Global Financial Crisis Research Paper Essay Example | Topics and Well Written Essays - 1250 words

Worldwide Financial Crisis Research Paper - Essay Example This paper will break down the activities taken by Samsung’s initiative after the world money related emergency of the year 2007-2008. The experience of Samsung Company in the year 2008 was very unique in relation to the Asia money related emergency of 1997. The pre-worldwide emergency of the year 2007 to 2008 offered shifting open doors from the one that was experienced ten years prior. The organization was at an alternate level contrasted with 1977 and 1987 when the organization was at its earliest stages. As it was acknowledged later, even before the emergency of 2007 the organization confronted shifting strain as it job in the Korean market kept on evolving. The organization had not yet gained from the past emergency and was ill-equipped when the worldwide emergency struck. The company’s administration was separated however discoursed, difference and contentions because of one gathering needing the organization to stay as unique as could be expected under the circumstances while the other gathering needed to challenge everything that was being knowledgeable about the organization. The two sides were anywa y shaken by the worldwide money related emergency of 2007-2008 (Lee, 4). Policy centered issues prompted the director of the organization leaving in 2008, a log jam in the drivers of business was enrolled 2007 and the triumph of the Korean voice that prompted the abdication of Yun just as the beginning of the worldwide financial emergency that hit the nation at around October 2008 were among the difficulties that were looked by the organization. Since the world monetary emergency that was experienced by the organization in 2008, Samsung Company has continued on the way of getting one of the globe’s driving associations as far as dynamic business enterprise and inventive advancements (Necker and Ziegelmeyer, 20). As the United States money related emergency extended the world’s monetary downturn in 2008, the initiative of the organization experienced difficulties that were very not quite the same as the ones that they had

The Development of Chinese Bond Market and Its Critical Issues for Essay

The Development of Chinese Bond Market and Its Critical Issues for Future Development - Essay Example sts have contended that the security advertise, whose job in the financial advancement is as extraordinary as that played by value showcase has for some time stayed darken, as the overall population appears to have little of it. Right now, barely any private financial specialists are participating in the security advertise when contrasted with those in the financial exchange (Wu, 2014, p. 484). Significant, security advertise assumes a basic job in the monetary advancement of a nation, with the income it gives assuming an imperative job in advancing the development of the individual financial specialists resources and liabilities, and over the long haul helping in the administration of dangers. All things considered, this paper will give a point by point conversation of the advancement of the Chinese security advertise, and gives a knowledge into the basic issues for future turn of events. China started giving treasury securities in 1981 when it was first permitted to exchange over various counters prompting the advancement of the optional market for RMB Bond. The foundation of the Chinese stock trade advertise during the 1990s prompted the unified exchange of the Treasury bond. This bit of work breaks down the advancement of Chinese Bond advertise, which because of the nonappearance of the brought together Securities Depository and not constrained to wrong foundation has been hit by genuine strikes. China is investing amounts of energy to fabricate a safe and savvy security showcase, which has driven it to a sound development to rise as one of the greatest money related markets in China (Zhu and Martha, 2009, p. 56). The security showcase assumes a critical job in the assurance and setting of the monetary approach and the money related strategy in China to continue the budgetary upheaval. With an end goal to construct a protected, ease and productive security showcase, the foundation of the China Government protections Depository Trust and clearing organization was a major lift (Guizot, Armelle 2012, p. 64). The CDCC (China Depository and Clearing Company) was the caretaker of any attractive RMB security and furthermore started the improvement of open market

My Final Blogpost

My Final Blogpost And psych! Happy April Fool’s Day! I didn’t celebrate it in particularly grand style, but I do plan to give some of my friends heart-attack-worthy lies over the next couple of days. And this blogpost is all about the art of lying. We all know good lies contain a grain of truth, like how CPW shows that MIT is a series of nearly back-to-back all-nighters, except that events, games and making new friends are replaced with p-sets, p-sets and chatting with hosed friends. Well…don’t take my word on that. Nah, actually, you probably can. It’s been a few days since Spring Break ended, and the break was truly wonderful. Apart from spending a great deal of time writing new short stories, I saw and spent time with my mom. I hadn’t seen her in nearly nine months, so I was shaking with all the excitement of an excited train guy howling about trains and then infinitely more. It was a beautiful week. Now, I’m back to the usual battle with problem sets and stubborn, crashing codes. Taking breaks like this to write is always a cause for celebration. And, on the surface at least, that’s what this post is about. “Fiction is the truth inside the lie”â€"Stephen King I like writing about MIT, about the tumbling rollercoaster rides and endless head-bashing we face against problem sets, about the students, about wondering if the Alchemist Statue will one day rise and kill us all. You can almost feel its venom building up like Voldemort’s, just before he melodramatically shrieks, “Avada Kedavra!” at Harry Potter in the penultimate forest scene of the final movie. I see you, evil statue. I know your plan. But as much as I enjoy writing for the blogs, I spend the bulk of my time writing about imagined worlds, about heartbroken moms and bullied kids, depressed serial killers and cautious illegal immigrants. At this point, I must have written at least a hundred different stories, most of them unfinished. They kind of just sit impatiently in my Documents Folder, bidding me to hasten and complete their worlds. Except that each snippet of a plot I type up doesn’t feel like a world I’m creating. It feels like one Im discovering. These people, with their dreams and their stories, escaped from some universe, a piece of a jigsaw puzzle I’m privy to. And the more time I spend with them, the more pieces jump out; the more I begin to see where they want me to delve into. From memory, my earliest attempt at a story occurred in grade four. I wrote an 84-paged tale titled, “The Cries of Emeka”, a literary atrocity that spewed prose with all the harmony of brain-dead chimpanzees banging on drums. My saving grace existed in my cluelessness. I had no idea I was such a terrible writer, and thus, I wrote more frequently. Just before grade 7, I had my Star Wars phase, and was so awestruck by the movies that I instantly wanted to find a world like that. From this, Sagittarius was born. Sagittarius may be my most meaningful endeavor yet, one I began over six years ago, one that I’ve barely scratched the surface of, as of today. I spent all of high school writing this six-part sci-fi series, about a planet called Sagittarius, one of many in a collection of star systems ruled by the Cosmotic Federation. Wha? Well, that’s not really a good description, but as the plot tends to meander in all directions I’m clueless on how to summarize it. I completed Sagittarius in grade 11. The first draft at least. I had written everything on paper (my boarding high school was very anti-laptop. And pretty much anti-anything that could be associated with batteries). At its completion, there were two thousand or more pages. Only two people had read the entire thing, and their inputs played much part in what feels lik e my formative years. After completing Sagittarius (the first draft at least), I decided to go on a writing hiatus. At several moments, writing had clashed with my academic work. Even at moments when missing classes to study for the IMO had me really hosed, I still gave large portions of my time to writing, and as drawn as I was to the art of having characters do stupid plot-convenient things (snerk), I knew I couldn’t keep it up for long. Which was really just a stupid lie because as long as I wanted to keep it up, I could. And thus, the break following grade 11, when my family and I saw news of a kidnapping, when my parents began talking about it, something flew in. It was a man, bloody-faced and bound in ropes. I wasn’t seeing him on the television. He was somewhere in my mind, writhing in agony. He was trying to say something, but I couldn’t make much from his muffled croaks. And I instantly knew I wanted more. A new phase began. Over the course of months, I began to see more and more of the man’s world, and the people around it. When I couldn’t connect the dots floating in my head, I tried to force some connection, but as long as it didn’t feel right, as long as it didn’t feel natural, I refused to move on with it. By the end of my final year, I had enough of the pieces to begin drawing life into them, to begin dragging these people out of my head and flooding them into an empty 11KB Word Document. The writing process is, at its peak, a delightful and immersive process. I’ve found that the more involved I was in a story, the more my heart and mind seemed to tie themselves around it. I remember writing a story two months ago about a family of illegal immigrants. I didn’t know much about the issue as it related to the US prior to writing the story, but I had a little piece of it with me, and I was convinced that to discover the rest, I simply had to know more about the issue itself. Cue to a long, near-sleepless night spent on Wikipedia and government pages and blogs and mini-documentaries. And I suddenly knew what had happened to the characters in my head, what had to happen. The stories I write are typically darkâ€"I have no idea why; they just seem to mold onto the shapes of the vulgar and the sinister. And for this specific scene, I found something wrong with me. I was supposed to describe a deathâ€"a man close to the main character had met his end in a graffiti-ridden alleyway, his belongings stolen, his throat slit. And when the main character found out, as I typed up the words of his discovery and his shell-shock, I felt two layers. There was the exterior layer, the blank-faced me, just typing the words, just watching the scene play out from somewhere intangible. And then there was the interior layer, a blend of myself and the character. I could feel his horror. I could feel his pain. It was a kind of distant pain, hushed by the presence of the exterior, but it still felt raw. It still felt real. And as heartache was inflicted on this person that I was cared about, the words just bled onto the page. Yes, he’s trying to say these things. No, he can’t. He’s just standing there, paralyzed. His mouth is open and I can see it. I can see the people around him. I can feel the heaviness in the air, a toxic charged cloud that seems to hold everyone’s joints in stasis. And this is what writing fiction feels like. When writing about the serial killer, you’re suddenly the serial killer. You see the victim from his excited eyes. You can feel his breath puffing up your throat and out your lips on this warm night. You can see why he has to do it, why the girl has to die. And you can feel him charging forward, his shadow winking in and out of a line of trees. And suddenly, you can feel the girl as he draws her up close. You can hear her screams as his knife comes down. You can feel the resistance as a cold blade meets the bone beneath warm flesh. And when you’re the girl’s mother, standing in court and staring at the face of the killer, you’ve forgotten the wash of emotions that overwhelmed you as the girl died. You see nothing but a repugnant, hateful, disgusting man. Your grief and fury can’t be expressed in enough words, but you can feel it and you can attempt to transmute it into letters. You can feel the impulse to reach for his face and break it. You see your girl, think of her smile just before she slipped out into the night. You remember how you almost called her backâ€"just a thoughtless whim at the time (too cold out dear, just come back in and go tomorrow). But now, now, it could have been everything. The line between salvation and demise. She’s dead. She’s gone forever. And suddenly, you’re not the mom, but an observer, riding the clouds and watching the lives of these people play out. And somehow, you know that there’s a lot the mom doesn’t know. You know that when she steps out of the court, a set of intricate dominoes will fall, dominoes set up by another person. You know that she will soon meet the same fate her daughter did. *** And when I’m writing, the world around me just fades. People mutter, songs play, cars zoom by, but I don’t know about any of that. I don’t care. What matters now are the people and their world, a world I’ve spent ages trying to piece together, to delve into, a world that I now understood well enough to talk to you about. I used to care about how good my stories were, how real my characters were. But I don’t anymore. While I still try to take writing classes and soak up as much lessons of literature as I can, I never let the fear that my writing might suck stop me from typing the stories I want to type. But this wasn’t always the case. *** The last huge piece of writing I typed up, over the course of my gap year, is titled, “Whirlwind of Metamorphosis”. It’s set in Nigeria, and describes how a kidnapping initiates a series of increasingly worse events on a family. My cousin read it over Spring Break and wondered why so many awful things were happening. When we discussed it, I wasn’t entirely struck by how many hopefully heartfelt compliments she had to offer, despite the overall morbidity of the characters’ situation. I was awestruck by how she talked about them the same way she could about people she’d seen in the news, real people somewhere out there, facing real problems. And it took me a while to realize that even if she had thought differently, say, even if she had thought they were two-dimensional cardboard characters, spewing the kind of stereotypical crap we might expect people of their profiles to spew, it wouldn’t matter. I always set to every story with the best of intentions. Flaws were more than inevitable; they were necessary. I had to be aware of their existence, but I wouldn’t let them hold me back. I realized this when, halfway through Whirlwind of Metamorphosis, I stopped writing the story. I wasn’t sure of its sense of direction. I wasn’t sure of its artistic merit. It felt like a tumbling mess of words penned by the typical trite monkey with a typewriter. And so for two months, I did other things. I watched TV shows and solved math olympiad problems. I taught at my high school and transferred the contents of the home refrigerator into their true homeâ€"my stomach. I did anything but write. My mom wondered why. She’d known I was working up a story. I’d actually told her some of the starting events. And she wondered why I wasn’t writing anymore. When she realized that I wasn’t jaded or burnt out, just afraid and uncertain, she went along the lines of “Well, even if what you write makes no sense, it’s still several pages better than something that doesn’t even exist”. I did end up finishing the book. And it did end up getting accepted for publication. On print, it came out to about 547 pages. *** Why did I start writing anything in the first place? Why do I decide to write anything? I don’t know. The answer my mind wants to give goes along the lines of: there are things my mouth can’t utter that my hand can; there are feelings I can’t voice to an ear that a page can hold in confidence. I write because I have something to say, if only to myself. And this feels right. But in all honesty, there’s such an element of joy, of fundament, to writing. It’s such a big and indispensable part of my life that the more truthful answer seems like: I have something to say because I write. Writing has been with me from the onset, and it’s empowered me to describe things that would have otherwise had no voiceâ€"from intimate secrets to ghastly tales. And to you, friend, still somehow reading, I know that there’s something that makes you light up. Whether you can describe it or not, there are things that you just want to pursue and jump into with tidal fury. Things you love. Things you think you could love if you tried Pursue them. The more you do, the deeper into yourself you’ll seem to collapse. These things will tie themselves so deeply to you that their growth will mean yours. And when fear comes, gnarly, mutated, rising from the shadows, when you begin to get doubts, and when you begin to lose motivation, remind yourself that you’re really doing these things for yourself. And why should it matter if theyre imperfect or error-ridden? Theyre for you. When youre not thinking of others, youre able to enjoy them, and thats really what matters. I don’t know what the future holds. I don’t know if I’ll ever publish another book or if I’m destined for a lifetime of rejection slips from apologetic publishing presses. But I know that no matter what, I’ll always want to write. ***

