry strategies. These initiatives would lead the country to drive the industrial economic growth, bringing more opportunities as well as foreign investment. Through a comprehensive RD ecosystem the government aspires to enhance the innovative capabilities of local enterprise (Abeysinghe Choy, 2007). Managing human capital has been the most important agenda of Singapore government. Human capital development policy has been implemented to upgrade the skill of the local workers adjusting to the evolving change of the industry. This initiative would enable the human resource to stay employable for a longer period (OECD, 2013). 3. Labor Market Analysis 3.1 Unemployment Trend in Singapore Singapore unemployment status as shown in figure 4, has been lower in 2014 in comparison to 2012. The major unemployment hit was observed between 2009 to 2010 following the global economic recession. The fall in the unemployment rate is due to the high labor force participation for residents reaching to new heights, driven by the involvement of older residents and women. There have been more training programs for local residents on skill upgradation such as Workfare Training Support Scheme, Continuing Education and Training etc. Due to these initiatives the employment rate fell down drastically to 2.3% in 2011 to 2.1 2 % in 2012 (daohua, 2014). Figure 4: Singapore Unemployment Rate 3.2 Types of Unemployment in Singapore Unemployment is a situation where the deserving candidate is unable to find a job for himself. In Singapore there are three different kinds of unemployment such as frictional unemployment, Structural unemployment and Cyclical unemployment (Fiji., 2004). Frictional unemployment is a transitional unemployment; it happens because potential candidate takes time to find an appropriate job suiting to his or her credentials. Pertaining to Singapore governments initiative to motivate the citizen with better opportunity, replacing with the one held by immigrants, takes time. Also fresh graduates, looking for job takes their own course to find one. This type of unemployment is prevalent in every economy. Structural Unemployment takes place as a result of restructuring in the economy. This takes place when a country faces mismatch of the skills with regards to the changing structure of the industry. Singapore has been driving efforts to reduce the labor dependency and create automation through capital intensive technology. Such change has caused unemployment from the low skill industry which needs to be trained and re-employed. The manufacturing industry in Singapore has seen a down shift due to the competition from low cost emerging economies, moving away the investment and trade opportunity. Cyclical unemployment is a result of demand-deficiency in Singapore as the country is largely dependent on external demand for its economic growth. The shrinking manufacturing sector has made the Singapore IT products exports expensive for the rest of the world. The fall in international demand of the manufacturing product in the market has lower the demand for Singapores goods and services, further resulting to economic depression, workers lay-offs, plant shut-down etc. 3.3 Higher Employment Government Measures To address the issue of unemployment, Singapore government has initiated heavy investment on training and development programs for the resident workforce of the country, especially women and elderly people. To make the locals employable for a long time it has been identifying industries with longer sustainability and train them as per the skills required. A key initiative has been implemented such as Worker Training Support Scheme in 2010 for the low wage workers to get enrolled. On the same hand employers are provided subsidies up to 95% on the course fees as well as absentee pay roll. Another scheme such as Continuing Education and Training in 2011 for professionals, executives, technicians, executives, etc comprising for more than 50% of the workforce in Singapore (OECD., 2012). The government is also geared up by creating infrastructure for education and training in the form of building universities, focusing on innovation and entrepreneurship. Creating opportunities for aging generation and labor workforce through Tripartite Committee with following measures such as restructuring the wage structure, employment opportunities for older workers; enhance skills and productivity (Tat Toh, 2014). 4. Price Level Analysis 4.1 Inflation Trend in Singapore The inflation has fell sharply to -1.5% in 2010 due to the global recession, as the market grew from 2011 onwards the inflation begins to rise. Reaching to a level of around 6% in 2012 it fell sharply again in 2014 and 2015. Inflation fell sharply by .2% year-on-year in Dec 2014 mainly due to the fall in transportation as well as housing costs (Dube, 2013). The moderation in the residential property price has been able to manage the inflation rate at a lower level. The real income growth picked up in 2013 due to high nominal income gains causing inflation to be eased. The real median income of the workers increased by 4% in 2013 causing to fall in inflation levels (IMF, 2013). Figure 5: Singapore Inflation Rate 4.2 Causes of Inflation Inflation is caused due to a persistent increase in general price level in the economy along with the fall in the consumption pattern and purchasing power of the consumer. There are two types of inflation in any economy such as: Demand Pull The demand pull inflation occurs when the aggregate demand of the goods and services produced in a country is more than the supply. This creates a situation where the excess from the supply needs to be diverted to fulfill the increase in demand. Demand pull inflation in a country curtails the exports diverting the goods to attain domestic market demand. This also reflects an economic inefficiency to produce required goods and services for domestic consumption (Ebiringa., Thaddeus, Anyaogu, 2014). Figure 6: Demand Pull Inflation Cost Push Cost push inflation takes place when the higher cost of production is passed on to the consumer by making things expensive and selling them at higher prices. Also a rapid increase in the wages or salaries as well as increase in the raw material price are the cause to cost push inflation (Ebiringa., Thaddeus, Anyaogu, 2014). Figure 7: Demand Pull Inflation 4.3 Stable Price Government Measures To stabilize the inflation fluctuation in the economy Singapore government has taken steps in the most affecting sectors such as Housing and Transport, Labor market and etc. Housing and transportation has accounted for more than two-third of the rise in the prices in 2012 and it is further account for more than half this year. To address the housing inflation, Singapore has introduced a new tool that would discourage and restrain the housing market. Implementing limitation on loan credit and increasing additional stamp duties would together make the housing market expensive, thereby increasing the value of the existing ones and rentals both (Chan, 2013). To correct the transportation sector especially the car segment, the government is in the process of re-examining the system of classifying certificates of entitlement. This initiative would help in optimizing the allocation of COEs as well as tempering with the car prices. To control the labor market, tighter regulations on hiring foreign workers has been implemented to keep the labor market tight. Lower number of foreign workers would help companies having relief from foreign workers levies. Few more fiscal measures have been designed to help businesses to cope-up with the increasing costs such as Wage Credit Scheme, increase wage of Singaporean employees; Productivity and innovation Credit, encourage businesses to make improvement in their productivity as well as conduct innovation; Gross Income Tax Rebate, providing 30% rebate on the business cost granted to companies for three years from 2013 to 2015 and Enhancement to the productivity and innovation credit scheme, help business invest money in innovation and enhance productivity at the same time. 5. Conclusion To summarize, the Singapore economy is showing positive improvement in its overall structure to address the challenges of economic growth, unemployment and inflation. The country has altered with economic policies and procedures to correct the present situation of managing human capital, housing and transportation sector as well as unemployment rate in the country. Adequate measure with regards to each challenge has been put in place to ensure the stability in economic growth, increase in employment opportunities for women and older people and curb the fluctuating inflation levels. The overall growth of the economy has been turbulent since 2005 to 2014, having fluctuating performances as well as growth level. The continuous government innovative initiatives aspire to take the country way ahead of its competing nations. 6. Bibliography Abeysinghe, T., Choy, K. M. (2007). The Singapore Economy: An Econometric Perspective. London: Routledge. Chan, F. (2013, Feb 14). Taming the inflation monster. daohua, D. (2014). The Reasons Why the Singapore Economy Has Been Outperforming Hong Kong. Dube, A. (2013). Minimum Wages and Aggregate Job Growth: Causal Effect or Statistical Artifact? Ebiringa., Thaddeus, O., Anyaogu. (2014). Exchange Rate, Inflation and Interest Rates Relationships: AnAutoregressive Distributed Lag Analysis. Journal of Economics and Development Studies, 267-269.