Conflict Between Okot P Bitek s My Husband s Tongue Is...

Conflict Between Okot p’Bitek’s â€Å"My Husband’s Tongue Is Bitter† and â€Å"What Is Africa to Me?† When evaluating postcolonial Africa, Okot p’Bitek’s poems â€Å"My Husband’s Tongue Is Bitter† and â€Å"What Is Africa to Me† focus on the struggle Africa faces to reestablish its authority. The once unified nation is now split between those who embrace the Western culture and those who do not. Some seek an advanced, modern, and different lifestyle while others want to keep their traditional way of life. The conflict divides not only the nation, but a husband and wife as well. In â€Å"My Husband’s Tongue Is Bitter,† Lawino expresses her concern for the change she sees in her husband, Ocol. She is against colonialism because she does not like change nor the western ideology. Her life was perfect beforehand but today differences separate her and her husband. Ocol, however, adopts the western ideology. He feels reborn as a new person and conveys his feelings and admiration for the Western culture in â€Å"What Is Africa to Me?† T he differing perspectives of husband and wife form the basis of the conflict between the two poems. The way in which Lawino characterizes Ocol describes his transformation to the reader. She witnesses him undergoing a negative change by the way he treats her and the tone he uses while talking to her. He now considers himself more European than African. He has become what he considers educated, mannered, and hopefully European. His expectations of a western lifestyle lead Ocol

Government Controlled Social Service Essay - 1091 Words

In our Society, We are faced with many social problems, such as Healthcare, unemployment, and housing. Government officials implemented social policies to enhance social welfare by providing assistance for many populations in need. However, low income families (single mothers and the working class) are stigmatized against as the government primarily provides aid for this vulnerable population. Therefore, as social service providers we feel limited with resources for our clients and it prohibits clients from obtaining adequate assistance needed. In my paper, my personal views will be addressed and the ideas of Bruce Jansson incorporating two readings. The readings are: The Symbiotic and Uneasy Relationship between Clients, Social†¦show more content†¦In addition, a vast majority of our population requesting services or are in need of services are immigrants. Though it may appear that the government demonstrates minimal concern for the well-being of immigrants and other vulnerable populations, it is beneficial that welfare state has been created. According to Jansson, â€Å"Vulnerable populations need a welfare state, moreover, because they are more likely to experience poverty exists disproportionately, for example, among single women with children, persons of color, and person with mental or physical challenges. If no governmental safety net programs existed, many members of these groups would not even be able to meet their survival needs, such as food, medical care, income and housing† (Jansson, 2009, p.5). My personal opinion is the government automatically assumes that the individuals in vulnerable populations chose their way of life without making an effort to advance themselves. However, assumptions should not be made as we cannot determine all vulnerable groups to encounter the same ordeal, which led them to their circumstances. For example, one individual may have come from another country and is trying to assimilate to their n ew environment. However, it is difficult for them as they have difficulty communicating due to language barriers and adapting to a new culture. Another person may be a female citizen, whose husband passed away leaving no collateral for the family, as he was theShow MoreRelatedThe Model Of Reflection ( 1988 )1665 Words   |  7 Pagesall health services they require, no matter their cultural background, or where they live. When thinking about the poor health outcomes due to the lack of access that Australians, particularly Indigenous Australians, in rural areas it makes me wonder how the health care system can fail to deliver care to those people. 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Many people argued that the United States healthcare system needs some upgrading, while, some people admire Canada’s healthcare system due to the fact that Canada’s healthcare does more for less. Research has shown that Canada spends less of its’ GDP on it’s healthcare yet performs better than the United States. CanadaRead MoreThe Effects of Violence in the Media944 Words   |  4 Pagesbeen deprived from the social learning theory concluded by Albert Bandura. The media effects thoughts in modern time came about from Bandura’s social learning theory, which states that children may learn violence from watching others. Bandura showed a video of an actor punching a Bobo doll. She then put children in a room with one to test if the child will do the same as the actor. Violence in the media does it really affect people’s actions, is violence in the media controlled enough, and will itRead MoreWater Is The Most Important Natural Source955 Words   |  4 Pagesmobility and centrality to sustenance of human life. The physical, conceptual, and social plasticity aspects of water as a resource create uncertainty with regard to handling and thus posing critical questions in response to use and management. In the last three-four decades, global economic institutions such as the World Bank and International Monetary Fund (IMF) have pushed for privatization of water services in most developing nations in line with their neoliberal economic philosophies (ColemanRead MoreHan China vs. Mauryan/Gupta India Essay1132 Words   |  5 Pageslocated in different geographic regions, they both used social hierarchy, language, bureaucracy, and religion as a means of political control. Many of Classical India’s religious beliefs and bureaucratic practices contrasted each other in relation to the ways that they supported the methods of political control. Like Han China, Classical India used their social structure system as a method of political control. Han China developed a social structure based on literacy, and Classical India introducedRead MoreA Report On The Executive Of The Company As Business Analyst1701 Words   |  7 Pages1. Overview of different types of organisations, their types and the growth in international business environment Organisations are groups of individuals functioning towards the similar goals or having the same rationale. It is a social entity of people that is controlled and managed to meet a need or to follow collective goals. All organizations have an administration structure that determines affairs between the different actions, tasks and the members. There is also a subdivision of responsibility

The Bachae Essay Research Paper The Bacchae free essay sample

The Bachae Essay, Research Paper The Bacchae In the narrative, The Bacchae The dramatic struggle is how Pentheus goes against the nature and ways of Dionysus and his followings. Pentheus is an nescient male monarch who believes that he is the almighty and that Dionysus is non a God. Pentheus really states to his male parent that Dionysus is no God. When he is confronted by Dionysus ( The Stranger ) he is nescient and doubtful of his godliness. He is shortly killed because of his ignorance. Throughout the narrative Pentheus makes the error of doubting Dionysus. Pentheus first states his ignorance when he tells his male parent that Dionysus is no God. Well, we know what happened to that small shoot: sizzled by a bolt of lightning along with female parent and her prevarication she had the nervus to call Zeus the male parent as her lover. What Gall! What presumption! ( 87.245 ) Pentheus ignorance is self-destruction all the manner from the beginning of the drama. We will write a custom essay sample on The Bachae Essay Research Paper The Bacchae or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Another large portion of the struggle is when Dionysus ( The Stranger ) and Pentheus meet for the first clip. Pentheus attitude was like he was the most powerful and that The Stranger was nil. Even When The Stranger told him that Dionysus was a God and born to Ze us Pentheus still seemed nescient. There is a conversation between them that shows Pentheus ideas toward Dionysus, I ll close your carcase up oh, safe in prison. Dionysus says, And when I wish, the God himself will put me free. Pentheus so replies, Indeed? When you stand among your drunken revelers, imploring. ( 94.495 ) Pentheus ignorance and idea of indomitability show another cause of his devastation. Pentheus has such hatred for Dionysus that he is unsighted to recognize that Dionysus is a God. Pentheus shortly finds himself believing that all Dionysus bases for is incorrect. He even believes that the adult females with Dionysus are Satans. His devastation is now upon manus and the he goes into the Fieldss dressed as a adult females. The adult females so butcher him from limb to limb. The dramatic struggle of Pentheus and his ignorance shows true for many people. Pentheus error was believing that he was unbeatable and doubting Dionysus. Pentheus besides showed failing when he showed ethnocentrism towards Dionysus and his followings manner of life. Ignorance can be something of a deathly trait for many. Possibly this narrative is stating us that we should ever maintain an unfastened head when it comes to believing or discrediting anything.

