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The OECD has faced many challenges in the last 50 years, but perhaps none as great as the current global crisis. Response to the crisis has been swift and massive. But despite some cautious optimism, the immediate future does not offer much relief. The global economic system must undergo many structural changes if we are to avoid a repetition of this scenario. The job ahead is substantial and requires great perseverance. This is a key feature of the OECD , which has consistently worked with governments with a long-term view, to address structural problems through enhanced global co-operation. The crisis has left virtually no area of policy making untouched. It has brought many long-simmering issues, such as tax evasion, income inequality, good governance and competition issues, back to the centre stage. But other substantive, medium and long-term matters, such as climate change and poverty reduction, which were at the forefront of most government agendas only one year ago, are adding to the sense of urgency. This crisis presents opportunities as well as challenges, and the OECD is seizing these opportunities to formulate policies that will lead to a stronger, cleaner, fairer world economy. Over the past year, the OECD has pressed for a "stronger" world economy through its work in areas such as regulation; governance; trade (especially Doha); investment and competition; and, of course, developing policies for sustainable growth. Work on anticorruption, corporate governance and tax evasion has sought to restore trust in globalisation by making it "cleaner". So has, literally, our work on environment and climate change, another face of "cleaner". Finally, our work on employment and social inclusion, education, health care and economic development is key to developing a "fairer", more participative world economy. The OECD is the global standard setter in many of these fields. It helps governments to determine where policy changes are needed and how governments can implement those reforms. It is not surprising that the focus of much of this year's Annual Report is on the Organisation's analysis of and response to the crisis. The OECD 's unique ability to address the complex nature of the global crisis, which affects virtually every aspect of policy making, is presented and developed in the pages that follow. We will continue working with member and non-member countries, as well as with other international organisations, to establish the basis for a better world economy.
This first IRTAD annual report comprises a synthesis of the main trends in traffic deaths and crashes in 2008 and presents the IRTAD Group and its activities. It includes detailed reports from 28 countries, focusing on the latest data for the year ...
The NBER Macroeconomics Annual provides a forum for important debates in contemporary macroeconomics and major developments in the theory of macroeconomic analysis and policy that include leading economists from a variety of fields. The papers and accompanying discussions in NBER Macroeconomics Annual 2009 address how heterogeneous beliefs interact with equilibrium leverage and potentially lead to leverage cycles, the validity of alternative hypotheses about the reason for the recent increase in foreclosures on residential mortgages, the credit rating crisis, quantitative implications for the evolution of the U.S. wage distribution, and noisy business cycles.
Only 15% of employees worldwide are engaged at work. This represents a major barrier to productivity for organizations everywhere – and suggests a staggering waste of human potential. Why is this engagement number so low? There are many reasons — but resistance to rapid change is a big one, Gallup’s research and experience have discovered. In particular, organizations have been slow to adapt to breakneck changes produced by information technology, globalization of markets for products and labor, the rise of the gig economy, and younger workers’ unique demands. Gallup’s 2017 State of the Global Workplace offers analytics and advice for organizational leaders in countries and regions around the globe who are trying to manage amid this rapid change. Grounded in decades of Gallup research and consulting worldwide -- and millions of interviews -- the report advises that leaders improve productivity by becoming far more employee-centered; build strengths-based organizations to unleash workers’ potential; and hire great managers to implement the positive change their organizations need not only to survive – but to thrive.