Crisis of confidence

The old-fashioned financial system was like Old Maid, a parlour game once beloved of small children. The banks were like players, dealt hands from a pack of cards, which they swapped among each other. At the end, one player was left holding a lonely queen—a bad debt, if you will—and lost. Over the past few decades the game has changed. Securitisation has snipped the old maid into pieces; new faces, such as hedge funds, have joined the party, enabling the banks to distribute those pieces among a larger number of players. When the game is over, lots of players are left holding small losses instead of one player holding a big one.
During two exceedingly prosperous decades, that theory seemed to work just fine. But the swings in almost all financial markets this month have made dispersed risk suddenly morph into dispersed mistrust. The uncertainty has been magnified .Meanwhile, collateralised-debt obligations (CDOs), made up of clumps of those securities and laced with leverage, have become almost impossible to trade. So none of the players really knows how much he has lost. While this uncertainty lasts, investors are taking it out on the banks that peddled the securities by dumping their shares; and the banks are taking it out on those they sold them to by demanding more collateral on their loans. The banks have even grown cagey about lending to each other.
The doubts burst into the open on August 9th when central banks were forced to inject liquidity into the overnight money markets because banks were charging punitive rates to lend to each other. At first, the problems appeared more serious among European banks. The pain in America was concentrated in the largest hedge funds, including those run by Wall Street’s biggest name, Goldman Sachs. Increasingly, however, analysts worry about the exposure of American, Canadian and Asian banks.
On Wednesday August 15th shares in Countrywide Financial, a large American mortgage lender, fell 13% after an analyst gave warning of possible funding difficulties. Despite liquidity injections by the Federal Reserve on August 15th, the S&P 500 index fell 1.4%. The heavy selling spread to Asian and European stocks on August 16th.
Every crisis begets finger-pointing, and the blame now is falling on the rating agencies that helped structure these exotic instruments. Currently, they are guided by a voluntary code that aims to tackle potential conflicts of interest. The biggest is that the agencies are paid by the firms they rate. Rating CDOs was a profitable business.
If these securities are now downgraded, banks could be forced to offload lots of illiquid instruments into a falling market—one of the fastest ways to lose money yet devised. But if there are no buyers, banks may have to sell something else to shore up their balance sheets.
Something like this indiscriminate selling has been affecting hedge funds over the past couple of weeks. Faced with more demanding standards from their banks and investors, some have been forced to unwind positions in order to realise cash. That has led to unusual movements in debt and equity markets, which have only got some funds deeper into trouble. Quantitative funds have been hardest hit, as investment models that had made money for ages briefly proved worse than useless.
Since banks lend to hedge funds, any problems there quickly become their concern. On top of this, both Bear Stearns and Goldman Sachs have found that when funds bearing their name get into trouble the desire to preserve their reputations soon leads to a rescue. Sometimes risk is not as far away from the banks as it seems.
At the end of Old Maid as banks used to play it, the loser would take a big write-off and then everyone could start playing again. In the new version, the use of leverage means the game is being played with hundreds of packs of cards and by thousands of different players. Working out who has won and who has lost in this round will take a long time.

Economist

Gulf emerging as big market for Indian medical tourism

India's growing reputation as a major medical tourism destination is attracting more and more visitors from Gulf countries. And many travel agents are now offering packages combining treatment with a vacation. The Gulf is one of the most important markets for India's tourism industry. In the last two years, there has been a significant growth in the number of visitors from this region going to India for medical tourism.

He said that though the West has been the traditional medical tourism destination for Gulf citizens, the trend changed after the 9/11 terror attacks and with the Indian government launching the Incredible India campaign, the total concept of India in the region has changed.. They have also realised that top hospitals in India like Apollo, Max or the J J Hospital in Mumbai can carry out major operations at a fraction of the cost in the West.

While a heart surgery costs $30,000 in the US, it can be done for just around $6,000 in India.
A bone marrow transplantation comes for just $26,000 in India compared to $250,000 in the US. Replacement of a heart valve in India costs less than half of what it costs in the West.