Negotiation Integrative Negotiation free essay sample

As much as you have to figure the person’s personality your own attitude toward him, you also need to consider the negotiation basics, strategies, process. You should know them all by heart you have to be aware of that particular circumstance. It means, you need to comprehend the situation utilize the right strategies. Now, after we talk about negotiation, we are going to move forward to the concept of effective negotiation. Effective negotiation will happen when the outcome is winning for all including separating the people from the problem, focusing on mutual interest, inventing options for mutual gain, and using objective criteria.In order to have much more comprehensive perception toward this term, we are about to define some important terms: 1. Mythical Fixed Pie mind-set: There are two various situations, Win-lose situation win-win situation. On win-lose, as the name stands, one party will win while the other will not while in win-win situation both parties will gain benefits. We will write a custom essay sample on Negotiation Integrative Negotiation or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The mythical fixed pie mindset is a situation in which one party will paralyze its host into a rigid mindset, blurring the host’s vision into a fixed stare where the other party can see nothing more than what sits on the negotiation table.It is one of the most destructive assumptions we can bring to negotiations since it is based on the fact that the pie of resources is fixed. The mythical fixed pie mindset leads us to interpret most competitive situations as purely win-lose, for those who recognize opportunities to grow the pie of value through mutually beneficial tradeoffs between issues, situations can become win-win. Many agreements fail to materialize because of this limited vision. 2. Distributive Negotiation:The term â€Å"distributive negotiation† can refer to a deal in, which we are negotiating over a single issue, price, and in conflict over how much the person would pay and how much he would get . In other words, a distributive negotiation type or process th at normally entails a single issue to be negotiated. In distributive negotiations, parties assume a fixed pie of resources negotiate about how to cut up the pie (distribute resources) or claim value. As an instance, I can illustrate an example in Iran‘s market.If you want to buy a good in Tehran, say a pair of jeans, as you are walking through the shopping mall, you have to consider the element of bargaining. While you are deciding on the style color, you have to make up your negotiation plan as well too. The strategy is that as you hear the offer, $40, you should make an offer about $20 try to stick to it. The seller will suggest $35 while you say $25 . Finally; you can purchase it at $30. 3. Integrative Negotiation Integrative negotiation concerns how the negotiators expand the pie of resources or create value in negotiations.They typically do so by identifying more than one single issue, so that issues can be traded off. There are many opportunities for integrative negotiations throughout global negotiations if negotiators are motivated enough and the strategy to transform single issues into multiple issues and make trade-offs. As an instance, back home in Iran, my mother needed to make a dress for my cousin’s wedding ceremony two years ago. We visited various shops with the hopes of finding the suitable material. After we spent huge amount of time on window-shopping, we finally found a store that had the proper cloth. We needed 3 meters of that special cloth to make the right size. The shopkeeper refused to sell us all 3 meters left holding the reason that he will not have any sample left. As we were caught up in a predicament, we made an integrative negotiation. He agreed to sell us all 3 meters if we bring him back some leftover from the tailor, which can be used as a sample in his shop. The result was that we had the dress he had the sample. 4. The impact of framing on Negotiation: In order to investigate the effects of framing on negotiation, it is better to provide a brief definition of framing at the beginning. The use of framing dates back to the time of Aristotle when he used framing very effectively to portray murdering villains. Framing means to process and organize information, which provides a perspective of the problems or issues for a decision maker. It is normally used to understand the importance of facts or issues in relation to each other to determine possible outcomes and consider contingency actions to solve a problem. We often use framing when we develop a rationale why we should do something or acquire a certain product or service. There are some positive points that framing will bring to a negotiation: 1.A frame offers perspective by managing the alignment of the observer in relation to an issue. 2. A frame directs the observer to focus on a feature of an issue within the frame and to disregard other features of the same issue, which fall outside this frame. 3. A frame influences subsequent judgment in that it organizes and tailors information to fit into it. It therefore not only contains, but also constrains. Overall, using a framework can allow you to consider all potential gains and losses and available options for any situation. 5. BATNA: This negation term BATNA is an acronym, which stands for Best Alternative To a Negotiated Agreement. Fisher and Ury coined this term it was recognized as one of the main sources in negotiation. It is basically what you are going to do if you do not reach an agreement. Your BATNA is your best option outside the current negotiation. Imagine that you are negotiating a deal; your BATNA is an alternative buyer or seller. Your BATNA is your source of power because the better your BATNA, the more you can demand from the other party in the negotiation. They are critical to negotiation because you cannot make a wise decision about whether to accept a negotiated agreement unless you know what your alternatives are.The BATNA is the only standard that can protect you both from accepting terms that are too unfavorable and from rejecting terms, it would be in your interest to accept. In the simplest terms, if the proposed agreement is better than your BATNA, then you should accept it. If the agreement is not better than your BATNA, then you should reopen negotiations. If you are not able to improve the agreement, then you should at least consider withdrawing from the negotiations and pursuing your alternative considering the costs as well. It is of crucial importance to improve your BATNA whenever it is possible.Good negotiators know when their opponent is desperate for an agreement. When that takes place, they will demand much more, knowing their opponent will have to give in. If the opponent apparently has many options outside of negotiation, however, they are likely to get many more concessions, in an effort to keep them at the negotiating table. The last but not the least to mention would be the fact that if you make your BATNA as strong as possible before negotiating, you will definitely strengthen your negotiation. 6. ZOPA ZOPA is an acronym, which refers to Zone of Possible Agreement.It is the range or area in which an agreement is satisfactory to both parties involved in the negotiation process. Another term is Contracting Zone†. ZOPA is essentially the range between each parties real base or bottom lines, and is the overlap area in the low and high range that each party is willing to pay or find acceptable in a negotiation. . The process in finding this zone requires a little bit of detective work in order to make it work. It begins with a proposal by a person, commercial entity, or organization known as a Proponent.Essentially, this person puts an offer on the table. The receiving end of a proposal is known as a Prospect. This is the person or entity who considers the merits of the offer or proposal. The prospect will accept the proposal, make a counter proposal, offer, or outright reject it. This is where the game begins to get seriously fun. The proponent is trying to sell us something. This can be a product, a business idea, services, an organizational concept, or a combination of these things. The proponent is more commonly called the seller.The prospect, on the other hand, is  more commonly called the buyer. The seller wants to get the maximum amount possible for their proposal, but generally may also set a limit for the least amount they will accept. The least amount they are willing to accept is known as the sellers Reservation Price. This is the amount where they draw the line;  also know as the walk away from the deal point. The buyer, on the other hand, wants to pay the least amount possible, but may consider a higher amount that they  might be prepared to pay as well.The maximum amount they are prepared to pay is also known as the buyers Reservation Price or walk away from the deal point. The differences between these respective lows and highs of both the seller and buyer are their range of expectations. When you have a common ground or overlap between these two different ranges, this is known as ZOPA or the Zone of Possible Agreement. The ideal piece of information would be  the other partys reservation price. It is believed, that you should never reveal your own reservation price. The real trick is trying to find that sweet range of ZOPA. . Bargaining Range: Before I get to this concept, I will provide you with a brief review of bargaining. The term â€Å"bargaining† can be defined as a means of reaching agreement or settlement through give and take, often synonymous with negotiation. It normally refers to business contexts, usually involving money, and negotiation refers to all other contexts.

7 Tips for Writing a Film Review

7 Tips for Writing a Film Review 7 Tips for Writing a Film Review 7 Tips for Writing a Film Review By Mark Nichol When I wrote for my college newspaper, one of the assignments I enjoyed most was writing film reviews. And I was terrible at it, as I soon realized. Why? I was writing the equivalent of book reports: movie reports. Fortunately, I came to my senses and realized that evaluating films and plays and the like (and, yes, books) is more complicated, yet more satisfying, that that. Here are some tips not necessarily in the order in which they would be applied in your writing for crafting movie reviews (which are more or less applicable for reviewing other types of composition, or even products like software or gadgets): 1. If circumstances permit, view the film more than once. It’s easy to miss key elements, or even the whole point, after just a single viewing. 2. Express your opinion of the film, but support your criticism. If you are offended or disappointed or embarrassed, provide a valid reason, even if you think it is obvious. A film review that comes across as a personal attack on an actor, director, or screenwriter or a diatribe about a genre is a failed review. 3. Adjust the style of your review for the readership. If you’re pitching reviews to a traditional publication, you’re expected to be fairly evenhanded (though even mainstream film critics are permitted nay, expected to gently mock particularly inept filmmaking). If your target audience is fanboys (and fangirls) on a movie-geek Web site, though, feel free to take the gloves off. Either way, though, support your criticism with valid observations; hurling invective is not the same thing as evaluation. 4. Avoid spoilers. One of the most pernicious fairly recent developments in the review genre is the careless, thoughtless revelation of key plot points. It’s a sign of professionalism to refrain from giving such information away. Exception: Reviews of previously released films don’t necessarily adhere to this rule, though it’s still considered sporting to warn readers or site visitors to skip to the next paragraph if they don’t want to read something. Some classy sites actually code spoilers to be invisible unless the visitor scrolls over the blank area to highlight that passage in the review. 5. Judge the story. Are the character’s actions justified, and are their motives plausible? Is there an internal consistency to the way each person behaves, or do some words, thoughts, or actions ring false? Does the plot make sense? Is the story line logical? Is the narrative arc well shaped, with an economy of form, or is it flabby or drawn out, with time-killing pointlessness? 6. Rate the actors. Do they meet the expectations dictated by the plot and other story elements? If not, is it their own thespian shortcomings, are they hampered by a poor script, or is there something about their performances that makes you believe the director is at fault? What could the performers, the screenwriters, or the filmmaker have done differently to make the movie work better? 7. Evaluate the technical elements. How do the cinematography, editing, lighting, sound, and other components support or detract from the film? Is music appropriate and effectively employed? You needn’t know film-technology jargon to share your thoughts about how these elements contributed to or detracted from the whole. Writing film reviews is in one way a thankless task: Often, readers will disagree with you, and many people will go to see movies without your wise guidance. How to avoid frustration? Writing about movies, like writing about just about anything else, should be primarily an exercise in enjoyment: You do it because you like doing it. If anybody else out there enjoys the result of your exercise in self-entertainment, so much the better but you’re your own primary audience (and your worst critic). Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Freelance Writing category, check our popular posts, or choose a related post below:Spelling Test 1Top 11 Writing Apps for iOS (iPhone and iPad)Threw and Through

Using FOIL to Solve Algebraic Equations

Using FOIL to Solve Algebraic Equations Early algebra requires working with polynomials and the four operations. One acronym to help multiply binomials is FOIL. FOIL stands for First Outer Inside Last. Example (4x 6) (x 3) We look at the first binomials which are 4x and x which gives us 4x2 Now we look at the two outside binomials which are 4x and 3 which gives us 12x Now we look at the two inside binomials which are 6 and x whichh gives us 6x Now we look at the last two binomials which are 6 and 3 which gives us 18 Finally, you add all of them together to get: 4x2 18x 18 All you need to remember is what FOIL stands for, whether you have fractions involved or not, just repeat the steps in FOIL and you will be able to mulitply to binomials. Practice with the worksheets and in no time it will come to you with ease. You are really just distributing both terms of one binomial by both terms of the other binomial. Practice Here are 2 PDF worksheets with answers for you to work on to practice multiplying binomials using the FOIL method. There are also many calculators that will do these calculations for you, but it is crucial you understand how to multiply binomials correctly before using calculators. You will need to print the PDFs to see the answers or practice with the worksheets. Also, here are 10 sample questions to practice with: (4x - 5) (x - 3)(4x - 4 (x - 4)(2x 2) (3x 5)(4x - 2) (3x 3)(x - 1) (2x 5)(5x 2) (4x 4)(3x - 3) (x - 2)(4x 1) 3x 2)(5x 3) 3x 4)(3x - 3) (3x 2) Conclusion It should be noted that FOIL can only be used for binomial multiplication. FOIL is not the only method that can be used. There are other methods, although FOIL tends to be the most popular. If using the FOIL method is confusing for you, you may wish to try the distributive method, the vertical method or the grid method. Regardless of the strategy, you find to work for you, all the methods will lead you to the correct answer. After all, mathematics is about finding and using the most efficient method that works for you. Working with binomials usually occurs in the ninth or tenth grades in high school. An understanding of variables, multiplication, binomials are required before multiplying binomials.