KPIs and PRP as the drive in organisations - Free Essay Example

Sample details Pages: 3 Words: 804 Downloads: 6 Date added: 2017/06/26 Category Marketing Essay Type Argumentative essay Did you like this example? With the use of at least two detailed examples critically examine the view that organisational targets, Key Performance Indicators (KPIs) and Performance Related Pay (PRP) are the modern engines that drive the assembly lines of many contemporary organisations When approaching this topic it is clearly important to have the correct and concise knowledge of just what Taylorism and Fordism are and how intrinsically important they were and are within the confines of the industrial revolution and modern business today. Many people believe that it is Henry Ford alone to whom we can attribute the immense growth and success of capitalism, for it was the mass expansion and methods of his work with Ford which created a model for so many other companies to follow in his wake. He was a master at reducing labour costs, and production costs with the effect that retail costs could therefore be brought down, resulting in an increase in overall sales and therefore profit. Ant onio Gramsci called Fordism; ‘an ultra-modern form of production and of working methods such as is offered by the most advanced American variety, the industry of Henry Ford.’ Ford discovered a way to mass produce a product so cheaply that he could make it available to the common man, reduce it’s exclusivity and therefore allow it to become something which was marketed at base level and therefore desired by millions who suddenly discovered something was within their grasp and strived to afford it naturally increasing sales. Frederick Taylor is equally to be celebrated within the modern world of business, for it is him who developed division of labour, and a wage system based on performance. These are two standard usages in business today. Taylor himself described these as; ‘merely the elements or details of the mechanisms of management’ Indeed, now, these tactics are so widely used and considered such logical means of extracting more p roficient labour that it is difficult to remember a time when they were not implicated. So, it is with these initial points in mind that we approach where we have reached and developed these initial ideas today. Key Performance Targets and Performance Related Pay are surely the children of what was once Taylor’s idea of division of labour and performance based wage systems. KPI’s and PRP’s are indeed implicated in massive organisations the world over, successfully. To illustrate the success of these methods we will use two examples of substantial size and profitability, indeed, since he began it all, let us take the company of Ford, and the ever growing conglomerate that is Tesco. Some are of the opinion that the way in which company’s are run has not changed much in the past fifty years, that the ‘assembly line’ is still essentially what is used to motivate workers to produce. Large company’s such as Ford who were once pioneers of the assembly line now use organisational targets, KPI’s and PRP’s to motivate their workers. These work in the way that where people once became more efficient because they stood at the assembly line and each had their own part to add to the product making the process more time efficient, motivators are now used to make the actual production of the work from the individual greater. Depending on the level of management, different forms of motivation are used to achieve this. Ford are particular believers in PRP. Performance Related Pay is used throughout management levels with higher management to encourage them to constantly creatively find ways to make their men work more efficiently, because not only do they get rewarded for this, but the person in the management position gets rewarded depending on their output. This is often in the form of capped or uncapped commission added onto their basic salary. If a target is reached, X amount of commission is awarded. Thes e targets are then segregational, performance related targets being offered to the individual at base level for achieving a certain number of sales, producing a certain number of products depending on what sector of the business they work in. There is then a pyramid effect, the person in management of this department, gets commission for each one of his workers hitting their targets, and he also has a departmental target to hit, it is his job to ensure that his team are happy, motivated and working well, because it is in his interests that they hit their own targets, and therefore the overall target, netting him his own performance related bonus. This method works right up the strata to the very top, and ensures that every member of the organisation, no matter how huge, has a reason and indeed a desire to work hard and be productive because they will be rewarded for it at the end. Don’t waste time! Our writers will create an original "KPIs and PRP as the drive in organisations" essay for you Create order

Italian Adjective Order

In general  Italian adjectives  follow the  noun: È una lingua difficile.  (It is a difficult language.)Marina à ¨ una ragazza generosa.  (Marina is a generous girl.) Certain common adjectives, however, generally come before the noun: Anna à ¨ una cara amica.  (Anna is a dear friend.)Gino à ¨ un bravo dottore.  (Gino is a good doctor.)È un bruttaffare.  (Its a bad situation.) The most common adjectives that come before the noun are listed in the table below. Italian Adjectives That Precede Nouns bello beautiful bravo good, able brutto ugly buono good caro dear cattivo bad giovane young grande large; great lungo long nuovo new piccolo small, little stesso same vecchio old vero true But even these adjectives must follow the noun for emphasis or contrast, and when modified by an  adverb: Oggi non porta labito vecchio, porta un abito nuovo.  (Today he is not wearing the old suit, he is wearing a new suit.)Abitano in una casa molto piccola.  (They live in a very small house.)

