Coca olas Response to Changing Market Conditions Essay

Coca olas Response to Changing Market Conditions - Essay Example While Coca Cola was focusing too much on carbonated drinks, PepsiCo was responding to market changes in two important ways. To begin with, Pepsi chose diversification as its strategy to increase its customer base. By this time, they had already realised that they would be better access a bigger part of the market by offering complimenting products such as energy bars and other snack foods. Meeting emerging consumer concerns PepsiCo also realised one important thing about consumer needs. As people started to be more concerned about the health issues caused by cola drinks, PepsiCo was quick to launch healthy products such as diet code and other non-sugary products. This was a very good way to access the segment of the market which was tied in people who could not use the normal carbonated beverages. At the same time, the number of people with health issues such as diabetes was becoming very high and this made it possible to have a big market share for non-sugary beverages. Pepsis was q uick to respond to this rising marketing needs. Yet, at such a time when non carbonated drinks were becoming favourite for so many people who were either concerned about the health impacts of carbonated drinks or whose health issues could not allow them to use the same, Coca cola, under the leadership of Goizueta, continued to focus on its cola drinks. Roberto Goizueta believed that being able to efficiently produce carbonated drinks was the strategy that would help the firm to have a permanent grip on the market. This was both right and wrong. This is because although low production costs are a good strategy, they can only be helpful to a business if they are geared towards the right direction. In other words, Coca cola’s low cost strategies were good but were focused on the wrong product. This is a time when Coca cola should have been focusing on looking at how it could have been able to introduce new products which would fit the new and emerging consumer needs. This made C oca cola to remain behind PepsiCo and therefore giving PepsiCo the upper hand in the market. Coca cola not only failed to diversify like PepsiCo had done, but is also failed to consider new market needs. Q2 Coca Cola Coca Cola’s marketing orientation is geared towards affecting the way the buyer thinks about the product. A closer look at the way in which Coca Cola manages its marketing in the times of Goizueta indicates that Coca cola is not customer oriented. This is seen as the old-school marketing in which organisations did not look too much into what the customer wanted but rather only focused on developing a product and the presenting it to the consumer (Ireland, Hoskisson and Hitt 2010). In this regard, it means that Coca Cola only focused on producing the products which they thought best for customers and then delivering this product. In such an arrangement, marketing is done by massive branding campaigns which would be geared towards making the customer to believe tha t the product is best for them (Kenny 2009). This is what coca cola had used for a long time leading it to become the number one brand in the world. Coca Cola also seems to focus on specialising rather than diversification. In this regard, especially under the leadership of the charismatic leader Goizueta, Coca Cola focused too much on its main product which was its cash cow. In fact, Coca Cola’s diversification was only as a reaction to PepsiCo’s market success brought by PepsiCo’s diversification strategy. PepsiCo PepsiCo on the other hand had a different marketing orientation. Towards the end of the 20th century, PepsiCo seemed to have realised that aligning the business strategy to the needs of the customer was the next big thing. Unlike Coca Cola, PepsiCo started focusing on looki

Health Education and Technology Essay Example for Free

Health Education and Technology Essay According to Bastable, â€Å"Technology has had such an impact on workforce training that it has given birth to a new industry and a new set of buzz words that define an Information Age approach to staff education. † (2007, p. 548) Thus, the inclusion of technology early on, as in its integration to education, has been deemed necessary. However, due to the evolution of technology, curriculum design and implementation in the field of health education will undergo a series of changes and modifications. These various changes will be determined based on the outcomes of technological evolution, the perceived potential of technology to change the landscape of health education in the future, and the educational theories, principles, approaches, etc. developed by respected members of the academic institution through research studies. According to Iwasiw, Goldenberg, and Andusyszyn, â€Å"Curricuralists should gather data about technology and informatics for health care and education, as well as expected developments† (2008, p. 13) Based on pertinent information gathered by academicians, the focal point and foundations of curriculum design are expected to change. Apart from the traditional contents of the curriculum, the scope of curriculum design should be broadened in order to include the â€Å"e-health paradigm of heath care† (Iwasiw, Goldenberg, Andrusyszyn, 2008, p. 113), literacy in information technology, health education across disciplines, and health education in the changing world. In addition, due to the impact and contributions of technology to the field of health, allowing the course nursing informatics to become compulsory will help in opening up opportunities for the improvement of curriculum design through the undeviating inclusion of technology and informatics. When we think about it, making nursing informatics compulsory makes the course an important learning area or aspect of health education. Consequently, much needed attention will be diverted to the improvement of the course by making course objectives, contents, instructional processes, and so on, up-to-date. Thus, the quality of health education, due to its appropriateness with current technology, will also improve. Just as curriculum design changes due to the evolution of technology, the implementation of the curriculum during instruction is also expected to change. As Bradshaw and Lowenstein (2006) have discussed, the delivery of the curriculum as influenced not only by traditional concepts in education but also by technology â€Å"require organized and planned educational experiences that are guided to promote lifelong learning as well as individually motivational and experiential learning activities that involve a variety of experiential teaching methods† (p. 272). Due to the inclusion of technology in the curriculum, the process of instruction will become more complex such that the assessment of the students and the selection of instructional tools, methods, and approaches are not merely based on student interests, learning capacities, learning content, etc. but also on the kinds of technology that fits the curriculum content. (Bradshaw Lowenstein, 2006) In terms of the instruction, the instructional process is facilitated by the use of technology. However, when it comes to learning content, the integration of technological concepts become necessary. In addition, the scope of learning content also varies from time to time since available technological tools and devices intended to facilitate heath education and health care processes change over time. For these reasons, diversity and variation should be accepted and acknowledged by academic institutions since the curriculum design and the implementation of the curriculum shall change along with the evolution of technology along the way.

Robert Frosts The Road Not Taken - The Significance of The Road Not Ta

The Significance of The Road Not Taken  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚      My father introduced me to "The Road Not Taken" when I was a young teenager because he figured that I was beginning a period of my life where I would be forced to make many important decisions, and he saw this poem as a source of guidance through those decisions. This poem carries truth and edification in its words. It forms a beautiful analogy of life and all its complications. After my father finished reciting the poem, I never gave a second thought that day to Robert Frost or his poetry. It was weeks, possibly months, before I resumed thought on "The Road Not Taken." It was not until one year ago that I actually read it. Nevertheless, I did remember that poem, and no matter how many times I put it aside to contemplate other things, it was always waiting for my return. Through all of my high school years, it tagged along beside me, reminding me that change is good, reminding me that risk is what life is all about. The first stanza of this poem introduces the concept of change and maturing. In the first line, the narrator is walking through a "yellow wood," indicating that it is most likely autumn. A nice descriptive detail, but is that all it is? Autumn is the season of change between summer and winter. That is the common definition, yet it can also mean a time of maturity or decline, and standing at a fork in the road of life, the author was prone to either of these. The process of maturing, however, is what is going to be enveloped in this poem. He is being forced to examine each road and make a mature decision about which one to take. He starts his decision-making process by looking down one road as far as he could. However, he could only see as far ... ...hat is what makes the difference. That is why this poem makes such a difference. It sends a powerful message of self-respect. It holds the power to influence a person not to be influenced. Is this a contradiction? Perhaps, but it is the truth. When I came to a fork in my road, I was influenced by this poem to believe in myself and take the road "less traveled by" (19). The analogy is that no life is a straight shot. Everyone faces a fork in the road and must make a decision, possibly an irreversible decision, and the only way to look back on a decision like that with a sigh of relief is to make the decision based on what you believe to be right. That may not be what society thinks is right, what your friends think is right, or even what your family thinks is right, but taking the path based on independent will is what makes "all the difference" (20).      