System Development of Disscusion Questions Assignment

System Development of Disscusion Questions - Assignment Example During system development, the members interact with users so that they can improve the system. The choice of criteria is entirely reliant on the user’s requirements in terms of system support. He gives a few requirements that have to be considered. Many users oftenly want to use different UML models in between modeling tools. In most instances, a mechanism is usually provided that ensures the language exchange that is structured by the MOF. The simplest way to do this is to determine the tasks performed by every actor. By doing so, actors are chosen in such a way that their behavior remains constant. In many cases, actors are comprised of humans, but in other cases, they consist of other systems as one’s system can interact with other systems such as a database system. In such an instance, choosing actors will based on their ability to function in such an interconnected system. Many users oftenly want to use different UML models in between modeling tools. How come it is not easy to apply multiple models of UML between tools of modeling? The reasons are technical in nature and one of them is the fact that XML attempts to solve tasks that are more complicated than simply exchanging the models of UML. In most instances, a mechanism is usually provided that ensures the language exchange that is structured by the MOF. The other reason is that the model does not have the required information to ensure a reliable communication network exchange among the modeling tools.

Personal development Essay Example | Topics and Well Written Essays - 2750 words

Personal development - Essay Example The thought can be well versed in clear meanings when the change takes place in one’s life through practical application of knowledge in either personal or professional world. The terminology that strikes the mind in relation to behavioral change is Personal Development. The development of potential capabilities, recognition of goals and targets, improving standard of living, and developing economically, personally and professionally all are the characteristics that defines personal development. While an individual works towards the development of his/her behaviors, they consciously or unconsciously may act as a guide or role model for the enhancement of others’ personality as well. In this context, the role of an individual can be of a teacher, coach, trainer, or instructor. An organization can work towards the development of employees’ performance through diverse processes of evaluations, monitoring of work and feedback system. To evaluate if the change has occ urred or not, whether it be personal or institutional, a person needs to design specific visions and outline an agenda for the achievement of aims, as a person is his/her own boss (Rose, 2008). Learning is an essential component in human’s life as it continues since the time of birth until the death. With the passage of time, the person notices a changing trend in his behavior, which initiates from schooling and moves ahead to his professional phase. Throughout his learning journey, one comes across many people with different backgrounds and experiences that influence his performance by a great deal. This can either inspire or encourage an individual to move towards his goals with determination or can leave de-motivating impact that may lead to decline and poor quality of his learning. Motivation is one of the fundamental aspects that lead to increase in possibility of positive learning. Reward is amongst the best examples of motivating one towards achieving his targets becau se it is human psychology that wherever a person finds a chance of gains, his work efficiency increases by a historic proportion. Constant guidance from senior workers and feedback on the quality of the work presented assists in gaining experience because they act as an expertise in the particular field (Rose, 2008). In view of some scholars, learning is â€Å"the process leading to relatively permanent behavioral change or potential behavioral change† (Cotton, 1995). Learning enables humankind to respond to the activities happening in the surroundings. In relation to it, learning also effects one’s perception about the issues due to the reason that it provides with quality information that gives us the knowledge to differentiate between right and wrong. Researchers (Rose, 2008) who have studied the impacts of learning on human behavior termed it as Behaviorism. The learning or a skill that a person attains through any kind of experience, commonly referred as experient ial learning is crucial and critical for change in behaviorism. Every individual has its own niche in the society for which a person works according to his approach and behavior that may have a positive or adverse influence on others’ behaviors. Moreover, the above discussion is justifiable by a real case scenario that has an enduring impact on my life. Initially, I was a person that used to leave a bad influence on my surroundings along with a non-earnest attitude towards work and life. I used to mess around with others and did not pay

Film versions of Romeo and Juliet Essay Example for Free

Film versions of Romeo and Juliet Essay My aim of this essay is to compare the two versions of Romeo and Juliet that are directed by Baz Lehrman and Franco Zeffirelli. Lehrman set his in modern times with modern clothing and buildings. He still uses early modern English but with some lines changed, so the modern audience can understand the story a little easier. It was created in 1996. It is given a Miami beach setting with loud music and super-artsy sets, reviewers said Natural born killers meet Stratford-Upon-Avon, a kind of Shakespeare MTV. This version definitely helped younger people with the understanding of the play, and to appreciate the works of Shakespeare, simply because Lehrman could keep to the main basis of the story, yet modernise it to suit these recent times, and keep the audience interested throughout the whole of the film. It was certified as a twelve. Zeffirelis version is set in Elizabethan times in Italy. At the time that this film was created it was the first version of Romeo and Juliet where the two main characters were played by actual teenagers (seventeen and fifteen). He created the latest action, humour and romantic film version of Romeo and Juliet yet. It was shot in Italy in three main cities of Tuscany, Umbria, and Lazio, but all the scenes of riot and duelling were shot in Gubbio. It was certified as PG. Both of the opening scenes begin with the famous chorus Two households both alike in dignity This gives you a basic outline of the story although it isnt clear. Zeffirelli had a male voice talking with the same tone of voice throughout it, it was a fairly plain tone but had the hint of sadness as well. On the screen all you can see is a border surrounding the town at the edge of the screen in orange and yellow swirls giving it an ornament look. There is a birds eye view moving across the town then through it, the camera moves very slowly and appears almost like an introduction to the town and gives a sense of romance and anger. The romance because of when the shot is in the town centre it pivots towards the sun it makes you think of happiness and love. Anger, because of the mist right at the beginning and the dark shadows of the walls when the camera goes down fairly dark alleyways. There is folky and old aged music throughout it, this gives you a head start in knowing there will be old fashioned buildings and costume, this creates an image of the Shakespearian times and recall over the whole story of Romeo and Juliet. Lehrman begins with a television set and a pitch black background with the T.V screen fuzzy at first then with someone channel hopping giving you the directors name an the production team name. It is completely silent with only the sounds of the remote control flicking over the channels. Then there is a newscaster announcing the news/story of Romeo and Juliets death. She is reading the chorus which is read at the beginning of Franco Zeffirelis version. As she is talking the camera very slowly zooms into the screen. Then just as she reads the last line the camera zooms in very quickly into the blue background on the T.V screen. Then very loud opera music is played. This gives you a sense of danger maybe violence, the camera zooms down a long road through the town, I think this might have been influenced by the last line Is now the two hours traffic of our stage as the word traffic stands out. Then there are flashes of the scenes throughout the movie mainly of violence. The chorus is repeated this time by a male voice. There are pictures of newspaper articles and main words like Two star crossed lovers take their life this is to point out main themes of the story. There is also displays of the white dove and sacred heart labelling Catholicism. The party scene in Zeffirelis in some ways is different but also similar to that in Lehrmans, like when the pair talk to each other there is a solo being sung in the background or on-stage both romantic songs to set the scene for when the pair fall in love. In Lehrmans you have the vision of Romeo who is on drugs, so there is a lot of spinning camera work to show the works of ecstasy also it changes from one thing to another like when Romeo is talking to Lord Capulet then the next moment he sees him singing also the appearance of Mercutio singing and dancing. Later he is looking into the fish tank and there he sees Juliet on the other side of it. He instantly takes an interest in her beauty and follows her over. Then Juliet dances with Paris but keeps an eye out for Romeo. When the dance is over there is a huge celebration when Romeo grabs Juliets hand and they begin to talk then the camera shows what Juliet is seeing when Paris turns around ands laughs. Later when they are in the lift together the camera slowly moves around them whilst they kiss to get all sides of them both, it does this about two times I think they do this because its such a passionate moment that Lehrman wanted to make it last as long as possible. In fact its done twice once when they get in the lift and then again when they run out of the lift then back in. When the nurse comes to get Juliet she gives Romeo an evil look, which he doesnt understand at first until he realises that she is Capulet, the music quietens and the camera holds long time shots at both their faces also when Juliet finds out Romeos a Montague, this creates a lot tension. In Zeffirellis he chose to get Romeo to see Juliet before she sees him whilst she is dancing. Soon Juliet spots him and she takes an interest. Zeffirelli chose to get them to meet through a dance called the moreska. Here they dance together they dont actually talk but you can see in their faces they begin to fancy each other. At this section just like in Lehrmans there is a lot of spinning camera work especially when there are two circles dancing it shows flashes of Lord Capulet, Romeo, Juliet, and of the entire room which they are in. When it finishes a soloist comes on stage and every one creates a circle round him, Romeo and Juliet try to find each other and when they do Romeo grabs her hand and talks to her. Later they kiss and the camera pauses on them whilst there is no singing in the music this makes it fairly romantic but I think it would have been a bit better if the camera looked up and down them to show they are really falling in-love. When the nurse takes Juliet away she asks the nurse to find out who Romeo is. Also Romeo finds that Juliet is a Capulet here, as well as Juliet finding out that he is a Montague. Both directors chose to hold the camera on the couples first kiss. I think they chose this because it really creates a romantic atmosphere this helps people to see the passion between each other. Also they chose to get Romeo to grab Juliets hand from behind a column, this makes him appear like the no fear type, the type who are not scared to jump into things like here he instantly tries to impress her with holy palmers kiss. This keeps up Romeos personality on what he does for love, like at the end killing himself for Juliet.