Hrm †the Google Way Free Essays

string(71) " to know what percentage of time people are spending on side projects\." HUMAN RESOURCE MANAGEMENT – THE GOOGLE WAY SUBMITTED BY AKANSHA AGARWAL -100031 DEEPTI HORA – 100016 GAZAL BABEL- 100011 PRIYAM MAHESHWARI-100055 ROHIT NAIR – 100201 CONTENTS Executive Summary3 Introduction4 Company Overview4 People Operations at Google4 (with the help of Harvard and Guest models) Standard Recruitment and Selection10 Google India Code Jam11 Recommendations11 References12 Appendix15 EXECUTIVE SUMMARY HUMAN RESOURCE MANAGEMENT – THE GOOGLE WAY In this project, we discuss the Human Resource practices at Google Inc. They are known as â€Å"PEOPLE OPERATIONS† headed by Laszlo Bock. Googlers(Google employees) work hard, and have fun too. We will write a custom essay sample on Hrm – the Google Way or any similar topic only for you Order Now The workforce is diversified with international communities, Gayglers (lesbian, gay, bisexual, and transgender), and Greyglers (Googlers over 40 years). We have tried to use HRM Models such as â€Å"The Harvard Model† and â€Å"The Guest Model† which link the current HRM policies of Google with the theoretical aspect of HRM as a subject. The Harvard model throws light on aspects such as situational factors, stakeholder’s interest, HR management choices and decisions, their outcomes and consequences. Whereas the Guest Model throws light on aspects such as HRM practices like hiring, training, appraisals, relations, etc. and also aspects such as behavioural, financial and performance outcomes. In accordance with these models we saw that the success of Google lies in its open policy to accept the employee’s ideas. Google has been able to instil creativity and innovation among its employees. The next part of the project gives a detailed idea about the standard recruitment and selection process at Google offices all over the world including India. Google conducts the GLAT (Google Lab Aptitude test) to see if the prospective employees are compatible with the work environment. Bringing to light techniques such as the GOOGLE INDIA CODE JAM, through which they hire the best techies from all across India to work for the company. Finally we have given recommendations wherein keeping in mind the drawbacks of some of its practices, we suggest corrective measures. INTRODUCTION This report identifies the current HRM policies of Google Inc. The company which had less than 20 employees in 1998 now has over 20000 on its pay rolls. We have evaluated them against the Harvard and Guest model of HRM. Also recruitment and selection procedures have been discussed. Some of them are standard while some unusual concluding with a few recommendations. COMPANY OVERVIEW Google is one of the leading internet technology and advertising companies in the world. It flagship product is its internet search engine. It also provides advertising services which is its main source of revenue. Google employees named GOOGLERS, which are now almost 20,000 in numbers. (Datamonitor 2010) PEOPLE OPERATONS AT GOOGLE The HRM activities are classified on the basis of the parameters given by the HARVARD MODEL and the GUEST MODEL. Situational factors and Stakeholder interest of the Harvard model and HR practices and Outcomes of the Guest model have been identified w. r. t Google. (Bratton. J and Gold. J 2007) Refer to Appendix for diagrammatic representation. SITUATIONAL FACTORS : Business strategy and conditions – The mission is to gather the entire world’s information and make it accessible to everyone. At the company data is sacred. Employees are encouraged to voice out inferences from data and not feelings. It is believed that more data equals more knowledge and better decisions. (Hardy. Q 2005). Its informal corporate motto â€Å"Don’t be Evil†, reminds Googlers that being ethical is essential. However this can be debated in view of its acceptance of filtering search results in China. Management philosophy – The management believes that if any employee fails, his/her managers are to blame. (Sullivan. J 2007) Labour market – The IT industry has a labour market with engineers from Ivy League Schools (full-timers) as well as contractors. Task technology – The IT industry is highly dynamic and competitive and to thrive one must continually innovate and delight the customers. Laws and societal values – There have been instances where Googlers have taken the company to court for outstanding payment of salary and disabled accounts which could prove harmful to the company. (Google 2010) STAKEHOLDER INTEREST : Management – LASZLO BOCK, vice president of people operations, Google. A Chief Cultural Officer or Director of Human Resources is designated to maintain the company’s unique work culture. He is in charge of making sure that the company’s values are adhered to. (Kuntze. R Matulich. E, 2010) Community – It gives back to society through its philanthropic wing which undertakes in-kind product donations, volunteering and charity. (Google 2011) HRM PRACTICES : Hiring – Due to the dynamic work environment the company hires people who are quick learners and innovative. (Sullivan. J 2007). The hiring process is quite long and difficult with tests, pre-interview screening and finally at least 4 rounds of interviews. Reward system – Refer to Appendix TABLE 1 for Compensation of top 5 executives in Google. The Google infrastructure has day care and elder care centres, spa and hair salons, car wash and oil check facilities and everything else that technology obsessed person would need in terms of a benefits package. Employees must work for 70% of their working hours and are entitled to unlimited sick leave, stock options and various other perquisites. (Logan. G 2008) WORK SYSTEM The employees have experience in three main areas – human resource, business consulting with good problem-solving skills, statistics and psychology. (Anonymous 2008) Google has an informal ‘value-added’ environment. The environment is creative, fun and relaxed. Individuality and innovation is encouraged. There is neither dress code nor formal daily meetings. TGIFs or weekly Friday meetings are held where questions can be posed to the co-founders also. Nooglers are given special treatment and made to experience the spirit of co-operation. The downside of such an environment is that Googlers show up late, don’t pay attention, leave early and keep messaging on their mobiles. 20% TIME. Simply put, employees get 1/5th of their time to work on projects of their own choosing. This keeps employees challenged and at the same time provides good business opportunities for the company. Kuntze. R Matulich. E, 2010). Hourly time isn’t tracked so there’s no way to know what percentage of time people are spending on side projects. You read "Hrm – the Google Way" in category "Papers" The concept functions more as an attitude – that new projects should be started anyone, not necessarily those at the top. Also giving time i s of no use if the culture of the company does not support it. Training and Development – Google sponsors lessons in foreign languages. Unique development opportunities are provided to engineers. EngEDU, an engineering training group provides training classes and career development services to them. It is mandatory to undergo training and development sessions for a minimum of 120 hours/year. Google stresses development of the people through on-the-job learning. It occurs through frequent departmental â€Å"tech talks†, new mentors, etc. (Sullivan. J 2007) Appraisal – Google says it puts a â€Å"twist on 360-degree feedback by providing functionality for managers and employees to nominate `peer reviewers’ from anywhere across the organization†. Quarterly goals are set and performance evaluations are based on these; the company aims for a 70 percent success rate. Anonymous 2008) Relations – HR practices at Google are coined ‘People Operations’. Employee passion is maintained by limiting bureaucracy. Ideas which are unique are encouraged no matter where they came from. (Sullivan. J 2007) When many employees started to leave it formulated a mathematical algorithm to look for unhappy Googlers. The idea was to get inside the employees he ad even before they thought of leaving the company. However, it can be argued that it was a waste of money. James Smither, a professor at La Salle University, Philadelphia, says that it doesn’t make sense. â€Å"No algorithm is any better than the data you feed it. And most data about behaviour has questionable reliability. † If we put in garbage the algorithm will give the same back. (Watson. T 2009) LONG TERM CONSEQUENCES : Individual well-being – Google allows employees to work on any project of their choice which boosts creative thought and instils job satisfaction. (Kuntze. R ; Matulich. E 2010). Career development and tutorial services are provided. ( Sullivan. J 2007) One way Google speeds development is through a yearlong â€Å"base camp† training initiative that features a combination of HR specialist training and MBA-like curriculum. Organisational effectiveness – The Company was placed fourth in Fortune’s list of America’s most Admired Companies and first in the list of Best Companies to Work For. (Hansen. F 2008)and (Logan. G 2008) BEHAVIOURAL OUTCOMES : Motivation – The main factors of motivation in the company is the dynamic environment, quick decision making and a culture where ambitious ideas are not only encouraged but also accepted. (Sullivan. J 2007) Co-operation – Googlers across levels and departments say that it doesn’t matter if they are designing search engines or cooking meals for their colleagues, they feel that their work can change the world. (Salter. C et al. 2008) Commitment – The thing about Google is that even after 12 years, it continues to instil a sense of creativity and ambition within its employees and now has more than 20000. The freedom given to its workers infuses in them a sense of responsibility and obligation: â€Å"Are we taking advantage of what we’ve got here? † they ask. â€Å"Are we doing enough? Are we doing everything we can? † (Salter. C et al. 2008) PERFORMANCE OUTCOMES : POSITIVE Productivity – Matt Glotzbach(2008) – PRODUCT MANAGEMENT DIRECTOR FOR GOOGLE ENTERPRISE Generally a new employee is required to fill out paperwork but at Google it is done electronically. I went to a staff meeting that afternoon and got assigned to figure out how Google could launch Enterprise [applications for corporations] in Europe. I was told to come back with the answer at the end of the week. It was like, ‘Hey, New Guy, you don’t know anything about our business yet, and you don’t have any international experience, but here are some people who can help you. Go figure it out. ‘ We launched in Europe a few months later. † Innovation – 20% time. Simply put, employees get 1/5th of their time to work on projects of their own choosing. This keeps employees challenged and at the same time provides good business opportunities for the company. Google services that were all started as individual projects are Gmail, Google News, Orkut etc. (Kuntze. R Matulich. E, 2010). NEGATIVE Turnover – The Company had to raise the wages by 10 % starting 2011 to reduce defection of workers who were looking for brighter pastures. With $33 billion in cash and a stock market capitalization of almost $180 billion, Google can afford to throw money and shares at its employees. Yet the significance of Google’s across-the-board pay raise extends far beyond corporate competition. Farell. C 2010) Paul Buchheit, a Googler who coined â€Å"Don’t be evil! † is a founder, with three ex-Googlers, of a social-networking company called FriendFeed. Nathan Stoll, who managed Google News, is hard at work on his new company, Mechanical Zoo. Several top people have gone to Facebook, most notably Sheryl Sandberg, who ran Google ’s automated ad sales, and Elliot Schrage, who ran PR. (Lashinsky. A et al. 2008) FINANCIAL OUTCOMES : Profits – Google has matured very quickly in the last twelve years since its inception in 1998. The company’s operating profit and net profit have increased to $8312. million and $6520. 