The Sexual harassment Issue

Sexual harassment is an issue that grabbed all of America when we saw Anita Hill accuse then Supreme Court nominee Clarence Thomas of harassing her while she worked in his office. It has been years since that incident brought question of what constitutes sexual harassment to the forefront of legal and business attention. During those years thousands of cases have weaved their way through our court system helping to clear the issue and make it something more easily understood. The business world now has more specific guidelines on how to recognize harassment and how to handle its various forms. Although there are still plenty of gray areas regarding the issue people are now more informed on how to avoid potential problems and how to deal with them if they do arise. This is all well and good but is the workplace the only environment where sexual harassment rears its ugly face? The answer to that question is rather simple. No. One major area where people are still trying work through the issue of harassment is the institute of higher education. Some might say that harassment in our colleges and universities may be handled similarly to they way we handle the problem in the business world and that viewpoint has allies in very high places such as the Supreme Court. In Davis v. Monroe County Board of Education the Supreme Court was faced with deciding whether a school could be held liable for a 10 year old boy making sexual statements and advances to one of his female classmates. The result of this case sent shockwaves through not only elementary schools but also any educational institution receiving federal funding. Justice Sandra Day O†Connor delivered the majority opinion for the court which â€Å"held that the school would be liable for student-on-student sexual harassment if it acted with deliberate indifference to known acts of harassment in its programs or activities provided that the harassment is so severe, pervasive, and objectively offensive that it effectively bars the victim†s access to an educational opportunity or benefit â€Å"(Coulter, 1999)†. Now you ask what does that mean and how would this institute affect higher education. The answer is that the opinion applies the hostile-environment paradigm of sexual harassment, (which arose in reference to the workplace) to any school system financially assisted by the federal government. The concept of the hostile-environment concept if applied to higher education must be used with extreme caution. Approximately 90% of the hostile-environment sexual harassment claims are not based on physical contact but on language â€Å"(Coulter, 1999)†. The ways in which language is used in academia differs greatly from the workplace. Due to the application of the hostile-environment paradigm students and instructors alike must speak very carefully and avoid certain controversial issues that were once openly discussed. The classroom experience may suffer greatly if what was once looked upon as First Amendment-protected speech is now viewed as sexual harassment. Because of O†Connor†s ruling schools must silence students and teachers who might contribute to a hostile learning environment or risk a rather pricey lawsuit â€Å"(Coulter, 1999)†. Since its beginning academia was a place where possibly offensive conversation could be used in order to increase a students understanding and assist in the quest for knowledge although now that quest has strict rules. Recently the Education Departments Office for Civil Rights (OCR) clarified how colleges should define sexual harassment and they followed the course set by Justice O†Connor. Applied through a federal law known as Title IX the OCR defined two types of sexual harassment. The first is known as quid pro quo and it occurs when a school employee threatens to base an educational decision such as a grade on a student†s submission to unwelcome sexual behavior. According to the OCR†s guidance a school is liable for even one instance of quid pro quo harassment â€Å"(Chmielewski, 1997)†. The second type of harassment is the hostile-environment situation described above and their definition mirrors the one delivered by Justice O†Connor. What exactly does all of this mean for college professors and their students? Ramdas Lamb a professor of religion at the University of Hawaii knows all to well the dilemma currently facing our educational institutions. Lamb taught â€Å"Religion, Politics, and Society† a course he designed to meet the student†s desire for relevance â€Å"(Thernstrom, 1999)†. Lamb wanted a course where passionate debate could aid the students to learn and on the first day of class he warned the students that every topic would be covered from all viewpoints and if one particular opinion was not represented that he would play devils advocate and represent it â€Å"(Thernstrom, 1999)†. After his warning three students left the class and Lamb felt confident about the remainder. A student by the name of Michelle Gretzinger was enrolled in the class and had a friendly history with Lamb. She was actively involved in the class but after a disagreement with Lamb during a debate over sexual harassment she became withdrawn and refused to participate in class. Gretzinger received a C in the class based on a lack of participation since that was a large part of the graded criteria. After the semester was over she filed a sexual harassment complaint alleging both of the above types of sexual harassment. Eventually Lamb was cleared of the charges and won a countersuit for defamation, although Gretzinger refuses to pay any of the $132,000 ordered by the court. Although vindicated Lamb is still deeply troubled by the harsh allegations made by Gretzinger. This situation displays just how serious sexual harassment allegations are and just how out of place the current standards are in the realm of higher education. In conclusion sexual harassment cannot be handled in academia as it is in the workplace. Victims need to be protected and no complaint should be taken lightly but the standards must reflect the environment they are applied to. Quid pro quo harassment standards can be the same across the board but what constitutes a hostile-environment in the workplace is extremely different than a hostile-environment in academia. By the nature of college courses the restrictions on free speech must be less stringent than they are in the traditional workplace. In order to aid in the learning process students and teachers alike must be permitted to use unpopular and even sometimes offensive speech. If we continue to apply the same standards to the academic world as we do in the business world the country will suffer. These sometimes-unpopular discussions lead to a better understanding of those whose opinions differ from our own. If the flow of discussion is restricted too much some issues may never be discussed leading to a lack of understanding between women and men. Any issue of a somewhat sexual nature may become taboo in the college classroom. If this happens it could compound the problems we currently have with sexual harassment could be compounded and society as a whole may suffer grave consequences.

Uniting the People and Government

By the end of World War II, the nations of Western Europe all faced the burdens of the post-war economies. If not totally destroyed, a nation was in chaos and needed dramatic reconstruction. This is where democratic societies stepped in; recreation of sturdy government was crucial to the revival of Western European countries. Within just a few years after the defeat of Italy and Germany, the European hemisphere bounced back into a stronger, more efficient society than ever before. Some call this the â€Å"Golden Age of the European economy. † As human life became more and more complex and difficult to manage, the government had to accommodate to the citizen†s needs and wants. Because of the basic importance of the contemporary social structure, its management had a crucial importance in making the countries work. Europe was used to strict authority over its people and complexity in the way they handles a countries affairs was not accepted. â€Å"Europe was a very special situation though, because it has a long record of traditional social control imposed over the individual by collective authorities, especially the state, and hierarchal religious institutions. Another problem that was going on in modern Western Europe† (pg. 21, Crozier) the military grew in size a great deal, West European armed forces grew from forty-two thousand to almost eighty thousand within five years after the Second World War. Especially in the country of France. With the militant group emerging larger than ever, the government was working! with more citizens first hand, by supporting the working military group. One of the main pieces to making a modern democracy work was inducing the people to want to partake in the government and have them strive to get involved with the mending of the societal crisis. All post war European countries had to live through the same costly situation of having to restore their country†s trade, government, social harmony, be at peace with the government, and relinquish all other aspects of damages caused by the intolerances that came along with traditional thinking. In the United States, the country was working by the people, for the people, in all efforts to be a united, strong country. Automatic freedoms of speech, press, and religion, gave the people the reassurance that things were being done to assist them in everyday life. Sixty five million dollars alone went into healthcare, unemployment, social services, community programs, and better education for children, and progra! ms for the working class. Also, anyone who was educated had a chance to run for various forms of government positions, which meant the citizens could first hand, come out and take part in the government. Some positions include senators, mayors, councilmen, governors, seats in congress and House of Representatives. Where else but America could you find opportunities such as these? Divisions once created by war and intolerance led to the modern developing of NATO (North Atlantic Treaty Organization). This was a form of military unity, which was important to Western Europe after 1945. It helped heal wounds with competing countries in the trade world, and have peace between once warring countries. Many other European peace treaties were signed during the 60†³s and 70†³s. These primarily helped the democratic people altogether because peace smoothed over tense conditions for European citizens. These treaties include the European Coal and Steel Community and the EEC or common! market. In the 1980†³s, a treaty on the European Union, integrated even more countries for a peaceful trade system. After signed in the small country of the Netherlands, an attempt to create a true economic and monetary union of all EC (EEC) members. One of the most interesting facts, coming into play in ever most recent times, is that a goal of the EC was to introduce an absolute worldwide common currency that could be found almost everywhere, called the â€Å"Euro†, dated to be out 2002. Even now in present days, the Euro dollar is heard of as an idea that some forms of government want to pursue. The fact is, democracy does not work without the people playing a crucial role in government. If your government is constantly telling you exactly how to live your life, what you must believe in, cheating you out your dollar, and totally undermining the working class, you are going to see no progress in that society. Basically, with Western Europe having the least amount of acceptance of variety and having little tolerance for true societal freedom, a great democracy cannot exist. This is why the United States has grown to be the most powerful and well off country of all times. The creators of our ever-evolving democracy here in America just goes to show, that caring about the people who make up our â€Å"democracy† gives them the strength and will to work together to make anything work and to truly peruse happiness. Thank God for America!

How to Write a DBQ in APUSH in FIVE EASY STEPS Essays - Free Essays

How to Write a DBQ in APUSH in FIVE EASY STEPS Essays - Free Essays How to Write a DBQ in APUSH in FIVE EASY STEPS Read the prompt Brainstorm OI using categories Read the documents and place in the categories Write thesis Write essay STEP ONE: Read the questions Read the question. (What am I supposed to answer in my essay?) Pay attention to verbs! **Review IB terms on the board. STEP TWO: Brainstorm Similar to what we do for the FRQ, we brainstorm for the DBQ FIRST. You are required to demonstrate a thorough knowledge of the TOPIC not just the documents! You can use the pre-write structure. (T-chart, venn diagram, etc.) STEP THREE Read the documents. Its a good idea to take little notes in the margins about the main idea of each. That way you dont spend time later re-reading each one. Be careful to pay attention to APPARTS stuff. Underline author/date to save time. As you go, jot down which category each doc goes into. STEP FOUR: Thesis Use the formula to guide you. (X, However A, B,C therefore, Y) You need to do TWO things in a thesis: Say what you are going to write about (this is where you answer the question- Y) Say how youre going to answer the question (this is where you set up your answer- ABC) STEP FIVE: Write the body Each paragraph should have a category. NEVER write chronologically. You should answer the question using the documents AND outside information DONT RELY ON THE DOCS ALONE! Avoid direct quotes. If you do use them, you must apply them to the prompt! Write a conclusion if you have time.