The Pit and the Pendulum :: Pit and the Pendulum Essays

The Pit and the Pendulum "The place where you die is where you become young again." The accused in "The Pit and the Pendulum" is obviously being persecuted. For what religion or practice we do not know. For what crime it is not said. The prisoner does not even question his guilt or innocence. The accused in this story, to whom Poe does not give a name, is subjected to three life threatening situations. Poe, along with other English Romantics believed that being born was actually coming to the end of another existence. With this in consideration could the tomb in which the prisoner was confined be thought of as a womb? Could then the pit be considered a tunnel that leads to a New World? Poe utilizes one of the most common and universal phobias in "The Pit and the Pendulum," which is the darkness. Imagine you are condemned to death and wake to find that you cannot see your hand two inches from your face. Darkness commonly evokes feelings of anxiety, but under these circumstances I would think absolute terror. The tomb is dark, and only by an accident does the accused escape the pit and certain death. The victim searched for a rock in order to estimate the depths, which he just avoided. As the masonry hit the water far below, a light burst into his vault and a door swiftly shut. The slamming door was his first awareness that he was being monitored constantly; his torturers were adjusting his torments to his abilities at avoiding disaster. The prisoner wakes only to realize that he is strapped onto a board and bound by a "surcingle". The word he uses is significant; it can apply to the binding of saddle on a horse, or to the binding of a priest's cassock. He perceived himself as bound like an animal by the belt of a priest, symbolically bound to the demented will of his prison-masters. Far above his bound body, on the ceiling of the chamber, was the figure of Time holding what appeared to be a scythe. Upon closer examination what appeared to be a scythe was a giant, razor sharp pendulum making a slow and deadly descent. One could interpret the figure of Time as the character's realization that his time is running out. I think Poe's introduction of the figure of Time suggests to all of us that we have only the time that is given us.

How far were southerners to blame for the civil war? Essay

During and for years after the war, Northerners blamed Southerners and Southerners blamed Northerners for starting the war. With hindsight today, it is easy to dish out blame and easiest to point the finger at the South. After all it was the Southern states that seceded from the union, and it was obvious to many Southerners at the time, and to most Northerners that the result of such secession would be war. It was the Confederates that fired the first shots of the war at Fort Sumter in April 1861, and in doing so they provoked a conflict that would leave one in four white adult male southerners dead, the South’s economy devastated and slavery, the â€Å"peculiar institution† they fought to defend, abolished. However because slavery is seen today to be such a morally and ethically wrong and evil thing, people’s views can be blurred, leading them to side automatically with the North. There were of course many events that furthered America’s sectionalism and eventually led to the civil war, most of which blame can be divided equally. It is therefore necessary to be objective and take each into account, concluding perhaps that the South was not entirely to blame for the civil war, just as Germany was not entirely to blame for the first world war. The Missouri dispute was the first of events that caused division between North and South. In 1819 the territory of Missouri applied to become a state in the union, it was settled mainly by Southerners and ten percent of its population were black slaves. Its constitution therefore would make Missouri a slave state. This would cause imbalance in the Senate whereby the South would have a majority, so congressman Tallmadge from New York proposed that Missouri should only be allowed to join the union if it would abolish slavery. This issue was debated across the country; the South saw Tallmadge’s proposal as an attack on their political power. In the House of Representatives the North already had a large majority and if any new states were to be free, any of the South’s wishes could be ignored in both houses. In 1820 a compromise was made whereby Missouri was made a slave state, and Maine was made a free state, thus keeping the balance in the Senate. Also there were to be no slaves above the line of 36 30†² latitude. This dispute to an extent can be blamed on the North, as it was Tallmadge’s statement that sparked off tension and Southern determination to defend slavery. The North could have been satisfied with their majority in the House of Representatives and just allowed Missouri to be a slave state, knowing that soon other states would arise possibly wanting to be free. The 1828 Nullification Crisis was a cause of further sectionalism that was not directly about slavery; it was instead focused on state rights versus federal rights. Congress proposed to raise import duties making foreign goods more expensive. This would protect industry in the North as consumers would buy American made goods, but it would hurt the South as they relied heavily on cotton trade with Great Britain. The South saw this as another attack from the North, so Senator Calhoun from South Carolina declared that if a state felt the Federal Government was abusing it’s power, that state could nullify or ignore any measure or act it disagreed with. He also said that any state had the right to secede. In 1832 South Carolina ignored the new import duties and President Jackson threatened to send in troops. Eventually they backed down and excepted a lower set of duties. This escapade and Calhoun’s statement about secession threatened the very existence of the union. Blame for this can fall on both the North for selfishly looking after their interests without regard for the South, and on the South for supporting Calhoun’s idea of secession which threatened to tear apart the country at such an early stage. Next came the dispute over California and New Mexico. In 1846 USA won a war against Mexico and gained the lands of California and New Mexico. Congressman Wilmot from Pennsylvania proposed that slavery should be banned in all land taken from Mexico. The South opposed Wilmot’s proviso, as according to the Missouri compromise, California should be part free and part slave. However the climate of California and New Mexico was unsuitable for cotton growth and it was unlikely that slavery would expand that far west anyway, so there was no need for Wilmot to say what he did. By opening his mouth, Wilmot opened an old wound, making the South firmer in their defense of slavery. Calhoun reiterated his views on secession in his doctrine and tension grew with the Californian gold rush. Thousands rushed to California and its settlers formed a constitution that banned slavery. Before it could be a state Congress had to approve the constitution. The Southern states opposed it and the break up of the union was on the horizon once again. As usual a compromise was reached. In 1850 California became a free state but a new harsh Fugitive Slave law was introduced, meaning if a slave escaped to a free state, men could hunt the slave down across the borders and bring him back. The bitterness and tension here can be blamed on both the North and South. The North because Wilmot and his supporters were willing to blatantly go against the 1820 compromise, and the South as they would not simply accept the wishes of the Californian people. The dispute over Kansas and Nebraska is perhaps the best example where both Northerners and Southerners were to blame for what happened. In 1854 Senator Douglas from Illinois proposed a bill to form two new territories, Kansas and Nebraska, in order to buy land to build a transcontinental railroad. Congress passed the Kansas-Nebraska act but it was left for the inhabitants of the territories to decide for or against slavery. Nebraska was unsuitable for slavery but Kansas wasn’t. So, despite the fact that Kansas was above 36 30†² latitude, slave owners from Missouri moved in, in an attempt to make Kansas a slave state. Similarly so did abolitionists from the North. Both groups set up governments and sought approval from Congress. Violence followed in a war lasting several years which was nicknamed â€Å"Bleeding Kansas† Eventually abolitionist settlers outnumbered the slavers and in 1861 Kansas became a free state. In this case both sections were as bad as each othe r with their childish quarrels and fights. So who really was to blame for the Civil war? From the above-mentioned factors, which are only a few of many, you could conclude that both Northerners and Southerners were equally responsible. However the most important factor as mentioned in the beginning is the fact that the Southern States seceded. They did not have to, but they did. In 1861 there was no immediate threat to slavery, Lincoln said when he was elected that he would not interfere with slavery in states where it was already established. He thought it would take a hundred years or more before slavery would fade away, and considering the Republicans did not have a majority in Congress in 1860, there was little Lincoln could do to threaten slavery. Despite this, Southern politicians, representing the wishes of their constituents, acted irrationally and established an independent Southern nation, believing they were protecting themselves from the wrath of the North. Most Southerners knew that in doing so they would start a war and some realized at the time the full extent of their mistake. They knew they would start a war and they realized they would lose. The North was far more industrialized and stronger in numbers of men and it was very likely that they would win. Jonathan Worth from North Carolina said in spring 1861 â€Å"I think the South is committing suicide, but my lot is cast with the South and being unable to manage the ship, I intend to face the breakers manfully and go down with my companions† If all Southerners had realized their foolishness a lot of bloodshed could have been avoided. However a mass delusion seemed to effect the South, they believed they had to fight to survive. Southerners picked the fight; they fired first and were made to lie in the grave they dug for themselves.