4 million in 2009 respectively which is almost 25. 3% and 54. 3% as compared to the previous years. (Datamonitor 2010) STANDARD RECRUITMENT AND SELECTION The HR Technology and Operations Manager, Melissa Karp says that the fast pace with which Google is growing means that the senior managers have to spend 30% of their time in interviewing prospective employees. The company says every applicant goes through at least four rounds of interviews taken by direct line managers, potential peers and subordinates. Liane Hornsey apparently had to go through fourteen interviews before getting her job. Once selected and the contract signed, presents are given to the NOOGLER, his/her desk is decorated with balloons and an invitation is given to dine with his/her manager. This tough entry means that only the most talented and culturally compatible people are hired and firing of employees is less. There is not much stress among people over being thrown out. (Wright. A. D 2008) and(Dempsey. K 2007) Refer to Appendix AD for the hiring advertisement of Google. After anyone applies online in the company, it uses its applicant tracking system (ATS) to weigh in on applicants. Background information on education and work experience is collected and stored in the ATS. Then it is compared to data about existing Google employees and if there is a match, an e-mail is sent to ask the particular employee for internal references. Employees update the ATS by replying to this e-mail. Google uses its GOOGLE LAB APTITUDE TEST (GLAT) which tries to measure his/her compatibility with its work environment. It is put in technology magazines and applicants hand it in accompanied by their resume. It also serves to select those applicants who have the desired skills and mindset for the interview stage. (Willock. R 2007) GOOGLE INDIA CODE JAM The India Code Jam is a contest where software writers are asked to write codes which can land them a job at Google’s Research and Development Centre which otherwise is a long and difficult process. The fastest writer also gets $6,900. It is a hunt to find the most brilliant code writer in South and Southeast Asia. Their problem solving, designing and code writing skills are put to test. Finalists are required to create and test software and finally programme a war-based game. However this contest is so complex to complete that only the most brilliant code writers think of applying. Google has been unsuccessful in finding these brilliant engineers for its Indian office. According to insiders the Bangalore office wanted to hire 100 employees but their staffs has only 25 people. (Puliyenthuruthel. J 2005) RECOMMENDATIONS The work culture of Google is very motivating and challenging. The 20% time concept is a huge success. The perquisites offered are more than any employee hopes for. However, after studying the policies of Google and arguments of various third parties in favour or against them we have come up with a few suggestions for improvement. Employee turnover rate – The number of employees leaving the company has been increasing in the last few years. Some of the cited reasons were low pay, bureaucracy and poor mentoring. We suggest that superiors pay more attention to employees and guide them wherever necessary. Also an environment that is fun may backfire. A balance between work and fun must be maintained. * Mathematical Algorithm – James Smi ther, a professor of management at La Salle University in Philadelphia argues that the idea of the mathematical algorithm is very unrealistic as the behavioural data may or may not be accurate. Rather it is suggested that Googlers should be approached directly so as to know why they are dissatisfied. * It has a bad reputation for underpaying the employees, even though they are trying to motivate them by providing stock options. Thus Google should see that the employees they hire are paid in accordance to the work that they do and at the same time see that they are not dissatisfied. * Recruitment – Google India Code Jam is an innovative way of recruiting people, but the only drawback is that it is a very difficult process. Thus measures should be taken to see that the process is neither too easy nor too difficult, so that the best talent is selected and at the same time it should not deter people from applying. REFERENCES 1. Kuntze R. , and Matulich E. , (2010). Google: Searching for Value. Journal of Case Research in Business and Economics. Volume 2. Pp 2-7. [online]Available at :- http://www. aabri. com/manuscripts/09429. pdf [Accessed on 5 April 2011]. 2. The Finest People, The Coolest Environment. Times Ascent: HR Forum, Empowering Potential, New Delhi. 18th January’ 07. Pp. , 22. [online]Available at :- http://www. myadrenalin. om/india/Downloads/news/CAP_2007_1_18_22. pdf [Accessed on 3 April 2011]. 3. Wright A. D. , (2008). At Google, It Takes A Village To Hire An Employee. HR Magazine. SHRM’s HR Trend. Volume 53. Pp 56-57. [online]Available at :- http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=3;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdat a=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=36048756 [Accessed on 2 April 2011]. 4. Anonymous (2008)Google’s Lessons for Employers: Put Your Employees First. HR Focus. Volume 85(9). Pp 8-9. [online]Available at :- http://web. ebscohost. com. ezproxy. ancs. ac. uk/ehost/detail? vid=5;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=33764457 [Accessed on 2 April 2011]. 5. Shipman. D (2006). Can We Learn A Few Things from Google? Nursing Management. Volume 37(8). Pp 10-12. [online]Available at :- http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=7;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=21819793 [Accessed on 2 April 2011]. 6. DataMonitor, 2010. [online]Available at :- http://web. ebscohost. om. ezproxy. lancs. ac. uk/ehost/companyinfo? sid=653132a9-31a4-40e4-83bf-024bc4691e5b%40sessionmgr115;vid=5;hid=111;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db =buh;authdb=dmhco;AN=5B199F61-608D-4923-B4A3-F5EE15285ADE [Accessed on 1 April 2011]. 7. Verma. M(2008), Google’s HR Dilemma, Human Asset Management, ICFAI Books Volume 1, Chennai, ICFAI University Press, Pp-140-149 8. Bratton J. and Gold. J (2007), Human Resource Management, 4th Edition, London, Macmillan, Chapter 1. 9. Work Example- Google (2010), T+D. Volume 64(5). Pp 44. [online]Available at :- http://web. ebscohost. com. ezproxy. lancs. c. uk/ehost/detail? vid=9;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=50256392 [Accessed on 2 April 2011]. 10. Hansen. F (2008). TOP of the CLASS. Workforce Management. Volume 86(20). [online]Available at :- http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=11;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=33066193 [Accessed on 2 April 2011]. 11. Logan, G. ,(2008). Hiring Policy makes Google best plac e to work in UK: Personnel Today, 3June. [Online] Available at: http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=15;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=33066355 [Accessed on 4 April 2011] 12. Watson, T. ,(2009). A Google Eye: Canadian Business, 16 June. , Volume 82 (11), [Online] Available at: http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=17;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=42208422 [Accessed on 2 April 2011] 3. Willock, R. ,(2007). Google makes the mind boggle with its recruitment challenges: Personnel Today, 6 Feb. , [Online] Available at: http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=17;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=42208422 [Accessed on 4 April 2011] 14. Dempsey, K. ,(2007). Invest more time in Hiri ng to spend less time firing: Personnel Management, 6 Feb. , [Online] Available at: http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? id=22;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=24663216[Accessed on 29 March 2011] 15. Farrell, C. , (2010). On pay raises, its Google or Bust: Business week, 1 Dec. , [Online] Available at: http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=33;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=55618496 [Accessed on 3 April 2011] 16. Hardy, Q. (2005). Google Thinks Small: Forbes, 14 Nov. ,Volume 176 (10), [Online]Available at: http://web. bscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=30;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=18728217 [Accessed on 1 April 2011] 17. Puliyenthuruthel, J. ,(2005). How Google Searches-For Talent: Business week, 11 April, Issue 3928. [Online] Available at:http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=28;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=16599813 [Accessed on 1 April 2011] 18. Salter, C. , et al. (2008). Google: The Faces and Voices of the world’s most Innovative company: Fast Company, March, Issue 123. [Online]Available at: http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=26;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=29959444[Accessed on 5 April 2011] 19. Lashinsky, A. , et al. (2008). Where Does Google Go Next? Fortune, 26 May,Volume 157 (11). [Online] Available at:http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=24;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bd How to cite Hrm – the Google Way, Papers