Strategic International Human Resource Management for the Chinese Region

Strategic International Human Resource Management for the Chinese Region Introduction Expatriation of our managers to the greater China republic can be taken as an honor, success, and opportunity to increasing our global economy. It portrays how broad our spectrum can be than just exploring China, but also a dozen of different countries in the world.Advertising We will write a custom report sample on Strategic International Human Resource Management for the Chinese Region specifically for you for only $16.05 $11/page Learn More However, our move to China is not a simple task. It requires an efficient, effective, and complex management team that can formulate the best international policy choices that compete with the demands of the international integration.1 Notably, a strategic human resource management system should link and coordinate the standard international human resource to our strategies. It will seek to move our most qualified staff and advertising managers to china to limit catastrophic results caused by lack of quali fied expatriates.2 Therefore, it is critically important to incorporate an international human resource management system since the international assignments require adequate training before deployment. Through expert knowledge, consultation, and academics, this report seeks to identify themes, strategies, directions, and issues for international human resource management for the Chinese region. Generally, the primary objective of the human resource management will be to oversee the importance of the human labour in relation to the current physical resources and finance in order to make the most effective use of human lab our. Differences between human resource management and international human resource management Even though human resource managers have similar tasks compared to the international human resource managers, the international human resource managers have responsibilities that are more complex.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More International human resource managers will have an obligation of coordinating what is happening in their home and the host country. Additionally, they will have to cater for the needs of the different national subsidiaries, the parent country nationals, and the third country nationals.3 Local human resource managers only administer programs to a single group of national employees who are bound by similar taxation and compensation policies. However, international human resource managers are faced with challenges of administering and designing policies for a diverse group of employees. Additionally, international human resource managers have a greater involvement with their workers personal lives as compared to the local human resource managers.4 Recommendations in Management of Expatriates Preferably, management of expatriates is a critical aspect in our company. Therefore, the company has to agree on the m ost efficient integrated international human resource strategy. The strategies that will be developed are required to support the international relations. Notably, our findings have approved the ethnocentric approach to be a suitable practice for our company. The reason is that this approach will allow us to control the expatriates right here in Australia so as to regulate the cost and the company resources. Additionally, in order for our organization to run strategically, the firm will have to link the operational requirements with the new foreign assignment. The approach will allow our managers to identify the strategic decisions and the manner in which the advertising assignment will be managed. The success of the company depends on how the global managers manage their staff. Research has shown that most of the expatriates leave their companies after repatriation, which means that there is much loss of talents and experience.Advertising We will write a custom report sampl e on Strategic International Human Resource Management for the Chinese Region specifically for you for only $16.05 $11/page Learn More Therefore, loss of ex-repatriates mean another incur of cost by the firm since it will be required to train new managers for the future tasks5. Another important point to note is that these experienced managers are a loss to the competitors giving them a chance to outweigh the company. Lastly the company’s long term goals are lost. From this observation, it may be recommended that a good working relationship ought to be maintained between the company and the managers in terms of remuneration packages, appraisals and training programs.6 Preferably, training programs will help the expatriates to become prepared for the task. Through international human resource strategies, we can create new insights as to how regional economies and cultural diversity as well as political differences affect the international human resource in Ch ina. It will allow the managers to learn the current emerging issues of human resource management in china; the future directions and the innovations in the human resource management for the China republic.7 This will clearly create self-awareness, interpersonal skill, emotional stability, and flexibility to our advertising managers as they leave for their respective assignments.8 For instance, in the movement to China, the international human resource management will need to concentrate on language, culture, local living details, accommodations, expatriate administration, and local business briefing so as to adequately train our managers.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Recruitment and selection Selection of managers and recruitment that allows their deployment into international assignments will be the most challenging practice that our company is going to undertake. These assignments can only become efficient and effective only if we identifying the best and efficient expatriates for the China adverting operations. Through our international human resource management, we can develop competitive global managers who can effectively adapt to the constraints of the host country.9 Selection criteria In order to minimize poor returns and failure by our expatriates, it is important to have a selection program, which can help us choose the best team to deploy.10 Therefore, our international human resource management team for the selection criteria proposed the following considerations: Technical ability This will be the most vital factor to consider for our managers. Therefore our selection team needs to evaluate personal records of the selected managers so as to review the candidates potential and only come up with the most competent and skilled managers. Family requirements It is very important to look at the family requirements. The family ties will greatly influence the success of this assignment. It is very important to consider the expatriates’ willingness to serve overseas due to family ties or the willingness of the expatriates’ spouses to accept living overseas. Cross culture suitability Noting that out assignment will greatly relate to cultural interactions, it means that the expatriates have to be very conversant with the Chinese culture. Therefore, our managers will require positive attitude to foreigners and desirable attributes such as emotional stability, diplomacy, ease of adapting to languages and maturity so as to face the hardships and pressures when living in China.11 Considerably, what would seem as a normal practice and a custom for our country may turn out to be a taboo or an illegal practice in another country. Recruitment The next critical step after selection will be recruitment of our expatriates. This will ensure effective performance and no failure of our expatriate while abroad. Training them on cultural expectations will aid the managers to easily adapt to their new environments and exercise their cross cultural managerial skills. Additionally, having cultural seminars could help the affected parties to discuss their various experiences in different cultures.12 Performance and strategic management Frequent up-to-date feedbacks on the managers will be required during the assignment in order to measure their performance. Notably, this will help to decrease the risk of incurring losses from the failures of expatriates.13 For instance, feedback will help them to regulate costs such as payments of poor performing or failed employees. However, how will the international human resource strategy become implemented? The following are some of the recommendations that our team forwarded for an effective strategy implementation: The firm should ensure that the international human resource data base is computerized through ways such as creating a website so as to create an easy access to the human resource data The international human resource should be formulated in conjunction with the line managers so as to create a transnational mindset within the firm. Before implementation of any policies, it is important to investigate the degree into which the political, economic, cultural, and legal factors affect the integrated human resource policies. Remunerations Management of expatriates is a complex task since it comes from different backgrounds, and varies in skills and expediencies. Therefore, it is important that our human resource system comes up with a strategy that fairly distributes salary among our employees so as to avoid conflicts. This proposes that our international human resource managers ought to adapt must clearly define the terms and condit ions for the different remuneration packages. The managers must therefore be aware of their proposed salaries and the reason for having the stated packages before their deployments are set in order to avoid conflicts.14 For instance, the Chinese remuneration policies have been found to be inappropriate and inefficient according to the living standards. This depicts that our standard payment policy would have to be affected so as to match with the local practice. Conclusion International human resource management is a very critical system of managing human labour for global business, and differs from local human resource since it has wider and complex aspects that it should cater for. Managers in international human resource assignments need to evaluate issues including laws, culture, payment expectations, and integrated procedures in order to ensure that they have the best working relations with their staff. Bibliography Armstrong, M 2007, Strategic Human Resource Management: A Guid e to Action, Kogan Page Publishers, London. Aswathappa, K Dash, M 2006, International Hrm and the process of global staffing, Tata McGraw-Hill Education, Mumbai. Beck,T 2011, Differences and Similarities Between International and Domestic Human Resource Management, GRIN Verlag, London. Bhattacharyya, D 2010, Cross-Cultural Management: Text And Cases, PHI Learning, London. Brewster, C Harris, H 2012, International HRM, Routledge, London. Briscoe, D, Schuler R TariqueI 2012, International Human Resource Management, CRC Press, New York. Dowling, P, Festing ,M Engle, A 2008, International Human Resource Management: Managing People in a Multinational, Cengage Learning EMEA, London. Jackson, T 2002 , International HRM: A Cross-Cultural Approach, SAGE, California. Perkins, S Shortland, S 2006, Strategic International Human Resource Management: Choices And Consequences In Multinational People Management ,Kogan Page Publishers, London. Schuler, R Jackson, S 2008, Strategic Human Resourc e Management, Wiley India Pvt. Limited, Mumbai. Scullion, H Collings, D 2006, Global Staffing Volume 7 of Routledge Global Human Resource Management Series Global HRM Series, Rout ledge, London. Sengupta, N Bhattacharya, M 2007, International HRM, Excel Books India, Mumbai. Stahl, G, Bjà ¶rkman, I Morris, S 2012, Handbook of Research in International Human Resource Management, Edward Elgar Publishing, New York. Zacker, C, Faller, F, Holderbach, K, Plodeck, C Sterzer, F. 2004. IHRM –The Process of Foreign Assignments, GRIN Verlag, London. Footnotes 1 M Armstrong 2007, Strategic Human Resource Management: A Guide to Action, Kogan Page Publishers, London. 2 C Zacker, F, Faller, K Holderbach, C Plodeck F Sterzer 2004. IHRM –The Process of Foreign Assignments, GRIN Verlag, London. 3 T Beck 2011, Differences and Similarities between International and Domestic Human Resource Management, GRIN Verlag, London. 4 N Sengupta M Bhattacharya 2007, International HRM, Excel Book s India, Mumbai 5 K Aswathappa M Dash 2006, International Hrm and the process of global staffing, Tata McGraw-Hill Education, Mumbai. 6 P Dowling, M Festing A Engle 2008, International Human Resource Management: Managing People in a Multinational, Cengage Learning EMEA, London. 7 D Bhattacharyya 2010, Cross-Cultural Management: Text And Cases, PHI Learning, London. 8 C Brewster H Harris 2012, International HRM, Routledge, London. 9 G Stahl, I Bjà ¶rkman S Morris 2012, Handbook of Research in International Human Resource Management, Edward Elgar Publishing, New York. 10 D Briscoe, R Schuler TariqueI 2012, International Human Resource Management, CRC Press, New York. 11 T Jackson, 2002 International HRM: A Cross-Cultural Approach, SAGE, California. 12 S Perkins S Shortland 2006, Strategic International Human Resource Management: Choices And Consequences In Multinational People Management, Kogan Page Publishers, London. 13 R Schuler S Jackson 2008, Strategic Human Resource Mana gement, Wiley India Pvt. Limited,Mumbai. 14 G Stahl, I Bjà ¶rkman S Morris 2012, Handbook of Research in International Human Resource Management, Edward Elgar Publishing, New York.