In fact, travel agents here are making innovative packages combining medical treatment and pleasure trips. Such packages usually include flights, transfers, hotels, medical treatment followed by a post-operative vacation.

Though exact figures were not available to show the rise in the number of visitors to India from here for medical tourism, the overall figures show a growing trend in the number of tourists from the Gulf to India. In 2007, the Indian missions in the UAE issued a total of 60,814 visas compared to 50,076 in 2006. Similarly, the Indian embassy in Oman issued 21,843 visas in 2007 as against 18,476 the previous year.

Overall, Indian missions in 12 Gulf and Middle East nations issued 172,689 visas in 2007 compared to 149,568 in 2006, a rise of 16 percent. While Arab tourists like going to Mumbai, Goa and the golden triangle of north India - Delhi-Agra-Jaipur - a majority of expatriate Indians in the region go to south Indian tourist destinations.A large chunk of the 5.5 million-strong expatriate Indian community in the Gulf come from south India.
To exploit the full potential of the Gulf market, India's tourism authorities are now stepping up the Incredible India campaign in this region.

5 Keys to Increasing Your Pay

It could be that managers and workers have a different take on what it means to be a top performer, and so they disagree on who should get the corporate spoils.

Most workers think that if they know what their job is and do it well, hitting all their goals on time and within budget, then they're doing a good job and deserve to have raises and bonuses heaped upon them. That would be true in a pure meritocracy. But in the real world, the politics of compensation are not that simple. Here are five keys to increasing your salary and benefits:

1. The boss's priorities rule

From the boss's perch, the biggest raises and plumpest perks go to the people he values the most and doesn't want to lose. These are the people who help him to get things done, meet his goals, and generally look good. In short, your performance and the raise it garners are less about you and all about him.

"Executives value people who fit in well with them and with the team, who understand the culture and can help them get the results they want. So find out what's on the top of your boss's mind, and drive your work and your team's work around those things rather than the other things on your agenda that are lower priority for him."

2. You are as good as you say you are

Once you've got your priorities straight, make sure your boss, and anyone else who matters, knows about the great work you're doing for the company. And don't wait for those annual performance reviews to let them know. It's the informal interaction that the boss takes in all year long that creates an impression of who you are and how you fit into his work.

So shoot him e-mails to ask advice or let him know about progress you're making on the work he most values. When you get an e-mail from someone else noting your success or thanking you for help on this work, forward it on.

Be able to speak up at meetings in an informed way about the projects closest to the boss's heart. And when you run into your boss in the elevator or at the water cooler and he asks how it's going, skip the polite, generic small talk. Instead, opt for an upbeat sentence or two that relates how excited you are about work coming up or just completed on one of those coveted projects.

3. Know what you want

Compensation is more than just salary. So when it comes time for that sit-down, know what you want and have the data to support it. Know what others in your field receive in terms of pay and other perks, and what the salary range is for your job at your company. Then think about what is important to you. Do you most want a raise, a better bonus, more stock, or something else?

"Talk to others in your organization who know your boss and ask for feedback on your pitch to him.Find out what his points of resistance are going to be so you're prepared to respond to them."

4. Have a plan B

If the raise you want simply isn't going to happen, don't go away empty-handed. In its stead, "ask for more training, a trip to an important conference, or Friday mornings off—whatever has value for you."

And suggest a plan for discussing it again in a few months. "No doesn't always mean no. It can mean not right now.So zero in on why the boss is handing you that "No." If it's not in the budget, let him know what you would like your salary to be when he sets a new budget. If he wants to see you hit a certain milestone before bumping up your pay, then agree to a plan and time frame for getting there.

5. Know when to walk away

Fourteen percent of people who are thinking of leaving their company this year say the desire for better pay is the reason.. That's twice the number of people who say they are staying because they expect a good raise or bonus.

But the time can come where you just need more money. Or it can become clear that the boss is never going to see you and your value to the team the way you want him to. When that happens, it's not only OK to seek greener pastures; it's the savvy thing to do. Even within the same company, starting over with a new boss gives you a clean slate for establishing who you are and negotiating what you're worth.

U.S.News & World Report