Core Mountain Man Brewing Company Bringing the Brand

Core Marketing Mountain Man Brewing Company Bringing the Brand to Light 1. Overview Mountain Man Brewing Company (MMBC, or the Client) is a family-run business in West Virginia that has experienced much growth since launching its flagship premium beer Mountain Man Lager (MMB) in 1925. Over the decades, brand loyalty, quality and brand awareness have been the cornerstones of the Client’s success – the importance of the MMBC brand among consumers has allowed the company to build its small but consistent market share in the East Central region (ECR), particularly in its home state, the only region it distributes in (7. % of the market with more than 50 million USD in revenue). 2. Challenges & Opportunities * Challenges MMBC currently faces a potentially identity-changing challenge: The traditional premium beer market has been declining at a compound annual rate of 4%, and MMB experienced a 2% decrease in revenue last year, the first drop in its entire history; accordingly, MMBC’s target aim is to recover from the 2% decrease in revenue that occurred in the prior year. * OpportunitiesThe light beer market – popular with younger drinkers – has also been growing at a CAGR of 4%. Although MMBC has been historically weak in the 35-years-and-under segment, there is opportunity to generate more sales by releasing a new Mountain Man Light Beer (MML) line to target this younger market. However, there is the risk of negatively impacting their current distribution of MMB through shelf-space cannibalization and higher costs; as well as the risk of alienating their core segment of older, blue-collar drinkers. . Analysis MMBC faces potentially losing more revenue at the current forecasted compound annual decrease rate of 2% – the projected decrease for MMB standalone in year-to-year net revenue from actual 520,000 barrels sold in 2005 (USD 50. 4 m) to 470,039 barrels (approximately USD 45. 6 m) by 2010 totals nearly 10% (see Exhibit 1). According to the key age demographics among beer drinkers, MMB’s customer segmentation is currently as follows: 64% for 45 years and up, and only 17% for 35 years and under.Yet the ECR breakdown for consumption by beer type is the opposite: 50. 4% for light and only 19. 7% for premium. Due to the overwhelming potential in the light beer market, we have prepared projections on growth in revenues and expenses for MMBC should they decide to move forward with brewing Mountain Man Light (see Exhibit 2A, 2B). * Making Mountain Man Lighter (and More Profitable) Considerations have been made regarding MMB remaining as a stand-alone product (again, see Exhibit 1).However, per the Client’s instructions, this report will focus on projected performance examining MMBC’s entry into the light beer market at their expected MMB reduction rate of 20%. According to our analysis, MML would still result in a significant increase in revenue within two years: With the new product mix , net income margin increases from an insignificant 0. 88% in MML’s first year to a robust 3. 7% by its second year (2007), even with considerations on the additional expenses that would go into launching a new product – manufacturing, advertising, general operating (see Exhibit 2A). Additionally, the projected MMB+MML sales volume after only two years would nearly match MMBC’s current volume level – 500,895 barrels to 520,000 – and would eventually overtake the 2005 figure in 2008; while standalone figures show a continuous decrease from the 2005 benchmark and eventually fall behind MML sales by 2011 (Exhibit 3). * Issues to Consider The forecast for MMB +MML sales are promising.However, JAFREM must note significant issues to consider with the presented data: 1) Due to limited sales volume for the first six years, impact on COGS has not been taken into consideration; should the current production capacity levels be exceeded, additional inputs rega rding CAPEX (for example, for new plants) will be necessary. 2) With the forecasted MML growth rate, the Client’s market share in the ERC amounts to 1. 5% after five years; MMB has not achieved this level after more than 50 years in the business and so considerations on the MMB reduction rate have also been provided (Exhibit 2B). 4. RecommendationsLight beer is an attractive proposition for MMBC, especially with the decrease in the premium beer segment. Accordingly, ignoring the dynamic growth in the light segment is simply too much of an opportunity to let pass. In order to reduce the risks that come with launching MML (alienating core customers, promoting a failed product), we recommends the following measures: * To avoid losing brand equity at the consumer level for MMB, pilot the MML launch outside West Virginia, as this is MMBC’s strongest and most loyal market; should the testing prove successful, then consideration can be made on moving into West Virginia. Shoul d the MML growth forecast not be realized after two years, return focus to MMB distribution at a national level; while advertising and sales at the grass roots level has been good for MMBC, there has been no attempt to reach a larger marketing through the traditional channel of television media. * Despite the expected decrease in the premium beer market, MMB still has potential to capture more market share by expanding its advertising activities and consumer base outside the ERC. Exhibit 1 – Lager Standalone Projections MMB Standalone (next five years)Â  | | 2005| 2006| 2007| 2008| 2009| 2010| Barrels| 520,000| 509,600| 499,408| 489,420| 479,631| 470,039| Price per Barrel| $97. 00| $97. 00| $97. 00| $97. 00| $97. 00| $97. 00| Net Revenue| 50,440,000| 49,431,200| 48,442,576| 47,473,724| 46,524,250| 45,593,765| COGS| 34,803,600| 34,107,528| 33,425,377| 32,756,870| 32,101,732| 31,459,698| Gross Margin| 15,636,400| 15,323,672| 15,017,199| 14,716,855| 14,422,517| 14,134,067| SG&A | 9,583,600| 9,583,600| 9,583,600| 9,583,600| 9,583,600| 9,583,600| Other Op. Exp. 1,412,320| 1,412,320| 1,412,320| 1,412,320| 1,412,320| 1,412,320| Operating Margin| 4,640,480| 4,327,752| 4,021,279| 3,720,935| 3,426,597| 3,138,147| Other Income| 151,320| 151,320| 151,320| 151,320| 151,320| 151,320| Net Income before Tax| 4,791,800| 4,479,072| 4,172,599| 3,872,255| 3,577,917| 3,289,467| Prov. Income Tax| 1,677,130| 1,567,675| 1,460,409| 1,355,289| 1,252,271| 1,151,314| Net Income After Tax| 3,114,670| 2,911,397| 2,712,189| 2,516,965| 2,325,646| 2,138,154| Net Present Value| 3,114,670| 2,599,461| 2,162,141| 1,791,526| 1,477,990| 1,213,246|Exhibit 2A – MMB + MML Projections | 2005| 2006| 2007| 2008| 2009| 2010| 2011| MML Barrels| 0| 48Â  735| 101Â  369| 158Â  136| 219Â  282| 285Â  066| 355Â  763| MMB Barrels| 520Â  000| 407Â  680| 399Â  526| 391Â  536| 383Â  705| 376Â  031| 368Â  510| Growth%| Â  | -12%| 10%| 10%| 10%| 10%| 10%| Price per Barrel| $97| $97| $97| $9 7| $97| $97| $97| Net Revenue| 50Â  440Â  000| 44Â  272Â  273| 48Â  586Â  872| 53Â  318Â  166| 58Â  489Â  738| 64Â  126Â  451| 70Â  254Â  508| COGS| 34Â  803Â  600| 30Â  776Â  437| 34Â  000Â  363| 37Â  531Â  192| 41Â  386Â  351| 45Â  584Â  213| 50Â  144Â  138| COGS/Revenue| 69. 00%| 69. 52%| 69. 98%| 70. 39%| 70. 6%| 71. 08%| 71. 37%| Gross Margin| 15Â  636Â  400| 13Â  495Â  837| 14Â  586Â  509| 15Â  786Â  974| 17Â  103Â  387| 18Â  542Â  239| 20Â  110Â  370| SG&A| 9Â  583Â  600| 11Â  233Â  600| 10Â  483Â  600| 10Â  483Â  600| 10Â  483Â  600| 10Â  483Â  600| 10Â  483Â  600| Other Op. Expenses2| 1Â  412Â  320| 1Â  412Â  320| 1Â  412Â  320| 1Â  412Â  320| 1Â  412Â  320| 1Â  412Â  320| 1Â  412Â  320| MML, Extra Ad Expenses| 0| 400Â  000| 400Â  000| 400Â  000| 400Â  000| 400Â  000| 400Â  000| Op. Expenses| 10Â  995Â  920| 13Â  045Â  920| 12Â  295Â  920| 12Â  295Â  920| 12Â  295Â  920| 12Â  295Â  920| 12Â  295Â  920| %| Â  | 18. 64%| -5. 75%| 0. 00%| 0. 00%| 0. 00%| 0. 00%| Op.Profit| 4Â  640Â  480| 449Â  917| 2Â  290Â  589| 3Â  491Â  054| 4Â  807Â  467| 6Â  246Â  319| 7Â  814Â  450| Op. Margin| Â  | -90. 30%| 409. 11%| 52. 41%| 37. 71%| 29. 93%| 25. 10%| Other Income| 151Â  320| 151Â  320| 151Â  320| 151Â  320| 151Â  320| 151Â  320| 151Â  320| Net Income before Tax| 4Â  791Â  800| 601Â  237| 2Â  441Â  909| 3Â  642Â  374| 4Â  958Â  787| 6Â  397Â  639| 7Â  965Â  770| Prov. Income Tax| 1Â  677Â  130| 210Â  433| 854Â  668| 1Â  274Â  831| 1Â  735Â  575| 2Â  239Â  173| 2Â  788Â  019| Net Income After Tax| 3Â  114Â  670| 390Â  804| 1Â  587Â  241| 2Â  367Â  543| 3Â  223Â  212| 4Â  158Â  465| 5Â  177Â  750| Net Income Margin| 6. 18%| 0. 88%| 3. 27%| 4. 44%| 5. 51%| 6. 48%| 7. 7%| NPV| 3Â  114Â  670| 348Â  932| 1Â  265Â  339| 1Â  685Â  170| 2Â  048Â  409| 2Â  359Â  625| 2Â  623Â  209| Exhibit 2B – Inputs & S tress Test Results Inputs| | Stress scenario| MMB, Avg. Market Share Growth| 0. 25%| | Year| MML, Avg. Market Share Growth| Reduction Rate| MMB, Var. Cost per Barrel| 66. 93| | 2006| 0. 04%| 30. 19%| MML, Var. Cost per Barrel| 4. 69| | 2010| 0. 28%| 17. 28%| Reduction Rate| 20%| | 2011| 0. 23%| 21. 80%| Discount Rate| 12%| | | | | MMB, Growth Rate| -2%| | | | | Price per Barrel | $97| | | | | MMB, Extra Ad Expenses| $0| | | | | MML Growth Rate| 2%| | | | | MML, SG&A in 2006| $900,000| | | | |MML, SG&A Extra Launch| $750,000| | | | | Exhibit 3 – MMB (stand alone) vs. MMB + MML ——————————————– [ 1 ]. Forecast prepared according to the 2% compound annual decrease rate provided by the Client [ 2 ]. SG&A and Other Operating Expenses are quantity independent in the consider range of production. [ 3 ]. The Stress Scenarios included in this Exhibit denote the maximum reduction rat e possible in order to achieve the target market growth desired by the Client should they move ahead with MML; in order to remain profitable, these are the reduction rate ceilings.