The Value of Self-Reflection for Success in Teaching

The Value of Self-Reflection for Success in Teaching In a profession as challenging as teaching, honest self-reflection is key. That means that we must regularly examine what has worked and what hasnt worked in the classroom, despite how painful it can sometimes be to look in the mirror. Once you self-reflect you then need to take your answers and turn them into positive, resolute statements that give you concrete goals on which to focus immediately. Be honest, work hard, and watch your teaching transform for the better! Ask Yourself These Tough Questions - And Be Honest! Where did I fail as a teacher in the past? Where did I succeed?What is my top teaching goal for the coming year?What can I do to make my teaching more fun while adding to my students learning and enjoyment?What can I do to be more proactive in my professional development?What resentments do I need to resolve in order to move forward more optimistically and with a fresh mind?What types of students do I tend to ignore or do I need to spend more time serving?Which lessons or units am I only continuing to perform out of habit or laziness?Am I being a cooperative member of my grade level team?Are there any aspects of the profession that I am ignoring out of fear of change or lack of knowledge? (i.e. technology)How can I increase valuable parental involvement?Have I done enough to foster a productive relationship with my administrator?Do I still enjoy teaching? If not, what can I do to increase my enjoyment in my chosen profession?Do I bring additional stress upon myself? If so, how can I decrease or eliminate it? How have my beliefs about learning and pedagogy changed over the years?What minor and/or major changes can I make to my academic program in order to directly increase my students learning? What Happens If You Refuse to Self-Reflect Put earnest effort and pure intention into your self-reflection. You dont want to be one of those stagnant teachers that drably presents the same ineffective and outdated lessons year after year. The unexamined teaching career can lead to becoming just a glorified babysitter, stuck in a rut and no longer enjoying your job! Times change, perspectives change, and you must change in order to adapt and remain relevant in the ever-changing world of education. Often its difficult to get motivated to change when you have tenure and cant be fired but thats precisely why you must undertake this effort on your own. Think about it while youre driving or doing the dishes. It doesnt matter where you self-reflect, only that you do it earnestly and energetically. Examine Your Teaching - Any Time of Year One of the best things about teaching is that every school year offers a fresh start. Make the most of this new beginning - any time of year! - and move ahead with the confidence that you are mindful and motivated to be the best teacher you can be! Edited By: Janelle Cox

The origins of the Arab-Israeli conflict Essay Example | Topics and Well Written Essays - 750 words

The origins of the Arab-Israeli conflict - Essay Example The essay establishes the basis and as well discusses the Arab-Israeli conflict and investigates basics involved in the Arab-Israeli conflict. At the core, the conflict is based on disagreement over the land of Palestine which characterised by irresolvable strive between competing nationalisms. Even though, the issue is complicated by religious and political diversity the dispute between the Arab-Israeli conflicts primarily involves competing claims to land. The essay establishes that resolve of competing claims to Palestine are complicated and reflect the complexities of Arab-Israeli history in the region (Shackelford 2012). The Israeli-Arab or the Middle East conflict can be delineated into three distinct phases with the initial conflict between Arabs and Jews being, that which began as part of the Arab conquest of the 7th century. In this aspect of the conflict, Arabs conquered the land that previously was known by Romans as Judea and Palestina by Christian Byzantines. Later on, a fter hundreds of years beginning in the 1880s, the Jews mainly from Eastern Europe began streaming back to reclaim the land hence, the conflict resumed. The second phase of the conflict was internationalized to involve the proximal Arab states that include Egypt, Jordan, Syria and Lebanon as well as Saudi Arabia and Iraq. Even though, these states nominally supported the Palestinian Arab inhabitants of the land, there is little doubt that the states too had their own state interests. (Allain 2010). For instance, Transjordan occupied what is currently known as west bank and annexed it, although the annexation was not internationally recognised and changed its name to Jordan. Subsequently, in the further unsuccessful attempts in each decade from 1948 to 1982 by the Arab states to defeat the nascent State of Israel, in addition to, international involvement of the USSR and USA further internationalised the conflict. The last phase to the origin of the Arab-Israeli followed the defeat o f the Arab states by Israel in the six-day war in 1967 resulting in the emergence of a militant Palestinian party, the PLO that sought to wage war on Israel without involvement of other states (Cohen 2011). The Arab-Israeli conflict emerged from the rise of Jewish nationalism that did not exist in the region prior to Zionist activism. The Zionist objective in Palestine had a colonialist element one that the Palestinian Arabs recognised and opposed throughout the manoeuvring of international law and political negotiations. As the great powers (US and other allies) put in place the governing structures that enabled transformations in the region, they systematically ignored the rights of indigenous Arabs under international law. The resulting disparity in rights during the decision-making process in Palestine produced an environment that resulted in the current configuration, putting the interests of the Israeli state against those of Palestinian Arabs (Cohen 2011). As British administ ration began its Mandate in 1922, the question of whom to vest finally the Palestinian sovereignty persistently lingered, since England was purely an occupying power. However, the continued Jewish immigration and the presence of a British policy that was favourable Zionists resulted in Arab riots (Schiff 2011). England promised Palestine to the Arabs through diplomatic communications that rose to a secret treaty; however, this did not happen therefore resulting to difficulty in combining concurrent but opposing national aspirations of Palestinian Arabs and Zionists into a single Palestinian state. The lack of political equality in British decisions made Arabs lose faith in the political process and the England’s Peel commission recommend partition of Palestine in response to the escalating violence. The Arabs were in opposition of the

Economic revolution Essay Example | Topics and Well Written Essays - 750 words

Economic revolution - Essay Example The new system aimed to represent every social group in administrating the interaction as it directs the new economic relations that resulted from social production. This had then paved the way to fundamental changes in humanity. Man’s primitive individualistic nature had made the development into a society quite a struggle. On the contrary his weakness and egotistical character drive him to acquire help that oblige him to cooperate with the same specie in order to survive. This was very evident in the ancient culture wherein food serves as their main necessity that binds individuals into a hunting tribe. But with the changing world, man’s needs and desires likewise moves toward something higher. As civilization advances man’s original nature was inevitably revealed, exposing a self-centered creature that he actually is. If individualism would prevail, diversity and disorganization would surely disrupt the society including its fundamentals such as industrialization. With that danger, man had come up with ways to prevent such disaster. Tradition had been used to preserve the society by obliging the succeeding generations to adhere to the previous kin’s occupation. At some part, it had to use authoritarian rule to defend its existence forcing people to work on their assigned task; this greatly refers to politics. Then came â€Å"market system† courtesy of economics. Market system secured the existence of the society by giving liberty to its people to do what they think would lead to their monetary advantage. The idea of gain lures its people to follow a central guiding rule without the need for tradition or authority. Being a systemic process that promotes interaction between its people as buyer or seller it had succeed to operate effectively into a social framework. Intelligently dealing with man’s individualistic nature it creatively answers the problem of

Design Management for the Fashion Industries Essay

Design Management for the Fashion Industries - Essay Example The essay "Design Management for the Fashion Industries" concerns the management in fashion. Over the last fifteen years, an increasing trend of investment in design areas by the business emphasizes the fact that design management adds to the value of the products and services. By this process, design established itself as a commercial business in the field of marketing communications and in the process proved its own commercial value. The investments of a business are not confined to one area. The various areas of investment for a business include the investment on procurement of raw materials, plant and machineries for manufacturing, advertising expenses, various investments on promotion of its products. The investment in design is one such area considered by businesses which supports the desire of achieving business goals. The designers play a crucial role to make their clients understand that the design of the business products are not only for the purpose of beautification but a lso has wide commercial value that helps in achieving growth of the business. The business should understand the relative importance and contribution of design in the future growth of business. The allocation of funds into design management is facilitated by the assessment of relative importance of design management as compared to other areas of investment. Thus the measurement of return on investment (ROI) for design management is extremely crucial for the business houses. Design management is not a simple calculation... Thus the measurement of return on investment (ROI) for design management is extremely crucial for the business houses. Return on Investment (ROI) for design The measurement of return on investment in the field of design management is not a simple calculation. The return on investments in design management cannot, however, be guaranteed as it depends on the acceptance of the product by the users after the design is changed or a new design is introduced. The return on investment for a business depends on various factors of which design is one among them. Thus the return on investment is an integration of the returns obtained from the effective implementation of all the factors. The factors may be investment on raw materials for the product, manufacturing, packaging and design, logistics, advertisements and other channels for marketing communication. Also there is a correlation between the areas of investments. The ROI on design is thus dependent on performance of other investment avenu es. For example a lack of performance in the advertising of the designed product may hamper the sale of products and thus it would impact the return on investment. However, the overall return on investment is measured by the increase in revenue, profitability as an impact of design. The other areas of return on investment are changes in the perception of the customers due to rebranding of the product, change in the footfall of the number of customers, development of research and innovative activities in operation, increase of market share, etc. Thus the return on investments in design is considered as an area of priority investment in the best interest of the business. Fashion Case Studies on design management The importance of