Comparing A Lady of the Letters and Bed Amoung the lentils Essay Example For Students

Comparing A Lady of the Letters and Bed Amoung the lentils Essay A Lady of Letters and Bed Among the Lentils are monologues about two lonely characters in the late 20th Century. Miss Ruddock is an ordinary middle-aged woman who has an obsession to write letters of complaint so it landed her in trouble. Susan is the heroine in Bed Among the Lentils, she is a vicars wife and an alcoholic. Susan lives in a loveless marriage and strongly disagrees with the role of the vicars wife; she lacks love and attention from her husband. Susan in dissatisfied with sex in her marriage rare and desiccated conjunctions that take place between Geoffrey and me and hates Geoffreys fun club and his ambition and career. On the other hand Geoffrey covers for her but everyone is aware that she is an addict. Susan is not religious and doubts that even her husband is a real believer. Everyone in the parish ignores her, even the bishop refers to her as Mrs Vicar. Being an outcast she drifted to alcoholism and later to adultery. She even failed her own vision of her old age but excused herself with lacking the temperament. It is unclear why Susan started an affair, was it to get back at Geoffrey or lack of sex or even just out of drunkenness? She did find sexual satisfaction and even showed some curiosity in Mr Rameshs religion which might mean that she disagree with the basic of Christianity. Susan does make odd comments about Jesus You never see picture of Jesus smiling, do you? It seems that she is searching for an excuse to drink and Mrs Shrubsole is as good as any. Obviously that she is trapped and unable to find way out, drinking and the affair are only extra weight on her. The awakening point is when Mr Ramesh suggested that it would be nice to try sex while she is sober. Susan joins AA. Soon there is a transformation in her outer appearance but inside she become even more isolated. Mr Ramesh is gone and Geoffrey is using Susan and her fight with the addiction as his achievement hoping to speed up his career. Susan ended up worse than at the beginning. Miss Ruddock is a guardian of local community, writing complaints to everyone about everything. She is very traditional and prejudice evens a racist. Irene does not mean to be destructive but being a busybody she did make some wrong accusations and ended up in prison. She did care for her mother until her death and stayed single since. Irene is a virgin and does not show any interest in men or sex. She is snobbish I never said she could call me Irene. She has a little contact with people, even does not know how to swear. Her compulsive writing is her way to be part of society, her only contact with outside world. She can not go along the progress, noticing that policemen wears  glasses or that neighbours do not have curtains makes her an outsider. Unfortunate interference about the child across the road and reporting about a policemen-spending time at No.56 landed her in prison. Ironically she finds a freedom in the prison This is the first taste of freedom Ive had in years. Irene needs to be needed and helping Bridget to deal with killing she has on conscience gives Irene happiness. In some ways she is a funny and interesting character, the happiest of the all Talking Heads. Irene changes her situation while Susan stayed trapped. Susan is rebellious and had conflict with herself too; Irene just can not help but tells what she thinks about everything that goes in her street but tempt to jump to conclusion. We feel sorry for Susan because as she said she ended up with two churches, sadly she was unable to break free. Irene has happy ending even she is in prison but she found herself there. .ua11dc809b01d752a91fa5994a0729caa , .ua11dc809b01d752a91fa5994a0729caa .postImageUrl , .ua11dc809b01d752a91fa5994a0729caa .centered-text-area { min-height: 80px; position: relative; } .ua11dc809b01d752a91fa5994a0729caa , .ua11dc809b01d752a91fa5994a0729caa:hover , .ua11dc809b01d752a91fa5994a0729caa:visited , .ua11dc809b01d752a91fa5994a0729caa:active { border:0!important; } .ua11dc809b01d752a91fa5994a0729caa .clearfix:after { content: ""; display: table; clear: both; } .ua11dc809b01d752a91fa5994a0729caa { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ua11dc809b01d752a91fa5994a0729caa:active , .ua11dc809b01d752a91fa5994a0729caa:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ua11dc809b01d752a91fa5994a0729caa .centered-text-area { width: 100%; position: relative ; } .ua11dc809b01d752a91fa5994a0729caa .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ua11dc809b01d752a91fa5994a0729caa .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ua11dc809b01d752a91fa5994a0729caa .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ua11dc809b01d752a91fa5994a0729caa:hover .ctaButton { background-color: #34495E!important; } .ua11dc809b01d752a91fa5994a0729caa .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ua11dc809b01d752a91fa5994a0729caa .ua11dc809b01d752a91fa5994a0729caa-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ua11dc809b01d752a91fa5994a0729caa:after { content: ""; display: block; clear: both; } READ: Analytical Discussion of Cold Mountain by Charles Frazier EssayMonologues tells us more about the characters then they want to tell but it is also a one-sided story, other characters might be completely different. Obviously Bennett has some disagreement with church, police and social services, his monologues clearly shows a critique about them. He uses simple but eye-catching words to give very strong statements, he knows how to describe thoughts of lonely and even mentally disturbed character. Bennett is brilliant and has very strong narrating skills, the tragic-comic Talking Heads are full of irony but it shows us how much isolation there was in late 80s. Sadly there is even more nowadays.

Joshua Wegner Essays - German Idealism, Kantianism,

Joshua Wegner Philosophy 101 12/07/00 Trentacoste Immanuel Kant vs. Joshua Wegner THE RIGHT TO PUNISH: RETRIBUTIVISM As a society we all accept the fact that if you do something wrong you must be held responsible for your actions and pay the consequences. We all accept the concept of punishment, even though we are aware that we, ourselves, could one day be subjected to answer for our actions. While we may all be in favor of punishment in general, it is often debated upon how or why we punish a criminal. According to Immanuel Kant's Retributivism argument, "the punishment must be in exact proportion to the severity of the wrongdoing..." (Kant, 585) Kant believes that crime causes the scale of justice to be imbalanced, and claims that punishment restores that balance. While I agree that Kant's motives for punishment are reasonable, I find his solution to be weak in some areas, and/or absurd. Before one can refute or defend a philosophical argument, he must first understand it. Kant's concept of Retributivism is a simple one; the punishment must equal the crime. It is important to note that Kant defines crimes as "Any transgression of the public law which makes him who commits it incapable of being a citizen" (Kant 586). "While criminals do not actually will their own punishment, their rational selves will the system of laws that involves the punishment they deserve." It is equally important to note that it is only the right of the sovereign as the supreme power to punish. His argument accuses all other standards as being "wavering and uncertain..." "...On account of other considerations involved in them, they contain no principal conformable to the sentence of pure and strict justice." (Kant 587) Everyone has their own ideas on why a criminal should be punished. Maybe it gives us a sense of security. Perhaps it offers us a piece of mind. In some situations, punishment may be thought of as ?help' for the criminal, rehabilitation, or possibly revenge. Along with the vast majority, Kant agrees on the importance of punishment; however, his theory is a little different. Equilibrium. In order for society to be balanced according to Kant, the punishment must equal or ?cancel out' the crime. While I don't disagree with his motives, I feel that there are many that he ignores. Shouldn't we take them all into account? The concept of punishment in itself is rarely questioned; however, the question of how we punish the convicted is still widely debated. According to Kant's theory, the answer is fairly simple: the punishment must fit the crime. Immanuel Kant is definitely one of those "eye for an eye, tooth for a tooth", guys. He looks at society as a scale. Crime is placed on one end, making the scale unbalanced. In order to balance that scale, an equal amount of punishment must go on the other end. The problem occurs when we try to compare crime with punishment. There is no definite amount or degree of punishment that equals a certain amount of crime. It's like comparing a quantity of ?x' with a quantity of ?y'. Without a specific value assigned to both ?x' and ?y', the only way to compare the two is with speculation. Speculation leads to an imprecise resolution, thus resulting in an unbalanced scale (whether it be ever so slight). If there is no definite way to ?balance the scale', Kant's argument proves to be uncertain or fallible. On top of that uncertainty, there are several situations that make Kant's argument more questionable. To help clarify these uncertainties, Kant suggests that, "the undeserved evil which any one commits on another, is to be regarded as perpetrated on himself (Kant, 587)."While his argument provides solutions to many questionable situations, his answers are still a little shaky. Let's take theft, for example. According to Kant, he who steals makes the property of others insecure. Therefore, he robs himself of all property and security. Though he has the will to live, he cannot have or acquire anything. The problem with Kant's argument on theft is that there are varying degrees of theft. Suppose a person robs a bank, while another steals a piece of candy. Should the two suffer the same consequence? According to Kant, they

Interrupting Conversations in English

Interrupting Conversations in English Interrupting a discussion can seem impolite, but is often necessary for a number of reasons. For example, you might interrupt a conversation to: Give a message to someoneAsk a quick question that has nothing to do with the conversationGive your opinion about something that has been saidInterrupt to join the conversation Here are forms and phrases used to interrupt conversations and meetings arranged by purpose. Interrupting to Give Someone Information Use these short forms to quickly and efficiently interrupt a conversation to deliver a message. Im sorry to interrupt but youre needed (on the phone / in the office / in the classroom / etc.)Sorry for the interruption. Its Jim / Peter / Mary on the phone.Pardon me, but I have John on the phone.Excuse me, could I get a signature / an answer / a cup of coffee quickly? Interrupting to Ask a Quick Unrelated Question At times we need to interrupt to ask an unrelated question. These short phrases quickly interrupt to ask for something else. Im sorry to interrupt, but this will only take a minute.Sorry for the interruption, but could you (answer a quick question / help me for a moment / give me an opinion on ...)?Im so sorry. This will just take a minute.I apologize for the interruption, but I have an important question. Interrupting to Join the Conversation With a Question Using questions are a polite way of interrupting. Here are some of the most common questions we ask in order to be allowed to join the conversation. Could I jump in?Could I add something?Can I say something?May I interject? Interrupting to Join the Conversation During a conversation we might need to interrupt the conversation if we are not asked for our opinion. In this case, these phrases will help. Would you mind if I joined the conversation?I couldnt help overhearing. (Use when listening to a conversation that you are not a part of)Sorry to butt in, but I think / feel ...If I may, I think / feel ... Interrupting Someone Who Has Interrupted You Sometimes we dont want to allow an interruption. In this case, use the following phrases to bring the conversation back to your point of view. Please let me finish.Let me complete my thought.Would you please let me finish?Can I continue, please? Allowing an Interruption If you want to allow an interruption, use one of these short phrases to allow the person to ask a question, express an opinion, etc.   No problem. Go ahead.Sure, what do you think?Thats OK. What do you need / want? Continuing After an Interruption Once youve been interrupted you can continue your point after the interruption by using one of these phrases. As I was saying, I think / feel ...To get back to what I was saying, I think / feel ...Id like to return to my argument.Continuing where I left off... Example Dialogue Example 1: Interrupting for Something Else Helen: ... its really amazing how beautiful Hawaii is. I mean, you couldnt think of anywhere more beautiful. Anna: Excuse me, but Tom is on the phone. Helen: Thanks Anna. This will only take a moment. Anna: Can I bring you some coffee while she takes the call? George: No thanks. Im fine. Anna: Shell be just a moment.    Example 2: Interrupting to Join the Conversation Marko: If we continue to improve our sales in Europe we should be able to open new branches. Stan: Could I add something? Marko: Of course, go ahead. Stan: Thanks Marko. I think we should open new branches in any case. If we improve sales great, but if we dont we still need to open stores. Marko: Thank you Stan. As I was saying, if we improve sales we can afford to open new branches.