College with free applications

College with free applications If you are getting ready to go through the college application process, you should know that, on average, the fees charged by schools just to submit your application, is $41.00. Obviously, fees vary by institutions, and this figure is only an average. If you are looking to find colleges without application fees, you will be looking a bit. Among pretty prestigious schools, Carleton, Colby and Reed charge no application fee; none of the military academies charge application fees; and you can conduct a Google search to find others that do not as well. The Range of Fees The most prestigious public and private universities have application fees that range from $75 - $90. If you apply to a minimum of 5, which is most often recommended, your costs just to apply, then, will run between $375 and $450. Below these higher fee schools, costs will range from $60 all the way down to $10. And, of course, if you can find schools with no application fee in which you have an interest, apply to them all you have nothing to lose! Lowering the Application Fee Costs There are some steps you can take to get those costs down, if you learn to work the system Decide upon 5 schools that are your top choices. Most if not all will charge an application fee, but well return to this shortly. Locate all schools within your price range and for which you meet the admissions requirements that are free colleges to apply to. Apply to as many as you wish. Many schools have an incentive for students to apply online rather than by mail. Check to see if any of the schools on your list waive the application fee for students who apply online. Many do, so get that online Common Application ready, or learn how to apply online on the colleges website. The number of no application fee colleges for online applications increases every year. Become a negotiator. Negotiation is a great skill to have, and if you have not yet had experience negotiating anything, here is your first chance. What most students dont know is that they can get application fees lowered or waived altogether, in one of two ways: Go to your guidance counselor, and tell him/her that the application fees are just way out of control and that you are having a difficult time coming up with the money to apply to all of the colleges you have identified. Your counselor may have experience contacting schools and explaining financial need and getting those fees waived. You can contact the admissions office of your selected college on your own. Explain that you have financial circumstances that may prevent you from applying because of the fee. Chances are, they will waive it for you. If you think that, once your scores, transcripts, and other information go in, the school may offer you a scholarship, use that to get the fee waived. Give the admissions rep with whom you speak just a bit of basic info your GPA and your ACT or SAT score. That individual may waive the fee on the spot, because s/he wants you to apply. Application fees can be pretty pricey, especially if you are applying to lots of schools. Be sure you check out all of the ways to avoid or reduce those fees as you go through this process.

John Deere Invented a Better Plow

John Deere Invented a Better Plow John Deere was an Illinois blacksmith and manufacturer. Early in his career, Deere and an associate designed a series of farm plows. In 1837, on his own, John Deere designed the first cast steel plow that greatly assisted the Great Plains farmers. The large plows made for cutting the tough prairie ground were called grasshopper plows. The plow was made of wrought iron and had a steel share that could cut through sticky soil without clogging. By 1855, John Deeres factory was selling over 10,000 steel plows a year. In 1868, John Deeres business was incorporated as Deere Company, which is still in existence today. John Deere became a millionaire selling his steel plows. History of Plows The first real inventor of a practicable plow was Charles Newbold, of Burlington County, New Jersey, to whom a patent for a cast-iron plow was issued in June 1797. But the farmers would have none of it. They said it poisoned the soil and fostered the growth of weeds. One David Peacock received a patent in 1807, and two others later. Newbold sued Peacock for infringement and recovered damages. Pieces of Newbolds original plow are in the museum of the New York Agricultural Society at Albany. Another inventor of plows was Jethro Wood, a blacksmith of Scipio, New York, who received two patents, one in 1814 and the other in 1819. His plow was of cast iron, but in three parts, so that a broken part might be renewed without purchasing an entire plow. This principle of standardization marked a great advance. The farmers by this time were forgetting their former prejudices, and many plows were sold. Though Woods original patent was extended, infringements were frequent, and he is said to have spent his entire property in prosecuting them. Another skilled blacksmith, William Parlin, at Canton, Illinois, began in about 1842 making plows that he loaded upon a wagon and peddled through the country. Later his establishment grew large. Another John Lane, a son of the first, patented in 1868 a soft-center steel plow. The hard but brittle surface was backed by softer and more tenacious metal, to reduce the breakage. The same year James Oliver, a Scotch immigrant who had settled at South Bend, Indiana, received a patent for the chilled plough. By an ingenious method, the wearing surfaces of the casting were cooled more quickly than the back. The surfaces which came in contact with the soil had a hard, glassy surface, while the body of the plow was of tough iron. From small beginnings, Olivers establishment grew great, and the Oliver Chilled Plow Works at South Bend is today [1921] one of the largest and most favorably known privately owned. From the single plowit was only a step to two or more plows fastened together, doing more work with approximately the same manpower. The sulky plow, on which the plowman rode, made his work easier, and gave him great control. Such plows were certainly in use as early as 1844, perhaps earlier. The next step forward was to substitute for horses a traction engine.

Performance measurement Essay Example | Topics and Well Written Essays - 250 words

Performance measurement - Essay Example In a broader perspective, the role of performance management system is to provide a fundamental bloc for enhancing total quality management (Besanko, Dranove, Shanley & Schaefer, 2010). Organizations that employ performance management systems are those that wish to establish the individual, departmental, and organizational performance in a bid to enhancing management to achieve organizational goals. Amongst the personal experiences with performance measurement is during the recent visit by auditors. The auditors aimed at ensuring that every employee in the organization had not only complied with the requirements of the firm but had also placed in extra efforts to ensure customer satisfaction in addition to growing shareholders’ value. The auditors found out that most employees in the organization would go an extra mile to call the clients in order to offer advisory services with respect to the organization. Being in the Accounting and Finance Department, the auditors wanted to know how the organization was complying with the Accounting Standards as provided for by the IAS and IFRS. Their advice to the department was the need to keep updating financial and accounting data in a bid to ensure that there was accountability and transparency in reporting the same concepts and

Sustainable Supply Chain Discussion Essay Example | Topics and Well Written Essays - 500 words

Sustainable Supply Chain Discussion - Essay Example For example, the value stream mapping (VSM) allows identification of all processes performed during the production of specific goods or for performing specific activity. These mapping processes can be used to identify and differentiate between value-adding and non-value adding activities/processes. Secondly, all staff members should be trained on continuously identification of such non-value adding activities in order to maintain continuous improvement of these processes. 2. Considering the need for going green and the enormous issues that are challenging our environment, there can be numerous ways to contribute towards environmental sustainability. Firstly, the staff can be asked to plant more number of trees/bushes wherever possible. This can start from their homes; one day can be dedicated towards planting activities. These plants need to be cared for at least the first few weeks by these volunteers. Secondly, as an initiative at office, stationery used can be cut down. Stationery wastes could include pens, papers, wired equipment etc. All used/non-usable wired equipment must be sent for recycling. Also, storage of wired equipment must be reduced. Contracting with suppliers for supplying just-in-time can be of help during need.

Global Business Environment Assignment Example | Topics and Well Written Essays - 1250 words

Global Business Environment - Assignment Example At the same, there has been progressive scientific understanding into global warming as well as ways that this issue can be mitigated. There have been a lot of international conferences and seminars to educate people on its effects and things that can be done in order to mitigate its effects (Chatham, 2009, p. 34). The Intergovernmental Panel on Climate Change (IPCC) has been active and effective in the study of global warming and its related effects. The panel researched and discovered that global warming is a result of an increase in the concentration of greenhouse gases in the environment and the general stratosphere. Human beings play an important and active role in the accumulation of these gases in the environment through various activities and processes. The report by IPCC explained that of all the greenhouse gases, carbon dioxide was the most prevalent contributor of global warming. At the same time, other different human activities like deforestation play a big role in the accumulation of carbon dioxide. Forests and vegetation cover usually use the excess carbon dioxide in their photosynthetic processes in a process called carbon dioxide fixation. This means that maintaining forest cover is an important step necessary in checking on the effects of global warming. However, people should try their level best in order to reduce on the energy that is released in the atmosphere, there should be effective and successful environmental campaigns aiming at sensitizing people on various methods of environmental management and conservation