Recharch in business Essay Example | Topics and Well Written Essays - 1500 words

Recharch in business - Essay Example In general these people are called or considered as leaders within their particular field of operation. The term leadership simply means the method of influencing a group of people & guiding them towards the accomplishment of a common objective. Our present topic of discussion is the effect of leadership within a workplace and its application within the management of an organization. Generally the organizations get highly benefitted by the implementation of proper leadership approaches as it results in improved quality of goods & services produced by the organization (Maslanka, 2004). What is leadership? Leadership refers to the way by which an individual organizes a group of people so as to achieve a common goal. Leadership is a process of social influence in which an individual attempts to gain the support and help of a group of people to accomplish a common goal (Northouse, 2010, p.4). â€Å"Effective leadership is not about making speeches or being liked; leadership is defined b y results not attributes†-Peter Drucker (RAUP, 2012). â€Å"A leader is one who knows the way, goes the way, and shows the way†- John C. Maxwell (Akbarzadeh, 2011, p. 123). ... A leader must be reliable, and must be able to offer trust and confidence to his or her followers. A leader must be able to communicate to his or her followers clearly and efficiently. Proper supervision is essential. A leader must be modest, helpful and co-operative as because he or she have to lead a team of followers. Dictatorship is an important characteristic of a leader, but it needs to be fair and just. Overconfidence and ruling attitude has a negative impact. A leader must be capable of handling responsibilities and take strategic decisions as per requirement (Maxwell, n.d). Leadership styles 1. Transformational Style- in this style the leader guides and transforms the staff. The leader makes continuous efforts to address the grievances of the employees and motivate them for improved performance. Here open communication between the staff and the leader is always encouraged and the leader follows participative style of management. The staff gets highly influenced by the leader in Transformational Leadership Style. (Lai, 2011) 2. Transactional Style- Here the main focus of the leader is on management’s objectives. In this style the leader constantly motivate his followers by offering rewards for completed tasks. These leaders are mostly work oriented; they usually follow a particular structure and practice directive style of management. In this style of management, innovativeness and creativity are ignored and people are often motivated by the use of extrinsic motivational factors like incentive and holiday trip (Hood, 2007, p.16) 3. Laissez-faire Style- This is also termed as Passive Leadership which exercises least control on the staff. The managers avoid the responsibility of setting objectives and

Practicing Corporate Social Responsibility is good for Business Essay

Practicing Corporate Social Responsibility is good for Business - Essay Example Those socially minded non-commercial and the commercial businesses have a responsibility in the provision of equal employment opportunities, accessibility, safe work environments, fair wages and job training. The above-mentioned factors are important in building the human capital. Several companies have gone an extra mile in offering non-mandated benefits like the financial assistance, subsidized housing, food, and health, as well as the educational programs. Generally, they contribute to most of the community programs encouraging volunteerism amongst individuals. Furthermore, the socially responsible firms in businesses adopt sustainable practices in business and support a wide range of many other environmental and the social concerns (Kotler, 2011). The awareness of social responsibility is a significant part of doing business. The corporate social responsibility movement usually encourages the companies to take much responsibility for the effects they have on the market places, workplace, society and the environment (Idowu, 2011). Firms need to be very vocal mostly on their social commitments in publicly reporting social impacts that result from their

Recharch in business Essay Example | Topics and Well Written Essays - 1500 words

Recharch in business - Essay Example In general these people are called or considered as leaders within their particular field of operation. The term leadership simply means the method of influencing a group of people & guiding them towards the accomplishment of a common objective. Our present topic of discussion is the effect of leadership within a workplace and its application within the management of an organization. Generally the organizations get highly benefitted by the implementation of proper leadership approaches as it results in improved quality of goods & services produced by the organization (Maslanka, 2004). What is leadership? Leadership refers to the way by which an individual organizes a group of people so as to achieve a common goal. Leadership is a process of social influence in which an individual attempts to gain the support and help of a group of people to accomplish a common goal (Northouse, 2010, p.4). â€Å"Effective leadership is not about making speeches or being liked; leadership is defined b y results not attributes†-Peter Drucker (RAUP, 2012). â€Å"A leader is one who knows the way, goes the way, and shows the way†- John C. Maxwell (Akbarzadeh, 2011, p. 123). ... A leader must be reliable, and must be able to offer trust and confidence to his or her followers. A leader must be able to communicate to his or her followers clearly and efficiently. Proper supervision is essential. A leader must be modest, helpful and co-operative as because he or she have to lead a team of followers. Dictatorship is an important characteristic of a leader, but it needs to be fair and just. Overconfidence and ruling attitude has a negative impact. A leader must be capable of handling responsibilities and take strategic decisions as per requirement (Maxwell, n.d). Leadership styles 1. Transformational Style- in this style the leader guides and transforms the staff. The leader makes continuous efforts to address the grievances of the employees and motivate them for improved performance. Here open communication between the staff and the leader is always encouraged and the leader follows participative style of management. The staff gets highly influenced by the leader in Transformational Leadership Style. (Lai, 2011) 2. Transactional Style- Here the main focus of the leader is on management’s objectives. In this style the leader constantly motivate his followers by offering rewards for completed tasks. These leaders are mostly work oriented; they usually follow a particular structure and practice directive style of management. In this style of management, innovativeness and creativity are ignored and people are often motivated by the use of extrinsic motivational factors like incentive and holiday trip (Hood, 2007, p.16) 3. Laissez-faire Style- This is also termed as Passive Leadership which exercises least control on the staff. The managers avoid the responsibility of setting objectives and

Kitchenware Products Essay Example | Topics and Well Written Essays - 2750 words

Kitchenware Products - Essay Example The study results shows that the new product has great chances of recording high sells and profits within the target market. Nevertheless, this success is possible only if the company considers what is needed most by the customers. It was found that most customers would be looking at the overall superiority of the new product. Leo Wahl established the Kitchenware Products Company in the year 1919. Since inception, the company has been a leader in the production of quality kitchen utensils mainly from stainless steel. In addition, the company has been a major producer of simple electrical appliances for kitchen use. Currently, the Kitchenware Products Company operates within an organizational tradition of superior customer service, innovation, and superior quality. Wahl keeps on changing to a new and a better ways of effectively meeting the needs of their customers. With such efforts and frequent changes, the company ensured that products are continuously developed to meet the needs of the current modern households as it is required in product development processes (Bhote, 1996). Wahl is a brand with a global presence and trust. This brand is based on the company’s founder, Leo Wahl. As at now, the company operates in an estimated 165 countries throughout the world. The company is currently consider ing the manufacturing and marketing of a new product; a new type of curving knife. The company has done a general approximation, and the results indicate that 40,000 units of the new product will be sold during the first year. This sales quantity is projected to increase by an average of 10% in the preceding years. The variable costs for every production unit have been approximated in three ways. The variable cost of; a raw material per unit is 3.00, packaging is 0.90 per unit, distribution is 1.00 per unit, and direct labor is 2.00 per unit. The value of currency is in pounds. The company has

The Korean War Essay Example for Free

The Korean War Essay Two of the immediate effects of The Korean War are that it was one of the most destructive of the 20th century, and The Korean War also brought social damage to Korea, especially in the North. North Korea remained a communist nation and South Korea became a free republic. This social difference still brings conflict even today. . However, the Korean War was able to boost the economy of both Japan and the US. The Korean War also legitimized the United Nations and led to further expansion of military power. The war had a lasting consequence beyond Korea. Much of the material used in the war was bought from nearby Japan. This gave Japanese economy such an dynamic boot after the ravages of WWII that some have called the Korean War, also it had similar effects on the American economy, as defense spending nearly quadrupled in the last six months of 1950. Truman wanted to go to war with North Korea by himself but decided that he cannot act alone without UN support. Truman saw this as a test for containment and he later went to the UN and he asked for help. The UN approve sending troops to help defend South Korea from North Korea. After that, Britain, Australia, Canada, Columbia, Turkey, New Zealand, and other nations were among the UN to help out the US and South Korea against the North Korea aggression. The war went on for 3 years and UN successfully defend South Korea from North Korea aggression. The U.S sent troops to south korea and the united nations backed them up and they went against north korea and fought them.across the 38th parallel and pushed them up to the yalu river on the boarder of china and the UN captured pyongyang north korean capital and china was pissed because the u.s and UN went to china border so china pushed them back to south korea over the 38th parallel and to prevent ww3 everything went back to where it started and nations north and south went back to where they started and left it at that. The presidents Truman Doctrine committed the United States to a policy of supporting foes of Communism everywhere in the world. Trumans  failure to lead the United States to victory in the Korean War led to a severe decline in support for the presidents policies among the American people.