Organizational Behavior Article Contrast Paper Term

Organizational Behavior Article Contrast - Term Paper Example Organizational culture is a common concept among organizations and this has attracted a lot of attention from both managers and scholars. The topic has been very crucial in determining the success of a number of institutions. This is a contrast paper on three articles that discuss an organizational behavior topic of organizational culture. The paper aims at identifying the similarities and differences among the three articles. It also includes a discussion of the main points that have been reconciled from the articles and how the concepts within the paper can be integrated. I am also going to give a personal opinion about the contents and presentations of the three articles. From a practical perspective, I will provide an explanation on how managers can use the ideas presented in the articles in his daily routine at work. Similarities a) Research Papers The most significant similarity among the three articles is that they are all research papers. The authors of the articles have cond ucted research studies on different areas of business and have provided a comprehensive discussion of their findings and results. The articles contain three most important parts of a research paper including literature review, methodology and results. The authors have done their research on different areas of studies and presented their findings along with a discussion on the results. b) Main Theme The main theme of the three articles is a discussion on the topic of organizational culture. Organizational culture occupies the central thoughts of the authors in their respective articles. Their research studies are centered on a comprehensive analysis of organizational culture relative to their topic of study. The three articles have a common definition of organization culture as they refer to it as values and behaviors that create a unique environment within an organization. The authors also appreciate the role of organizational culture in the success of any organization. They also re late the main theme of organizational behavior to the success of an organization. The theme is discussed in the context of an organization. c) Comprehensive Literature Review The three authors have managed to provide a comprehensive literature of the topic of organizational culture in their articles. The literature materials in the three articles cover key areas such as the definition and application of the concept of organization culture in various settings. The literature review part of their articles cover an average of two pages of the total content of their articles. This is a clear indication that the authors are committed to making their readers understand the concept of organizational culture as well as their discussions of their findings. Anyone reading through the literature contents of the articles will have a comprehensive view of the topic and have an understanding of how it relates with the topic of study. d) Implication of research studies The three articles present i mplications of the respective research studies in terms of future research studies and application of the concept of organizational culture. According to the three articles, readers will be able to improve their understanding of the topic of o

Lake Effect Snow Research Paper Example | Topics and Well Written Essays - 750 words

Lake Effect Snow - Research Paper Example Lake snow effect usually happens during the winter and in particular the Midwest when the area is dominated by cold cP or cA and clear air (Ahrens 207). The specific areas where the lake effect snows are notorious are the eastern and southern shores of the Great Lakes (Geerts 1). When such a phenomenon occurs, the people in this region get prepared for heavy snow showers. These storms are highly localized and they extend only a few kilometers to more a hundred kilometers inland. The snow basically falls as squall or heavy shower in the concentrated zones. The snow is very much centralized such that a part of the city may accumulate several centimeters of the snow, while in another; the ground has nothing (Ahrens 207). Lake effect snow is rampant from the month of November to January. â€Å"During these months, cold air moves over the lakes when they are relatively warm and not quite frozen† (Ahrens 207). The difference between air and water temperature can be as high as 25 degrees centigrade. Studies conducted have indicated the greater the difference in the temperature, the higher the probability of having a snow shower. Causes of Lake effect Snow It is imperative to note that the snowfall is not caused by the proximity of the ocean or the mountains and the difference is not because the eastern and the southern shores are cooler than the regions surroundings; in fact, they are only a little warmer than the surrounding shores.