Burberry Market Position and Competitor Analysis

Burberry Market Position and Competitor Analysis Ans: Burberrys target customer is someone who wants luxury while being functional. The brands point of difference with other luxury brands is that they could be luxury, aspirational, and functional. Burberry decided they were going to reach these customers from Bravo identifying their niche between labels of Polo Ralph Lauren and Giorgio Armani on the apparel side, and between Coach and Gucci on the accessories end. The Burberry team priced the products between these price points to reach consumers. Burberry wanted to create the image of accessible luxury. The characteristics of a market are assessed through various models such as analysis of Porters five forces of competitors analysis. Here, we view Burberrys market positioning through its competitors analysis. Burberrys products include continuity products which have a product life cycle of a few years, and fashion products which are designed to respond to a fashion trend. Therefore, the market positioning of the Burberry is unique and varies as it targets trendy as well as classic customers. Burberry targets all its customers through a common theme of functional luxury. Burberrys main competitors include Coach, Armani, Gucci, and Polo, all of which are among top fashion brands in UK and globally. Coach and Gucci, both are more focused towards fashion accessories while Polo and Armani are more focused towards apparels; although all have a range of products in both apparel and accessory categories. Burberry has positioned its brand in the minds of consumers to be functional luxury. Burberry maintains a product line with great width and depth consisting of many products. Their products fall into one of two main categories: fashion or continuity. Fashion products are designed to be responsive to fashion trends and are introduced on a collection-by-collection basis. Continuity products have life cycles that are expected to last for a number of years. Burberry also has three primary collections: womens wear, menswear, and accessories. With so many different products offered in different collection and the fashion vs. continuity of Burberry products the product mix is very great. This contributes to the positioning of the Burberry brand. Burberry has received awards for the Contemporary Design Collection of the Year and the Classic Design Collection of the Year. This illustrates how diverse the Burberry brand is Therefore, the market positioning for Burberry varies. Burberry can appeal to the hip 25-year-old man or the conservative 65 year old man. However, many Burberry ads feature younger models. Recent Burberry ads have featured everything from a British landscape with aristocratic looking models to edger ads with models in bikinis. Taking all of this into account, Burberry is targeted towards many different segments of the population with one common theme, functional luxury. Burberry has many competitors that include: Coach, Polo, Armani, and Gucci. Relative to that of Burberrys competitors, they have positioned themselves very well in the minds of consumers. Coach primary positioning is on handbags. While Coach also carries other accessories that range from watches and shoes to scarves and dog collars, Coach remains primarily in the accessory end of fashion. Coach was also not even a player in the top 10 luxury goods players. However, Coach held 6% of the accessories share and in a price comparison was more on the low end of cost for accessories. This does not however reflect Coachs marketing positioning. Coach is just simply more affordable and more accessible to the general population. Polos marketing positioning is centered more towards clothing. While Polo was a number two player in the top luxury brands they captured the most market share for apparel, however, lower priced than Burberry. The Polo brand has great brand equity and is very well established in the minds of consumers. Armani, another competitor or Burberry, placed 8th in the top 10 global luxury goods. While Armani really only focuses on apparel the brand still maintains a strong luxury position in the market. Gucci also placed in the top 10 global luxury goods. Guccis marketing position is towards luxury accessories. They captured 12% of the accessory market share and were the highest priced brand for accessories. Overall, Burberrys competitive positioning is suitable over the long term. While brand like Coach and Gucci focus more on accessories and Armani and Polo focus more on the apparel market, Burberry has succeeded in penetrating both the accessory and apparel market while remaining a luxury good. Burberry has also succeeded is positing itself between brands such as Polo Ralph Lauren and Armani in apparel, and between Coach and Gucci in accessories. Burberry also has many different lines within the Burberry brand. This allows for more high-end goods and goods that would be feasible for purchase by the general population. Burberrys positioning of functional luxury is extremely competitive and will sustain over the long-term. Q2. Is Burberrys competitive position sustainable over a long term? Why? Ans: Burberry, initially Burberrys was popular amongst the British Royalty during the 1900s for its original designs and uncompromising quality. Thereby, the brand increasingly became a symbol of both luxury and durability. However, during the mid-90s, the company started facing several strategic and structural issues. In spite being a profitable business the earning quality was low. The brand came to be perceived as stodgy-looking and conservative, and skewed to a older customer-base. However, reinvention of the brand took place when Rose Marie Bravo came on board as the chief executive, with the basic motive to transform Burberry from a tired outwear manufacturer into a luxury lifestyle brand that was inspirational, stylish and innovative. The following measures were taken: Recruiting people, who were experienced and skilled in the field, thereby made a A-list industry talent team. Changing the name from Burberrys to Burberry and a contemporary logo and packaging was introduced. Repositioning the brand between cutting-edge fashion and classics. Burberry was positioned as a aspirational as well as functional brand and represented accessible luxury. The product line was upgraded and Burberry came up with three primary segments: Womens wear, Mens wear and accessories. Burberry expanded its portfolio in two segment: low priced labels including Thomas Burberry (in Spain and Portugal) and Burberry Blue and Black labels (in Japan) mainly to appeal younger, more fashion conscious customers and the high-end label Burberry Prorsum to position itself in high-profile luxury market. Advertisement campaign including Stella tenant, featuring a British aristocrat and model Kate Moss featuring the modern, fashion-oriented side. The check prints were an integral part of Burberry design pattern, and accounted almost 25 percent of companys revenue from check products. It also launched Burberry Brit, a new perfume line featuring a check design bottle. Thereby, Burberry positioned itself as a brand between lifestyle and fashion brand. Thus Bravos team brought Burberry from a broken position to a popularity stage. Thus, Burberry holds a competitive edge and positioning in the market. This competitive position for Burberry is sustainable over the long term due to several reasons. Not only due to its particular price points, but Burberrys intensive consumer surveying is also important. Burberry has consistently focused on remaining true to their core brand values and heritage to the Burberry brand. Burberrys market share in 2001 as rated against the top 100 luxury goods players was 5.2%, putting them in 4th place overall. This compares with 14.4% market share for LVMH (1st), 9.1% for Polo Ralph Lauren (2nd), and 4.4% for the Gucci Group (5th). Armani falls short with a smaller percentage (3.5%) of the market. Coach is far below these and does not appear on the top 10. If you compare by the type of luxury good; in accessories: Gucci is at 12%, Coach at 6%, Polo at 4%, and Burberry at 4%. And for apparel considerations: Polo is at 9%, Burberry at 3%, Armani at 2%, and Gucci at 1%. It is clear here that these distinctions occur based on the depth and width of each companys product line. Coach sells far more accessories (i.e. leather goods) than clothing, and Polo sells far more clothing than accessories. Burberry is almost balanced, and sells an equal amount of both, on their 2003 annual report Burberry shows almost even income from womens wear (33.3%), menswear (27.4%), and accessories (28.6%). For this reason, Burberrys competitive position is sustainable, as they have a decent demand for both accessories and apparel. Q3. Bravos team is currently carrying out several initiatives including multiple collections, multiple channels and multiple licenses. What is the role of each of these initiatives in Burberrys overall business model? Ans: Multiple Brands Burberry created multiple brands (Prorsum, London, Blue and Black, Thomas Burberry) to attract certain kind of customers whom they were not targeting initially and to cater certain characteristics of certain customers. This idea supports Bravos goal to attain new customers along with retaining old customers For example, Burberry London was offered as a lower-priced label designed to appeal to a younger, more fashion-conscious customer. Blue and Black is sold in Japan, for younger individuals, and is a foreign product that diversifies the product risk. Burberrys Prorsum product line was introduced to secure their positioning in the niche and luxury market. It shows consumers that Burberry competes with the latest fashions, and represents the highest end of luxury items. Prorsum was used to show the Burberry brand as luxurious and according to Bravo, the Prorsum introduction was created to tell people that something new was happening at Burberry. The idea was to introduce a high-profil e, high-end brand, and do it in a first-class way, by putting it in the best stores in the world. The intended role for Burberrys collections (Womens wear, Menswear Accessories) was due to extensive consumer research to also help recruit a newer consumer. The only way to do this was to update the product line to fit the fashion-desires of current and potential customers, and a way for Burberry to give a consistent look and feel across an array of products. Not only did they maintain creating products that were expected to have a lifespan of a number of years, but they also created other fashion-oriented productsà ¢Ã¢â€š ¬Ã‚ ¦designed to be responsive to fashion trends, thus maintaining their flow with fashion evolutions. Burberrys continuity products (classic trench, duffle coats, handbags and scarves) have longer life cycles than that of its fashion oriented products. Care must be taken in analyzing product life cycles. In terms of womens wear, menswear, and accessories, each col lection allows Burberry to compete with its major competition. A collection of accessories allows Burberry to adequately compete with larger accessory players such as Gucci and Coach. Multiple Channels Mass exposure was allowed to customers in wholesale and retails. The company had taken more control over its distribution by purchasing some distributors and severing ties with others. It had 3162 wholesale stores, 434 department stores, and 2728 specialty stores. Multiple Licensees Throughout the 1970s, when Burberry was owned by GUS, the Burberry brand became licensed on too broad of an array to maintain the true image and values of Burberry. With this came overall turmoil when the pricing, designing, and quality of Burberry products became skewed across numerous markets which then resulted in the brand having losing much of its exclusivity and the Far East [accounting] for a disproportionate 75% of sales. Due to this fact, Bravo determined and executed a plan where Burberry would now exercise control over everything from design to sourcing, manufacturing, and distribution. Ultimately, devising this licensing strategy allowed for the elimination of price, design and quality inconsistencies. Multiple licensees allows Burberry to introduce products in markets their competition has better hold of, and still share in some of the profit. These new collections and brands serve to further Burberrys new strategy and to mitigate risk of alienating core customers. Q4. Has Bravos team managed to elevate the overall status of the Burberry brand? Ans: Bravos team has managed to elevate the overall status of the Burberry brand through a complete transformation of the brand from being a classic aristocratic brand to a complete fashion oriented though being well-verse and sticking to its core brand values providing the customers both luxury and durability, for which it is known. The product was positioned as an affordable luxury brand catering customers of all age groups and from different fronts of life. The team rigorously worked to completely overhaul the pricing, distribution, product, and promotion. Multiple product lines and brands were created and the company moved in a global direction. Burberry also saw that by 2002, gross margins were now 56% compared with 47% in 2000. Multiple brands like Burberry Prorsum, Thomas Burberry, Burberry Blue and Black labels were launched to cater every segment in the market place. In terms of distribution, by 2002 Bravo and her team had managed to create world-wide distribution of the Burberry product. According to the study, they had 3,162 wholesale doors worldwide, including 434 department stores and 2,728 specialty stores, and also more than 132 company-owned stores. Lastly, Bravos team challenged themselves in finally devising a plan to promote the Burberry image. With the help of a famed advertising team, the Burberry campaign executed. The first flight launched in 1998 and featured Stella Tenant, a British Aristocrat and ultimately told a story that was able to convey the brand values, tradition, and heritage of the Burberry brand. The following winter, in 1999, the team was able to maintain the value image of Burberry, but also introduced model Kate Moss into their ads to simultaneously convey Burberrys more modern, fashion-oriented side. Ultimately, each challenge remained focused on Bravos original goal to make Burberry a global brand, while maintaining the core values and heritage of Burberry. Thereby, Bravo and her team brought Burberry at a status of most preferred, durable, luxury and also fashion oriented and accessible brand for all age category customers, thereby redefining an elevated status of Burberry.