Cultural Diversity Within The Hospitality Industry Commerce Essay

Cultural Diversity Within The Hospitality Industry Commerce Essay Organizations around the world has realized that the cultural diversity within the organization is not a negative aspect, rather can facilitate organizational stalk for glory (Papers4you.com, 2006). However this is not an easy task to manage employees from different cultural backgrounds. However, there are many policy guidelines that can make the task easier. In a broader perspective, cultural diversity can be managed through communication (creating awareness among all employees about diverse values of peers through communication), cultivating (facilitating the recognition, support and encouragement of success of any employee with all other workers), and capitalizing (linking diversity to every business process and strategy such as succession planning, reengineering, employee development, performance management and review, and reward systems) strategies (Cascio, 1995). There are many different innovative ways that organizations have adopted to manage diversity. For example Tabra Incorporation, a small manufacturer of jewelry and accessories inCalifornia composed of modest size, is the composition of the third world immigrants fromCambodia, China, El Salvador, Ethiopia, India, Laos, Mexico, Thailand, Tibet, Vietnam and other nations. To recognize the importance of their cultural association, at least 10-12 different flags are still hanging from the ceiling of its main production facility, which represent the country of origin of employees. Viewpoint owner is I wish that were a little United Nations for everyone to agree and appreciate the culture of others instead of just tolerating it. (Bhatia Chaudary, 2003) If cultural diversity can be managed effectively, there is potential to use diverse workforce benefits the organization. Cox and Balke (1991) argues that multiculturalism is directly linked to the success of the organization as Effectively managed the culture of many companies have cost effective competitive advantage It helps to promote minority friendly reputation among potential employees Various cultural societies help customers to achieve that with a variety of people Diverse group of employees are perceived to be more creative and effective problem solving compared to homogenous group Ability to manage cultural diversity increases adaptability and flexibility of an organization to environmental changes. Many examples of organization may be taken in this regard. In Australia, for instance, Hotel Nikko in Sydney has one edge that staff in the areas of the user to connect directly speak a total of 34 different languages. Similarly Qantas Flight Catering has sixty-six nationalities on staff, with various persons born abroad leaders. If committed various ethnic cuisines has given Qantas a huge competitive advantage that offers food based on taste and ethnic customer requirements. Moreover Dons Smallgoods through literacy, language and cultural training increased intercultural communication and increased profits while reducing costs at a time. Similarly, The Cheesecake Factory had made special efforts to understand the quality of packaging and Japanese culture as employees in Asia to help leaders understand the Asian flavors so they can target exports to Asia (Nankervis et al, 2002) Hence the discussion suggests that it is important to realize that cultural diversity must be considered as a tool for better organizational progress rather than a management problem and if effectively managed, it can be a key to gain competitive advantage and success. Like other industries in the hospitality sector is facing challenges of diversity and specific opportunities.  In 2003, the Department of Commerce, Enterprise and Employment has issued more permits forty seven thousand workers, migrant workers, this was more than eleven and a half thousand different employers and workplaces.  According to IBEC hotel and restaurant is the major employer of nationals NONEU with about 23% work in the area.  This creates challenges in that the organizations should create and maintain workplaces that evoke a concept of fluidity in their organization will accept and take into account differences in humans.  Achieving this requires leadership diversity, the diversity of organizational structures effective and successful planning and execution of decisions of diversity appropriate and timely.   Research: Through research, a number of focus groups were conducted at various locations throughout the country.  These meetings brought together representatives of properties and organizations operating within (or connected to) the hospitality industry.  Participants included hotel owners, restaurant owners, hotel managers, Catering Managers, human resource managers, supervisors and hotel food and Students Teachers colleges different host.( Bucher, R. 1999) The qualitative study was supported by quantitative research in the form of surveys were completed by participants in focus groups.  To guide and direct the search for a model (developed in both academic literature and practical experience) was used.  As shown in figure one, the framework assesses the extent to which organizations are taking steps to meet the challenges of diversity through assessment and planning dimensions of implementation. Regarding planning for diversity, the analysis criteria focused on Diversity Awareness (or the extent to Whish organizations are aware of diversity and proactively identify opportunities for diversity / challenges in their own contexts  ) and Diversity Options (which basically considers the type of diversity planning and decision making performed by organizations).  Regarding the implementation of diversity assessments have focused on Diversity Imperatives (the extent to which organizations share the responsibility for diversity and the development of rewarding diversity and effective structures of control) and   The variety of interfaces (which considers the extent to which it is internal and external cooperation on diversity and the degree to which assessments of effective structures were developed). While many host organizations have begun to take note of the dynamics of diversity change (such as legislation on equality), there seems to be some problems with respect to the ongoing, systematic collection of information  diversity to feed the decision-making.  For example, some research participants have difficulty identifying the nine grounds of discrimination, while others could not detail the cultural composition of staff within their organizations.  Research indicates that people in the area of May is not the collection of appropriate information and be sufficiently informed about the diverse and changing needs in the area of diversity.  The study also underlines that the host organizations are beginning to bring the dynamic change in the diversity of their own organizations and identify the specific challenges they face.  For example, many research participants acknowledged the importance of effective management and diversity have been able to describe the challenge s inherent in integrating a diverse staff. However, while research shows some recognition of the diversity of challenges there are questions regarding the identification of the full scope and range of the diversity of challenges facing those operating in the sector.  For example, some research participants saw diversity issues in a purely internal (in terms of managing diverse employees) and fails to recognize the diversity of external challenges that exist with regard to clients (under the law  Equality 2000 discrimination against customers on the basis of nine grounds of discrimination is prohibited and may result in legal challenges). Questions have also been highlighted regarding the identification of opportunities for diversity.For example, many research participants were able to describe changes in their organizations had done in order to treat or prevent diversity programs (eg the introduction of training or development of policies to deny  against prejudice).  On the other hand, few were able to describe the actions of their organizations had undertaken to take advantage of opportunities for increased diversity (such as development and marketing services to attract new and different segments, thus increasing  their market share and increase profits). Finally, research shows that if the home many organizations have engaged in gathering information and identifying problems on a reactive basis, which is less in respect of more proactive measures.  For example, some participants in focus groups described how their organizations have made decisions and made changes based on the variety of incidents had already occurred.  As reiterated by a research participant Were training required because we already had a number of cases. However there was less evidence of companies collecting information, identifying potential problems and resolve  these problems before they actually arise. Options Diversity: A number of questions about diversity of options have been identified which are: The study emphasizes that host many organizations are beginning to take decisions and to Diversity  choose effective options for diversity change.  For example, some host companies are now employing a diverse staff, engage in appropriate training in diversity and development of diversity policies. However, there are problems concerning the extent to which diversity plans are fully thought through (decision alternatives are not properly developed and evaluated to arrive at the best option for change) and the extent to which the impact  decisions on the chosen variety of other areas of operation is envisaged.  For example, some research participants said that they had taken the decision to employ staff nonnational they did not consider the impact this would have on existing national staff.  As will be seen by a participant in the research of these organizations now dealing with a whole new set of challenges to the extent that they have to manage how employees react India Although the study indicates an evolution towards the decision of thediversity within the area there are questions as to the whole scope and range of decisions (necessary to ensure compliance and effectively manage diversity) may not be in place. For example, organizations invest in May  resources in tra ining their own employees on diversity issues, but they neglect to ensure that contract staff employed by other agencies (such as door staff) received training sufficient diversity or are not even  aware of the diversity of organizations / equality policies. If this contract staffs are involved in an incident at the diversity of the organization itself can diversity activities softer (such as holding intercultural  or days of ethnic foods), but fail to take difficult decisions diversity around the developing diversity policy and training initiatives. Finally, issues relating to the time perspective in current decision making diversity were raised.Because decision making diversity tends to be reactive the long-term perspective necessary to effectively manage diversity in the future may not be in place.  For example, some hospitality students who attended the awareness sessions small provision has been made to ensure that students entering the industry are trained on diversity issues. The imperatives of diversity: A number of questions were raised about the diversity imperative, which include the following: Research shows that while the host organizations have begun to assign responsibility for diversity  does not appear to B happens on a broad base of organization or even holistic. For example, in diversity, some organizations is entirely administered by the HR staff or supervisors and as such does not form part  all organizational roles. As reiterated by one participant: I leave that to my managers and supervisors to manage   Another problem for the industry centers on the development of reward and effective control structures around diversity.  Research demonstrates that when people are not rewarded or controlled then the decision making or the diversity of behaviors effective diversity does not become a priority for these people.  As reiterated by a research participant Interfaces Diversity: A number of questions were raised about diversity interfaces, which include the following: There is some evidence to suggest that those operating in the sector began to focus on the development of  cooperation on diversity. For example, some host organizations have established committees for diversity while others have regular meetings attended by the diversity of people from different areas and levels of the organization  . However, in companies where the responsibility for diversity is attributed to a single person or a service, interagency cooperation around diversity May be a problem. A similar situation can be found at the industry level where there is little  evidence of the diversity of cooperation between organizations (eg information sharing or sector wide regular meetings to discuss issues). The research also indicates problems in the development of the feedback diversity and effective communication structures.  The continuous feeding information back into the decision-making and effective communication is essential if organizations are to learn and benefit from the experience of diversity in the long term. Awareness of diversity: As indicated in the previous section, research findings indicate a number of questions regarding the Diversity Awareness, which includes gathering information on diversity, identification of the diversity of challenges and  opportunities (as they relate to the specific context) and the development of proactive diversity measures. In addressing these issues, the following measures are recommended: Both industry and the corporate level, it is important that the diversity of information is collected systematically, effectively and continuously.  To achieve this organizations need to establish what type of data that diversity is necessary (such as information on changes in legislation on equality or diversity of best practices at national or international) where the relevant information can  be obtained (eg, quality Authority systems, Island and the Legal Office directly Equality Investigations) and the degree of effectiveness can be developed to ensure that data is captured and stored in a manner that is conducive to effective  decision making. Once the information has been collected, it must be proactively used to permanently identify the full scope and extent of the diversity of challenges and opportunities faced by the particular context.  To ensure a complete evaluation every individual in the context necessary to identify the challenges and opportunities affecting their role.  For example, those in receipt of a hotel may face problems that center on further implementation where diversity as managers earlier in the hierarchy May be more concerned about planning for diversity (  such as developing policies to ensure compliance with equality legislation).  Where there is an effect may lead to legal challenges (which follows in May negative reputation legal or financial results). Options Diversity: As indicated earlier research highlighted a number of Options diversity issues such as identification of alternatives diversity decision, decisions of the diversity and the decision of the  diversity of perspectives over time.  In addressing these questions should be considered: In the decision of the diversity, it is important that decision alternatives are developed, tested and chosen the best option (as opposed to jumping the decision most obvious or simple solution that comes to mind without thinking fully  options through).  In the development of alternative organizations should evaluate the decision other case studies (which have addressed similar problems or opportunities), look at what happens in the sectors of hospitality outside India, engage in problem  diversity issues, brainstorm and try to have representatives of all levels and areas of the organization involved in the process of decision making for diversity. Once a particular change option is selected, it is important to achieve integration and consistency between plans of diversity and other areas of organizational decision making.  In our experience, it may happen that the customer service at odds with the plans of diversity policies or vice versa.  For example, if a customer refuses to deal with an employee nonnational policy diversity in May prescribe a plan of action (whether the customer is informed that this is discrimination and given no choice but to deal with  staff member) where, as the customer service plan may accommodate the customer called at any time.  In achieving coherence between the different body plans, it is important that the impact of the diversity of decisions on other areas of operation is constantly evaluated and that individuals from different levels and areas of the  organization are involved in the process of decision making for diversity. Organizations must ensure that the full scope and range of decisions Diversity (required to ensure compliance with equality legislation) are taken.  Realizing this, it is important that all organizational roles is assessed, including the challenges and opportunities related to these roles are identified and that appropriate decisions are taken on this basis. Outlook appropriate time should underpin all decisions of the range of decisions (eg in some cases, a short-term perspective is necessary if, as in other prospects in the longer term will be necessary). Imperatives of diversity: The search results a number of diversity imperative issues including the allocation of responsibility for diversity, reward diversity and developing control structures and management support of the  diversity. In dealing with these issues, the following are recommended: By implementing effective diversity plans, it is important that responsibility is spread across a broad organizational base and comprehensive (ie all employees should be responsible for diversity in the context of their own role).  In achieving this number of measures are necessary, which include assessment of roles, identification of the nature and level of responsibility appropriate range for each job, the attribution of responsibility to the diversity of individual roles (all employees must be aware of their responsibilities in writing) and consideration of the responsibility for diversity over time .Once people have given responsibility, it is important that there be ongoing evaluation.  In this regard, different reward structures (where people are rewarded for positive diversity staffing decision-making or behavior) must be developed.  In addition, control structures to discourage people from engaging in the variety of negative behaviors (such as jokes in the workplace or other negative forms of discrimination) should be in place.  Political leadership and management support are absolutely critical in facilitating specific responsibilities related to diversity. Interfaces diversity: As indicated earlier research highlights a number of questions about diversity interfaces, which include internal cooperation and external diversity and development of structures of the diversity of feedback. In  dealing with these issues, the following measures are recommended: Interorganizational cooperation is important if diversity must be managed effectively.  For this purpose, the individual host organizations may establish committees of diversity (composed of people from different areas and levels of the organization), the conduct of the diversity of regular meetings and ensure timely and streaming  diversity TwoWay. External communication of diversity and cooperation (ie with other organizations in the sector) may be beneficial.  To achieve that representatives of different industry groupings should look to meet regularly to share information, solve problems and learn from the experiences of each other.  In addition, the information industry of the Cross: Diversity Working Group (to act as a support mechanism for the sector in relation to issues of diversity and assist organizations in moving to meet the  challenges and opportunities presented by diversity) should be considered. The structures must be in place to ensure that the diversity of information is continuously fed back into the hierarchy and in every stage of decision making.  In this way, organizations can ensure they continually learn both positive and negative experiences of diversity. (Wrench, J, 2001) Conclusion and general recommendations: In recent years dynamic diversity change have created new opportunities and challenges for organizations operating in the India economy.  This contribution briefly describes the research that was conducted for the India Hotel and restaurant around the Institute of the diversity of challenges faced by those working in the hospitality sector.  The study stresses that in view of the diversity of this sector is currently facing a series of questions.  Which focus on planning issues of diversity (such as identifying the diversity of challenges, opportunities and make effective decisions for diversity) and aspects of implementation (such as allocation of responsibility for diversity  and the creation of internal / external cooperation around diversity). To meet these challenges (both sectoral and organizational level), the following steps are recommended: Systems must be put in place to enable the ongoing collection and processing of informat ion diversity.  Mechanisms must be developed to facilitate the proactive identification of the diversity of challenges and opportunities over the long term.  Decision diversity effectiveness of decision making must be undertaken (which requires the identification of alternative decisions, choosing the most appropriate option, assessing the impact of decisions on other areas of diversity of the  company and if necessary by taking a long term approach to decision making).  Responsibility for diversity should be allocated to an organizational level and in the context of all the roles.  Reward and diversity of effective control structures should be developed and implemented.  Supporting diversity and leadership must be provided.  Cross-industry cooperation and interaction around diversity should be developed and maintained.  The diversity of structures appropriate information needed to facilitate the learning of the diversity of experiences.  Training in diversity and diversity management must be part of the curriculum in colleges host.  Diversity training and attitude of the company to diversity should be included in the initial training.