Exploring teenage pregnancy in the uk

Exploring teenage pregnancy in the uk Sexual Health is a fundamental constituent of health. Teenage pregnancy is an aspect of sexual health which has been of great public health and social importance due to the implications it poses. According to UNICEF (2001), UK has the highest teenage pregnancy rate in Western Europe. This essay will critically analyse the factors that contribute to teenage pregnancy in the UK, that is, socio-economic , education- related factors and as well as risky behaviours. To get a better understating of this topic, effects of teenage pregnancy as well as current strategies, interventions and recommendations for improved care in tackling teenage pregnancy will be discussed. The essay will be concluded with a summary of the literature. Teenage pregnancy can be defined as a term employed to refer to giving birth of young women under 20 which result in live births or abortions ( Ewles 2005). The scale of problem is appalling. Approximately 91,200 conceptions in teenagers take place per year, 7700 among girls under 16 years of age and 2200 among 14 year olds or younger (Chambers et al 2001). Moreover, 46% constitutes to those who have legal abortion and 56% of those aged under 16 years who partake in an abortion. According to Ewles ( 2005), UK teenage pregnancy rates are much higher compared to other European countries, in that, they are five times as high as compared to those in Netherlands, three times as high as compared to France and two times higher in Germany. Teenage pregnancy poses a great public health threat due to the causal link associated with health inequalities. The high rates of abortion and sexually transmitted disease elucidates that young people are not having protected sex and this is supported by the appalling STI rates which are highest in 16-19 year old women ( Baker et al 2007). Furthermore, Elwes ( 2005) states that one in ten sexually active teenagers is infected with a sexually transmitted disease ,illustrating lack of public awareness about sex education, contraception and condom use. In order to tackle teenage pregnancy, it is important to understand the factors that contribute to teenage pregnancy. Research evidence has identified the key risk factors which are acknowledged to be associated with teenage pregnancy. Ewles (2005) states that low expectations is a major factor, where we see there is a significant association between young people from lower-social economic classes and high rates of teenage pregnancy and birth. Lack of employment and disengagement from education or training can potentially give rise to feelings of inadequacy and hoplessness thus goals and aspirations seem unattainable affecting the outlook of ones future. Moreover, according to the survey conducted by the Department for education and skills (2006), low education attainment and leaving school at 16 with no qualifications are evidently independent risk factors of teenage pregnancy. Consequently, parenthood can be perceived as an appropriate approval to gain adulthood status with no employment or educational attainment to show for it. However, the SEU (1999) did not find evidence to support these findings. Ignorance about sex and relationships has been identified as another risk factor. Notwithstanding being surrounded by sexual images and messages from an early age and despite being sexually active, research demonstrates that there is poor knowledge on consensual and safe sexual relationships, contraception and STIs among young people (Ewles 2005). A study conducted by the Health Education Authority (1999) reported that 25% of teenagers aged 14-15 years perceived that the contraceptive pill protected them from acquiring a sexually transmitted diseases which can be exacerbated by myths, such as first sexual experience will not end up in pregnancy, that are apparent in the society. In a nutshell, young people have impractical perceptions on pregnancy and parenthood (SEU 1999). Mixed messages have been associated with teenage pregnancy, given that, children and teenagers in the UK are bombarded by sexual images and messages which can potentially lead one to believing and accepting sex as the norm in the society even at a young age (Ewles 2005). It is argued that in the UK, sex appears to be the custom and relatively necessary, whereas contraception and sexual health awareness is inadequate thus elucidating young people cannot make informed decisions (NHS 2004). Simultaneously, there may be insufficient communication between parents or teachers and young people on sex and contraception thus leaving young people uninformed. Poverty is another factor, where the risk of becoming a teenage mother is approximately 10 times more in girls and women from social class V( unskilled and manual) as compared to women in social class 1 (professional) ( DOH 1999) . Additionally, research evidence illustrates young women who have experienced care or foster and homelessness are at risk as well (Chambers et al 2001). A study reported women in this category are two times at risk of becoming teenage mothers compared to those raised by birth parents (Baker 2007). A complimentary study also found out that approximately 50% of girls leaving care become mothers within 18months to two years ( DOH 1999). A British cohort study conducted in 1970 reported that one of the strongest predictors of teenage pregnancy is being a daughter of a teenage mother because they are 1.5 times at risk as compared to children born of older women (Baker 2007). According to DOH (1999), having a history sexual abuse is identified as a risk factor where we see young people may be reluctant to abstain from sexual pressure subsequent to abuse that ensued. Numerous studies have elucidated the association between mental health disorders and teenage pregnancy, in addition, Maskeys study conducted in 1991 illustrated that a third of young women with conduct disorders become pregnant before the age of 17 ( Baker 2007). Crime is also a factor especially with teenagers who get involved in unlawful activities causing police intervention because they are twice likely to become teenage parents. (Chambers et al 2001). Tyrer et al conducted in a study in 2005 and reported that 39% of young female offenders are teenage mothers even as approximates propose that more than 25% of young male offenders are teenage fathers or fathers-to-be ( Zaplin 2006). Risky behaviours for example early onset of sexual activity and poor contraceptive use are factors associated with teenage pregnancy. The average age of first sexual intercourse has fallen from to 16 ( House Of Commons 2002-3) and girls having sex under 16 are three times more likely to become pregnant that those who have sex over 16 years ( SEU 1999). Approximately 60% of boys and 47 % of girls dropping out of school at 16 with no qualifications engaged in sex compared to 20% for both males ( Baker 2007). Ethnicity has a fundamental link with teenage pregnancy. Consistent with the 2001 census, data on mothers under 19years demonstrated that teenage pregnancy rates are considerably higher among mothers of mixed and black Caribbean, other black and black Caribbean ethnicity (Baker 2007). Early onset of sexual activity is linked to ethnic groups where a survey conducted in East London (Viner and Roberts 2004, ) illustrated that first sexual encounter under 16 was higher among Caribbean men (56%) compared with 30% for black African and 27% for white men and 11% for Indian and Pakistani men. As for women, 30% for both white, black Caribbean, 12% for black African and 3% for Indian and Pakistani women. In addition, poor contraceptive use among specific ethnic groups has been associated with teenage pregnancy (Baker 2007). Having acknowledged the factors and effects associated with high rates of teenage pregnancy, Tony Blair commissioned the Social Exclusion Unit (SEU 1999) to develop a teenage pregnancy strategy, known as the National Teenage Pregnancy Strategy in 1999 ( Ewles 2005). Its main aims were to halve the number of teenage conceptions by 2010 and establish a consistent decline in trend in the under -16 teenage pregnancy rate ( SEU 1999). According to ( Chambers et al 2001 ) , a total of 150 teenage pregnancy co-ordinators were appointed in each local authority area in England, in 2000, who lead the force to execute the Social Exclusion Unit report. Each local area has employed a 10-year strategy, with local under -18 pregnancy rate reduction targets of between 40% and 60%, which strengthens the national reduction target of 50% ( Ewles 2005). As recommended by the SEU(1999) , the main preventative interventions in tackling teenage pregnancy are effective school-based sex and relationships education ( SRE) that are established with the help of local authority, particularly when correlated with contraception use and services. HDA (2004) reported that SRE programmes was highly rated by young people who received it and were positively impacted by the knowledge and decreased the level of report over first sexual intercourse .However, from the UK- based systematic evaluation of SRE programme they found out that the multi-faceted approach had no effect on contraception use and sexual behaviours ( NICE 2004). (DFES) stated that effective education programmes should be focused on mitigating behaviours that cause teenage pregnancy and are based on theory and highlight background information on sexual matters Moreover clear information on use of contraception is necessary and young people should be informed about the risk factors, h ow they can avoid sex as well protection against pregnancy and STIs. Activities that help deal with peer and social pressure are fundamental and how to acquire communication, negotiation and refusal skills by employing participatory teaching methods ( HDA 2004). Ewles ( 2005) argues that abstinence education as recommended by the strategy has proved to be ineffective The strategy stated the need to involve and provide information on prevention to teenagers parents which is fundamental. SEU (1999) recommended that youth Services should involve programmes that integrate a long term, multi-dimensional approach that is a combination of self-esteem building, voluntary work, and educational support (Ewles 2005) and have a clear focus on addressing issues that affect young people for example, sexual health and substance abuse. HDA (2004) states that, the adoption of development programmes has proved to be successful in America and has been elucidated as a competent approach to teenage prevention. Chambers et al (2003) argues that provision of effective sexual health services has been identified as a factor for reducing teenage pregnancy. The DFES (2006) recommended the availability and accessibility of well-publicised contraceptive and sexual health advice services targeted for young people, with a an established responsibility that commits to health promotion work and delivery of reactive service. In addition, engaged and coordinated action among all key mainstream delivery partners who are responsible for reducing teenage pregnancy health , Education, Social services and youth support services as well as the voluntary sector is vital ( Ewles 2005). Moreover, HDA (2004) recommended that practicing confidentiality and having long term provision of services has proved effective in teenage prevention. Another key recommendation is the need for a keen focus on tailored interventions that target young people who are susceptible to teenage pregnancy especially with Looked After Children, that is, those in care and foster ( Acheson 2001 ). The strategy advocated for professionals in partner organisations for example, Connexions, working with the most vulnerable young people need consistent Sexual and Relationship Education training that are readily available ( HDA 2004). Moreover, the national teenage strategy introduced the national media campaign aimed at mitigating myths and provides young with clear and accurate information to make it possible for young people to make informed choices thus reducing teenage pregnancy rates ( Ewles 2005). It recommended that effective information should be clear and unambiguous ( HDA 2004) . The current focus on awareness and education is supported by the two national media campaigns which are ; R U thinking is addressed to young teenagers encouraging them to delay onset of sexual activity and shun peer pressure; Want Respect? Use a condom is targeted at young people who are sexually active by promoting condom use by relating condom use with ones conduct and behaviour that will earn respect from their peer ( DFES 2006). The Teenage Pregnancy Strategys main priority is to reduce under 18 pregnancies by providing young people with ways and incentives to defer parenthood until they able to cope with the challenges that come with it. Nevertheless, the strategy is dedicated to support and reducing the risk of poor outcomes for teenage parents and their children, with a target to increase the participation in education, training or employment of teenage mothers aged 16-19 by 2010 ( DFES 2006). According to the Acheson Report ( 2001) the inequalities faced by teenagers who go on to be mother as compared to older mothers are perturbing because there is an increased likelihood they have mental health problems, especially, post-natal depression; are 50% likely to breast feed as well as have a higher occurrence of smoking during pregnancy and experience relationship breakdown . In addition, when they become older, say in their thirties, it is evident that they are more likely experience poverty, be subjected to unemployment, lack qualifications and live on benefits which makes them susceptible to get trapped in the poverty cycle which can potentially lead to a poor adult life.( Ewles 2005). Children born of teenage parents are 60% more at risk of infant mortality and can possibly die in their first year, 25 more at risk be conceived with a low birth weight, are particularly at much higher risk of growing up experiencing poverty, poor housing and nutrition for a long haul and are at a greater risk of becoming teenage parents themselves ( Ewles 2005). To prevent poor out comes for teenage parents and their children, the strategy recommends and provides support and interventions that include antenatal and postnatal support where they are provided with impartial information on alternative of parenthood, abortion and adoption and pregnancy testing services as well ( Ewles 2005). They are advised and get help with psychosocial issues for example, anxiety that they may face during and after their pregnancy with the help of youth-friendly maternity services characterised by tailored models of care ( Chambers et al 2005). Together with providing young parents with development skills in parenthood, the strategy recommends and is committed to provide services that will support them to stay or resume to education, training or employment ( Ewles 2005). This is includes finding preferred courses, getting help with childcare so that young parents can continue with education or work as well as providing them with necessary help for them to remain in school or get alternative methods to continue with education ( DFES 2006). The strategy introduced the Sure Start Plus programme to provide every child with the best start in life by providing education, childcare, health and family support ( National Audit Office). It recommends and recognizes the crucial benefits of a committed personal advisor for teenage parents, who tailors ongoing support packages to meet various individual needs for example housing and financial needs (Ewles 2005). In consistent with the priorities of the strategy in terms of better support, it acknowledges that high quality support to all teenage parents living without family or parents is needed ( DFES 2006). Furthermore, some young mother under 18 can be susceptible to social exclusion when they live without any support, leading to isolation especially when disintegrated from their social support networks, that is, family. The strategy aims to tackle this by providing supported housing to all under 18 lone parents who cannot live at home or with their partner and are provided with suitable needs ( Ewles 2005). This reduces the detrimental effects of poor housing on health. In conclusion, this essay has discussed the factors that contribute to teenage pregnancy and its impact on public health. Moreover, the implications of teenage pregnancy have been highlighted. The government, through the Social Exclusion unit and the establishment of the National Teenage Pregnancy Strategy , has been involved in tackling teenage pregnancy through joined up action, national media campaign , better support for teenage parents and better prevention as discussed. According to Naidoo and Wills , education and persuasion through mass media campaign may be an effective strategy in tackling teenage pregnancy because these techniques are geared to change peoples behaviours and lifestyles willingly as a result of information, support and advice.. HDA (2004) states that young people should be provided with sufficient education and clear information about all facts of sex and relationships and its implications coupled with confidential and accessible sources of contraceptive ser vices in tackling teenage pregnancy.

“Competing for the Future” by Gary Hamel and C K Pralahad

The book, â€Å"Competing for the future† brings into fore the discussion of effective strategic management as a path towards the establishment of efficient organizations and companies for the future. Moreover, the book's objective is to create ways in which leaders, specifically managers, can help lead the path towards the creation and development of an effective strategy plan for the organization. The path towards the future, however, should not be misconstrued as a ‘race' in which organizations or companies must participate in. What Hamel and Pralahad brought into focus is the nature of the race towards the future, and this was aptly stated in the book (25): There is not one future but hundreds. There is no law that says most companies must be followers. Getting to the future first is not just about outrunning competitors bent on reaching the same prize. It is also about having one's own view of what the prize is. There can be as many prizes as runners†¦In business†¦what distinguishes leaders from laggards, and greatness from mediocrity, is the ability to uniquely imagine what could be. Given this thesis of the book, the authors began their discussion by making it clear that in strategic planning, members of the organization must have a ‘vision,' the ability to imagine things beyond the scope of reality. That is, organizations and companies must also ‘dream,' create ambitions that have not been always considered â€Å"realistic,† yet feasible enough to be accomplished provided the strategy is well-thought out and effectively implemented (145). Of course, it is vital to consider that the process towards the establishment of an effective strategic plan is to bring together all members of the organization, because to delegate the task to a specific group would mean foresightedness in the part of the manager. The authors recommend that for full participation among members in the organization become possible, managers should plan to make each member educated about the whole process in which the organization/company operates (146). Re-educating members/employees ensures that they are able to understand how the organization/company works, and can provide suggestions or recommendations that can be beneficial not only to one department or sector of the organization, but also to the whole organization. The process described above illustrates the authors' view of what â€Å"resource leverage† should be: an acknowledgment of the organization's existing resources, and what can be generated as new resources from these existing ones. Thus, putting leverage on resources may be accomplished through converging, targeting, mining, blending, balancing, recycling, co-opting, and protecting these resources (160-173). Central also to the discussion of strategic management is establishing an organizations ‘core competencies.' The authors define core competencies as those activities that are an â€Å"integral part of the process of general management† (225). This does not only include specific products and/or activities, but all activities and products must be considered as potential core competency. The bigger and more difficult task is in identifying an organization's core competencies; surely there would be activities that specific members of the organization may consider as core, but the authors clarify that these activities becomes a core competency when it is an inevitable and essential part of the organization's daily activities and operations (226). Integrating together the authors' recommendations, â€Å"Competing for the future† brings into light how managers have the foremost goal of creating strategies that integrates the thoughts expressed in the book. This includes creating the â€Å"big dream,† opening up to the possibility that ambitious goals propels companies and organization towards the front race to the future, re-educating employees/members about the organization's daily operations, and identifying core competencies in preparation to the creation of a core competence agenda.