Brave New World vs. The American Dream Essay -- Social Studies

The American Dream has always been rooted in the idea that no matter what circumstances a person is born into, that person can rise to the top with hard work and seized opportunity. This dream--the underlying belief of American exceptionalism--is the reason millions of immigrants have come to the U.S. over the years. In 1932, Aldous Huxley, a Briton, published a book that flew directly in the face of that great American ideal. In Huxley's Brave New World, citizens are pre-destined before birth to a certain socio-economic group and conditioned during early life into accepting that status. While that idea horrifies its American readers, their expectations for their own socio-economic mobility are steadily drifting away from the realities of life in the U.S, and the consequences for this shift could be severe. Americans believe they live in an upwardly mobile society that is the opposite of Brave New World's predestined existence, but perhaps that opposite is, in reality, a mirror image . Huxley's Brave New World fast-forwards several centuries to an imaginary civilization that has moved past traditional birth and child-rearing by parents. This society takes the guesswork out of life in order to promote consumerism and reduce social unrest. There are five inescapable castes: Alphas, Betas, Gammas, Deltas, and Episilons. Caste is crucial because a citizen's work is progressively more menial the farther down the hierarchy he or she sits. In this civilization, fetuses are kept in bottles and manipulated with chemicals to be prepared mentally and physically for the jobs that have been assigned to them. After decanting (birth), they are subjected to years of conscious and sub-conscious instruction that teaches them not to question their ... ...reality. Works Cited DeParle, Jason. â€Å"Harder for Americans to Rise from Lower Rungs.† The New York Times 4 Jun. 2012: 1-4. Nytimes.com. The New York Times Company, 4 Jan. 2012. Web. 25 Apr. 2012. Foroohar, Rana. â€Å"What Ever Happened to Upward Mobility?† Time 14 Nov. 2011: 1-5. Time.com. Time Inc., 14 Nov. 2011. Web. 25 Apr. 2012. Huxley, Aldous. Brave New World. New York City: Harper & Row, 1969. Print. â€Å"Poll Results: Economic Mobility and the American Dream.† Chart. Economicmobility.org. The Pew Charitable Trusts, 19 Mar. 2011. Web. 28 Apr. 2012. â€Å"Upper Bound.† The Economist [Chicago] 15 Apr. 2010: 1-4. Economist.com. The Economist Newspaper Limited, 15 Apr. 2010. Web. 25 Apr. 2012. Zakaria, Fareed. â€Å"The Downward Path of Upward Mobility.† The Washington Post 9 Nov. 2011: 1. Washingtonpost.com. The Washington Post Company, 9 Nov. 2011. Web. 25 Apr. 2012.

Free African Americans Essay

The Antebellum period had a huge impact on the free African American people. The Antebellum period is the time that is pre-Civil War and post-War of 1812. The United States was expanding to a more powerful nation and slavery was the biggest industry in their economy. During this period of time, African Americans had to deal with many obstacles/adversities as free blacks in all regions of the United States. The regions known as, in the northern, upper south, deep south, and far west regions of the United States was where the free African American encountered different and similar situations and experiences. Throughout history the north always was known as the first region that freed slaves. The northern states didn’t us the same economic methods as the southern states and the far west. They adopted a new way of making money. According to The African American Odyssey, â€Å"Between 1860, a market revolution transformed the north into a modern industrial society. † This new method changed economy for the north until present day. This was a new age of industry and the production of factories. Slavery was not needed as much as the southern states where they had good sun to cultivate and profit from crops such as cotton. Even though this new method lightened the idea of slavery in the north, the freedom for blacks was still limited. Whites did not want to deal with blacks so they enforced new black laws in which resulted in the segregation of school, communities and any other public uses. Free black men had limited voting rights where they barely had any rights to vote. Most of all these black laws impacted the employment level to a low gradient for the free blacks in the north. This battle for employment had many negative impacts on free Black’s ways of life. Families were tarnished under the pressure of providing for their families with the scarcity of jobs. They enforced fugitive slave law where the white slave masters can hunt and recapture runaway slaves from the south. This made life difficult and filled the free blacks with fear because they were more prone to be wrongfully enslaved. Like the south the whites did not want to deal with blacks whatsoever. Irish immigrants were taking all the jobs away from the blacks many blacks had unskilled jobs such as being barbers and shoemakers. The free African American upper south region did have similar experiences as the north but much more were different. Though they shared similar churches family businesses and fraternities the upper south was still separated by the idea of slavery and the different economic methods. The impact of slavery created different communities. The free blacks in the north lived with other free Blacks while in the upper south; the free Blacks lived with slaves. The fugitive slave laws had a bigger impact on the upper south than the north. The free black was definitely more prone to be enslaves. Many sheriffs would harass and arrest free blacks randomly on profiling them as runaway slaves. They did have a tool known as free papers that was proof for their freedom. But these papers were useless most of the time because they constantly had to be renewed. These free papers impacted the everyday life of African Americans because they had to make sure that their papers weren’t stolen, lost, or tarnished. The free Blacks had fewer freedoms. They could not vote at all and they had problems going outside at night. They could not congregate in groups and had no rights to bear arms. Life as a free Black person was tougher than the north because of the low employment rates downgraded again due to the Irish immigrants taking their jobs. Their jobs were different during the antebellum period. Many people were maids and servants and washers. Upper south institutions where tarnished and almost did not exist. Black churches were overran by white ministries and left the black ministers with no opportunities to practice on their careers. Schools were almost absent. They were low funded whereas many blacks in the upper south were left uneducated. There were no schools and no jobs which gave success to the whites on preventing the advancement of the free blacks. Unlike the north and the upper south, the Deep South barely had any free blacks despite the fact that the population of African Americans in the Deep South was enormous. There were many incidents of racial mixing with slave owners and the female slaves. Diversity was there but slavery still kept their children enslaved. They usually had a choice to buy their way out of slavery. Many of the free slaves did not have their own separate identity from the white slave owners. Many of the free blacks were just like the whites. They were accepted in the churches. Many wealthy free blacks were educated due to the establishment of private schools. Unlike the north and the Upper South, they had better skilled jobs such as carpentry and tailors. Many whites began to overlook the success of the free African American In the Deep South and made it even more impossible to live. Unlike the North, Upper South, and the Deep South, the Far West absolutely did not want anything to do with free Blacks. The black laws in the Far West were made to ban all free Blacks from settling in their region. The Gold Rush of 1849 resulted in the migration of many White and free Black men to settle out west in states like California and Oregon. The Far west was known to be more multicultural and have multicultural communities. Many blacks had the same jobs of that the free Blacks from the regions had except for the gold mining. Many Blacks prospered from gold. Slavery was a huge propaganda in the upper south and the whole south in general. It was a reality that all African American whether free or enslaved could not avoid. The northern states were gradually enhancing their advancement in the idea of acceptance and coexistence with the Whites in the US. The north had at least a bit of a head start for the search of equality in the U. S. The conditions of living might have been similar and different in many ways but this time all came to an end once the fugitive slave laws were enhanced. Many free African Blacks were enslaved and wrongfully accused to be slaves. The new laws were undisputed and changed the Blacks’ idea of freedom and fight for equality Work Cited Hine D, The African American Odyssey (2011). Combined Volume, 5th Edition. New Jersey: Prentice Hall.

Course Work on Effective Speech Writing Essay

The following three deliberative speaking occasions and their expectations are discussed here under: (1) Political Assemblies. In these occasions, the speech to be delivered by political candidates is expected to be informal because they are talking to the masses. It should be somehow emotional so as to be able to appeal to the emotions of the listeners. It is expected to be not too long so it won’t bore the listeners. The language style should be that of the common people. It should present facts and figures to convince people to vote for him/ her as a candidate and to lay down platforms or proposals of changes in the government. The speaker is also expected to identify with the listeners by referring to one’s own experiences that will relate to their experiences. (2) Sales Presentation. The type of speech in this speaking occasion presents a product or service and it tries to persuade and convince the listener-customer to buy. Thus, the speech is expected to be informal, brief and concise, quiet emotional and attention-getting. It must provide evidences to explain and support the benefits of the product or service being promoted and it must also make a comparison and contrast between that product or service and that of a competitor to illustrate that the product or service is far better than others. (3) Legislative Speeches. The speeches delivered in legislation are expected to have a high degree of formality. These are lengthy and have a low emotional intensity. They must present data to prove the claims on the positive benefits of a bill if it is passed into a law. The speaker should also form a sense of identification with his listeners so as to persuade and convince them to believe in what he or she believes is true and right. The three general types of ceremonial speaking occasions and the expectations in these occasions are explained below: (1) Acceptance Speeches. These are delivered when an individual is given an award or recognition for a job well done. The acceptance speech must be formal, brief and direct to the point. It is a little bit emotional especially that the speaker will have to express his or her feelings of gratitude and happiness over his or her receiving the award or recognition. It might have supporting materials such as citing one’s work but it should dwell on the expression of thanks to those who have given him or her the award or recognition and to the people who have helped him or her achieve that. (2) Introduction Speeches. The speech of introduction is delivered when a person comes to deliver a speech and the audience is to be prepared in listening to him. Hence, it is the task of the introducer to arouse the interest of the audience towards the speaker. It should be formal in tone, brief yet succinct. Most of all, it should grab the attention of the listeners. It also needs to present the speaker’s background as well as the qualifications and expertise to explain why he or she was chosen to be the speaker for that theme or topic. (3) Speeches of Tribute. The speech of tribute is delivered to express praise to a person during his birthday, oath to office, retirement and even death. The emotions involved in this speech would depend largely on the occasion. If it is for the person’s birthday or oath to office, it has cheerful tone. But if it is during a person’s retirement or death, the emotions range from pain to sorrow to regret because there is a need to say good bye to that person. This type of speech is expected to provide accurate information about the person being spoken of. The following are the types of speeches that combine ceremonial and deliberative speeches. The expectations for each of the types are included. (1) Commencement Addresses. A commencement address is always delivered on the graduation day of students. Thus, a speaker is expected to motivate and inspire the graduates to reach their goals, dreams and ambitions in life. The tone of the speaker should not be too formal, nor should it be too long. A 45 to 60 minute talk would be enough. A rather long speech might bore the graduates. The speaker is not emotional but he expresses his congratulations to the students who are graduating and his happiness for their achievement in life. Facts, figures and statistics also show support to whatever he will try to persuade his listeners to do such as becoming productive citizens of the country and of the world. (2) Commemorative Addresses. To celebrate an event or occasion, a speaker needs to speak about the background of the person or event being celebrated. It should present the achievements of the person or the positive after effects of that event so as to inspire and motivate the listeners to achieve their dreams. The speech ought to be formal, not lengthy and full of emotions. (3) Keynote Addresses. In a seminar or a conference, almost always there is a keynote address. This type of speech is expected to explain the theme or the subject matter of the seminar or conference as well as to give an overview of the entire proceedings of the seminar or conference. This is when the participants become interested, inspired and motivated to listen to the lectures and discussions during that seminar or conference. A keynote address must have formality, is lengthy, and there is no emotional attachment involvement. The speaker, of course, should be objective in presenting his speech. Former President Richard Nixon’s farewell speech on August 9, 1974 is an example of a combination of the forensic, deliberative and ceremonial speaking occasions which include the five elements of decorum. These elements are formality, length, intensity, supporting materials and explicitness of identification. Nixon’s speech is not too formal because it was delivered to the White House staff with whom he has been familiar with and also to his supporters who were always there by his side. In fact, they are seen laughing once in a while to something he has mentioned in his speech. Its length is not long because it took about 18 minutes for him to finish his speech. This is probably because Nixon considers it â€Å"spontaneous†. It is very emotional considering he has to say good bye to the people who has worked for him and who has supported him. It involved emotions of pain, sorrow and regret for leaving a position he has occupied for the past five and a half years. The supporting materials he included were the experiences of his father, his mother and the former president Theodore Roosevelt or â€Å"T. R. † These supporting materials especially about his father and mother tell the audience that he is just an ordinary person like them. Thus, he explicitly identified with his listeners. As for the expectations of the situation, the speech of Nixon is expected to be emotional, to clear him out of the accusations made against him and his administration, to inspire and motivate the White House Staff to continue with their work and to express gratitude and recognition to the Staff for their untiring efforts to serve the government. Based on analysis, these expectations were fulfilled in Nixon’s farewell speech. During his speech, Nixon was teary-eyed and he even shed tears. He defended himself and his administration by saying â€Å"We can be proud of it – 5 ? years. No man or no woman came into this administration and left it with more of this world’s goods than when he came in†¦ Mistakes, yes. But for personal gain, never. † He ended by saying â€Å"Thank you very much. † References CAS 100C Lesson 11 Commentary Nixon, R. (1974, August 7). Nixon’s Final Remarks To The White House Staff. April, 2008, from http: //www. watergate. info/nixon/resignation-speech. shtml.