Home Appliance Case Study

Q1. What are the Industry’s Dominant Economic Traits? Industry’s Dominant Economic Traits| Features| Questions to answer | Market Size & Growth Rate| U. S is the largest producer of Home appliances in the world. U. S Home appliances industry is in the phase of Maturity. There are four major firms in Home appliances industry in United States. in 2002 there are 74. 5 million units. Dollar volume had been growing at an annual average rate of 1. 9 percent since. Scope of Competitive Rivalry| As major  home appliance  industry became increasingly global it became difficult for global and domestic major  home appliance  companies to survive independently in the competitive environment. | Number Of Rivals| Major rivals who shared 99% of the  market  share were Whirlpool,  General Electric, and Maytag, AB Electrolux. Others who shared 1% of the  market  share were Bosch-Siemens, Haier, Emerson Electric, Sub-zero, Viking and Wolf. Buyer Needs & Requirements| Ma ny consumers were demanding appliances that are attractive, convenient and easy to clean for that consumers are willing to pay top prices for top of the fine appliances that enhances their decor's and save precious time. The manufactures have responded to the consumer demands, by manufacture smart appliances with sophisticated electronic controls and self diagnostic features. | Pace of Technological Change| New technologies and designed were being introduced into major home appliances.Due to governmental pressure, appliance manufactures were introducing energy efficient versions of Home appliances| Degree of Product Differentiation| In US major  home appliances  industry firms differentiated themselves on the basis of quality and cost. | Product Innovation| As a result of high competition and rivalry companies were always in search of innovation. Huge amounts were being spent on R;D in order to replace current technologies with more efficient one. For example use of microwave en ergy in  clothes dryers  so that clothes could be dried faster, at low temperature.This technology was not marketed as it needed further improvement. Another example of innovation is that silent, vibration-free refrigerator instead of the noisy, energy-consuming compressors. The cooling apparatus consisted of wheel containing gadolinium powder moving through a high powdered, rare earth magnet. | Economies of Scale| All the major  home appliance  manufacturers were trying to gain economies of scale by renovating and building production facilities in order to  improve quality  and reduce material costs. | Q2. What kinds of competitive Force are industry members facing? Please make sure you follow my slides for Porter’s analysis. You have to explain the reasons for your evaluation. Threat of New Entrants/ Entry Barriers| Factors|   | HUFA| MUFA| Neutral| MFA| HFA|   | Comment| Economies of scale| Small| | | | 4| | Large| 99% of market shares capture by big four f irms. | Capital require red| Low| | | | | 5| High| The high amount of capital required for the new entrance in this industry | Access to distribution channels| Ample| | 2| | | | Restricted| There are three mass distribution channel. Which distribute appliances to mass. Differentiation| Low |   | 2|   |   |   | High| There is no such differentiation in products features. Focusing on price reduction that drove the surviving firms to increased efficiency and a strong concern for customer satisfaction | Brand Loyalty| Low |   |   |   |   | 5| High| A significant fraction of the consumers of high-end appliances were very knowledgeable about the brands and were also particular about the brands they used. | Experience Curve| Insignificant|   |   |   | 4|   | Significant| They have more than 50 years of experience in appliance industry that was the main source of their success. Govt. Action| | | | | 4| | | Govt has put strong regulations on Industry to produce energy saving products. | Exit Barriers| Factors|   | HUA| MUA| Neutral| MA| HA|   | Comments| Specialized Assets| High| 1  | |   |   | | Low| They have captured a huge market through product development, learning experience and R;D. | Fixed Cost of Exit| High|   | 2|   |   |   | Low| They have spent a huge amount on machinery,labour trainings,R;D| Strategic interrelationship| High|   | 2|   |   |   | Low| Collaboration and commitment with their suppliers and dealers. | Competitive Rivalry|Factors|   | HUFA| MUFA| Neutral| MFA| HFA|   | Comment| Composition of Competitors| Equal Size |   |   |   |   | 5| Unequal Size| All have same resources and same product line so they can compete easily with each other. | Mkt. Growth rate| Slow|   | |   |   |    5| High| Because they have maximum market share and have grap the customers loyalty. | Scope of competition| Global|    1| |   |   | | Domestic| Because of competition with International marke ts. | Capacity Increase| Large|    1|   |   |   | | Small| When they will produce same products as like their competitors so it will exceed the requirements and have to sellin lesser price. Degree of differentiation| Commodity|   |    3| |   |   | High| No such product differentiation among rivals| Threat Of Substitute Product | Factors|   | HUFA| MUFA| N| MFA| HFA|   | Comment| Threat of Obsolescence of Industry’s product| Hi|   |   |   | |    5| Low| Product durability and reliability and no such substitute. | Aggressiveness of substitute products in promotion| Hi|    |   |   | |    5| Low| There is no threat facing from substitute product| Switching Cost| Low | |   |   |   |   5| High| No substitute| | Power Of Buyer|Factors|   | HUFA| MUFA| N| MFA| HFA|   | Comment| Number of Important buyers| Few|   | |   |   4|   | Many| Brand loyalty and innovative products preference. | Product supplied| Commodity|   |   2| à ‚  | |   | Specialty| Similarities in products so they can easily switch to other if they increase the cost | Switching cost| Low| 1|   |   |   |   | High| Buyers can easily switch to other products if low cost. | Profit earned by buyer| Low|   |   2|   | |   | High| Company is getting less profit and providing more discount to customers| | | | | | | | | | | | | | | | |Overall Industry attractiveness| | | | | Factors| Unfav| Neutral| Fav| | | | | Entry Barriers|   |   | *| | | | | | Exit Barriers| *|   |   | | | | | | Rivalry among existing firms| *  | |   | | | | | | Power of buyer| | *  |   | | | | | | Threat of substitutes|   |   | *| | | | | | Q3. Identify forces likely to exert greatest influence over next 1-3 Years? (Please note the Drivers of change are few usually not more than 4 factors). Your Drivers of change must point out. i. Are driving forces acting to cause demand for product to increase or decrease?The driving forces increase th e market demand for product because of emerging technologies, increase in globalization, product innovation and customers’ demand. ii. Are driving forces acting to make competition more or less intense? Competition increases because the existing firm more involved in product innovation, price reduction and globalization. iii. Will driving forces lead to higher or lower industry profitability? Their profitability will increase because of mass production, change in cost, efficiency, change in people’s life style. Q4. Develop Strategic group map for the industry.Justify your reasons? Price| Highlow| Maytag | | AB Electrolux | | | General Electric | Whirlpool | | | | | | | | | Few models Many models| Model Variety| Q5. What are the key Factors for competitive success? Develop competitive profile matrix. Common Types of Industry Key Success Factors (KSF)| Features| Questions to answer| Technology | Introduce energy saving products, customers oriented features and efficient products that have save their cost and time. Manufacturing Related KSF| Economies of scaleIt plays very vital role as the entire major home appliance manufacturers were heavily engaged in renovating and building production facilities to gain economies of scale. E. g. , reducing labor cost and manufacturing cost. QualityProduct Quality is also a key success factor it includes eight dimensions of quality which consumers want i. e. , performance, features, reliability, conformance, durability, serviceability, aesthetics and perceived quality. | Distribution related KSF| There is a strong network of wholesale distributors.Strong direct sales capabilities via the internet. | Marketing Related KSF | They have well known brand name. They have a narrow product line. They are giving guarantees and warranties to their customer. | Strategic Factors| WhirlpoolWeight Rating Weighted Score| MaytagWeight Rating Weighted Score| Market Share| 0. 25| 4 1| 0. 15 3 0. 3| Global expansion| 0. 25| 4 1| 0 . 5 3 0. 3| Learning experience| 0. 20| 4 0. 8| 0. 20 3 0. 6| Product Quality | 0. 15| 3 0. 45| 0. 25 3 0. 75| Production Capacity| 0. 15| 3 0. 45| 0. 25 2 0. 75| Total| 1| 3. 7| 2. 7| Competitive Profile Matrix (CPM)

Early Cases Of Judicial Activism. The Following Supreme

EARLY CASES OF JUDICIAL ACTIVISM The following Supreme Court cases provide a useful insight into the growth and development of judicial activism in independent India. In the Privy Purse case Madhav Rao Jivaji Rao Scindia Union of India the broad question was whether the President rightly exercised his power in de-recognising the princes. In this case, the court ruled that by virtue of Article 53 of the constitution, the executive power of union vested in the President must be exercised â€Å"in accordance with law†. That power was intended to be exercised in aid of, not to destroy, the constitution. An order merely â€Å"de-recognizing† a ruler without providing for the continuation of the institution of his rule an integral part of the†¦show more content†¦In VC Shukla v Delhi Admin (1980), the court while dealing with the legislative competence of the state to pass a law establishing special courts for dealing with offences committed by persons holding high public office, held such courts to be valid. It also held that the court could strike down an administrative act if bias or mala fides was proved. The court in this cas e clarified that the theory of â€Å"basic structure† would apply only to constitutional amendments and not to an ordinary law passed by the Parliament or the state legislature. In the Bhagalpur Blinding case(Khatri (II) v State of Bihar, it was held that Article 21 included the right to free legal aid to the poor and the indigent and the right to be represented by a lawyer. It was also held that the right to be produced before a magistrate within 24 hours of arrest must be scrupulously followed. In Fertilizer Corpn Kamgar Union v Union of India the petitioners of a public enterprise challenged the sale of the plant and machinery of the undertaking, as it resulted in their retrenchment. The Supreme Court held that sale resulting in retrenchment had not violated their rights under Article 19(1)(g) of the constitution, and likened it to termination of employment due to abolition of posts. The court ruled that the petitioner did not have the locus standiShow MoreRelatedInfluence Of The Federal Government1633 Words   |  7 PagesThroughout the years 1877-1981, minority groups employed activism in a variety of guises in the struggle to achieve civil rights. 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