Early Warning Signs in Elie Wiesels Night Essay -- essays research pa

Denying Life As a son watches his mother take her last breath on her deathbed, an overwhelming grief sets in. Although knowing that his mom smokes and drinks, he never told her to quit or ease up because he thought his mother can never die. In this case, the offset of this denial is his mom’s early death but, the denial by the Jews during 1942, caused a far more superior calamity, six million deaths! Alas, just like the boy who lost his mother, the Jews have signs and warnings to escape the invasion and Elie Wiesel does a superb job of incorporating that in his book, Night. These overlooked chances, or motifs, are Moshe not getting the respect for his word, uncomprehending the news that is given to the Jews, and the misjudgment of how evil a man Hitler is. If one is saved from a massacre of his or her own people, it is indispensable that he or she return back to his or her homeland and warn others of their approaching fate. This should give them enough time to pack their belongings and flee from their invaders. In Elie Wiesel’s painful memoir Night, there is a minor character that experiences this sequence, and his name is Moshe the Beadle. The only difference in the cycles is that when Moshe returns, nobody believes him of his incident. When Moshe returns, one citizen exclaims, â€Å"’He’s just trying to make us pity him. Or even: ‘Poor fellow, He’s gone mad.’† The cause of this persecution may be because of his â€Å"waiflike timidity,† but even so, heeding Moshe’s advice could have granted the Jews of Sighets’ protection from the Nazi concentration camps. An additional reason why Moshe was not given the proper respect might be because he was deeply religious. The o ther members in town may have been led to believe that Moshe had s... ...f the major Optimism of the Jews is that they could not comprehend the killing of all their people. They see it as a task that contains no possible way to be fulfilled. They justify it by saying â€Å"Was he going to wipe out a whole people? Could he exterminate a population scattered throughout so many countries? So many millions! What methods could he use?† (6). The answer to their question is yes but there is many chances to escape this fate, although the Jews of Sighet deny it. Understating Hitler, denying the media, and not realizing the depth of Hitler’s evil, were all the motifs shown above and is proof on how the Jews of Sighet deny their warning signs of an upcoming holocaust. Heeding these signs may have granted many of them life in a place that manufactured death. And when the race toward death began, it was the village idiot that came out to be the smartest.

Performance Appraisal Notes

A. Explain the benefits of performance appraisal systems within an organization in which you address the following: A1. Present the optimal results of a well prepared and well-delivered performance appraisal. *If the company establishes a well prepared and well delivered performance appraisal, what are the best results the company can expect? (employee prospective and company perspective are good here) Performance appraisals are a tool that most companies use when assessing their employees.A well prepared and well delivered performance appraisal can be beneficial to both the employee and the company. The company benefits in many different ways when they deliver this type of performance appraisal. The performance appraisal process allows the company to reiterate the goals that they have, as well as change the priority of previous goals. Things change all the time and the evaluation would be the perfect place to make this aware to employees. The company also can use these performance e valuations when they are preparing to promote within the company.When the company promotes from within it creates a moral boost to current employees by letting them know that there are chances for growth within the company. The evaluations also give the company a paper trail of documentation for use if legal actions are ever taken. This will show just cause for the decisions made by the company. These decisions could be linked to promotion, termination, salary raises, and even poor performance documentation. It is always in the best interests of the company to keep documentation that will justify all decisions.The company also benefits by learning areas of needed improvement to help raise productivity and moral throughout the company. Employees will see the loyalty the company has towards them when the company invests time and money into their employee’s improvement. Personal goals of the employees is another benefit the company has through performance evaluations. The compan y can see where the employee wants to be in the future, which may uncover a potential management trainee that was overlooked. Companies can greatly benefit by promoting employees that have personal goals that match company goals.The company is not the only entity that benefits from these performance appraisals. The employee benefits as much as the company does. The performance appraisal process gives each employee a face-to-face meeting with their supervisor or manager. This is a perfect chance for the employee to learn exactly what the company expects from them. This gives a chance to clear up any issues or questions that may have been weighing on the employee. A well prepared and well delivered performance appraisal will raise the moral of the employee as well.The employee will know what specific things he has done well, which will enable them to keep them up. The areas that the supervisor feels needs improvement will be discussed and they can both agree on a way of getting the em ployee more training. The employee feels more involved in these decisions when the supervisor allows for their input on decisions. This makes the employee feel the company has loyalty and therefore the company wants to help the employee achieve all their performance goals. The employee also benefits by letting the company know their future goals.This will allow for the company to help the employee out in all ways possible. For example, the employee may want to be in a different department in the next year. The company could possibly start cross-training the employee in that department, therefore helping both parties reach their goals. This could benefit both the company and the employee by showing support and possibly raising performance. These regularly scheduled performance appraisals will promote better performance through employees knowledge of what is expected of them.A2. Recommend pre-appraisal activities that ensure they are performance appraisal processes that are beneficial to the employee and the company. *What happens before the appraisal? (suggestion: ongoing activities and in the time proximal to the performance review) It is important to make time for pre-appraisal activities to make sure that the benefits are at max potential. It will hurt the chances of maximizing gains for both the company and the employee if the following activities are not done beforehand.The most important thing when it comes to being ready for the performance appraisal is being well prepared. The manager needs to make sure that he sets aside enough time to perform the pre-appraisal activities. These activities include establishing a time for the appraisal and relating it to the employee, making sure to lay out all new and old goals for the employee, giving the employee an advance copy of the review, collecting the employee’s review of themselves, and collecting all notes taken that may validate your points and emphasize your decisions as well as the last  performa nce appraisal.It is important to make sure that the employee has enough time to prepare for the appraisal. This allows for quality feedback from them and will also lead to quality questions. In order to make it the most beneficial appraisal possible, then both sides need to be well prepared. Goals and expectations will be completely understood if both parties have an idea of what’s expected of them. The employee can have questions ready for things that they may not understand. There may be instances where they can ask for additional training in areas they know they are weaker in.The act of giving the employee the advance copy of the review will make sure that the employee is not blind-sided and will significantly lower the amount of defensiveness. The employee will have questions ready to ask their managers, which will in turn make for a more rewarding appraisal. The employee’s review of themselves will also let the manager know where the employee sees himself performi ng. This could in turn get the manager ready for an employee that felt he was above expectations on everything, but in reality the manager seen the total opposite.This will allow for the manager to prepare himself with the necessary responses for the possible situations or questions. It is also important for the manager to have all the documentation that supports his thought or decisions. A copy of the previous appraisal will also allow for the manager to show what strengths and weaknesses the employee may have had in reaching previous goals. The manager will have more backing and a proper paper documentation basis for all decisions. A well prepared appraisal will lead to a happier and a more beneficial meeting between the two parties.A3.  Recommend post-appraisal activities that ensure there are performance appraisal processes that are beneficial to the employee and the company. *What happens after the appraisal? Activities that occur just after the performance review (meeting) u p through 364 days after. The appraisal is has now been concluded and it is time to make sure that it remains beneficial. It is important that the employee knows that the manager is going to do everything possible to make sure the employee can be the best he can. It is now time to implement the training programs that were discussed with the employee.This will show the employee that the company is investing the time and money on them. The company and the employee will both benefit if the employee reaches their full potential. Daily, weekly, or monthly follow-up meetings with the employee may also be necessary and beneficial. This will allow for a personal relationship to be formed between manager and employee, which will in turn give a sense of trust towards management. Managers can also continue to take notes on observations about what the employee is improving at, or can document what the employee seems to be struggling with.This will give the manager things to go over when they ar e having these follow-up meetings. It is also important to let the employee know that he can come to the manager if they have any questions or concerns about their progress from the previous appraisal. This will allow for the manager to give the employee the proper accommodations to fulfill their goals. A4. Illustrate what can go wrong when giving feedback. *If you consider the performance review a communication loop or conversation, what can go wrong during this critical feedback period?Illustration means giving detail and specifics. There are a lot of issues that can go wrong through the process of giving feedback during a performance appraisal. An employee’s moral can drop significantly if the manager spends all his time telling the employee only the things they do wrong. The appraisal process should focus on what the employee is doing right and what areas the company can help them improve in. It is important that the manager emphasizes that both the company and the employ ee benefit from maximizing the employee’s performance.The employee should have some input on the areas of training they need to improve in. This will allow the employee to have a sense of ownership in the training process. They will be more inept to go along with the accommodations and training programs decided upon. Employees may also become defensive if they feel the manager is throwing a bad performance review on them. An employee may walk into a performance appraisal thinking they have been doing a good job, but the manager throws them a curve that suggests they are not performing to the companies standards.If the employee has no idea what’s coming, then they will be prone to defend themselves in order to not look as bad. There will be a less chance of the employee agreeing with the training suggestions for improvement. Another affect from this scenario would be that the sense of trust between the manager and employee could be lost. In this event, the employee went in to the meeting thinking all was good, but now they feel that they can no longer trust the manager. There is also the possibility of a biased review when it comes to performance appraisals.This could happen if the manager rated the employee a certain way because they were not liked on a personal level. There may be a promotion coming up and the manager wants someone that they are friends with to get that new opening. This could lead to a biased review that could potentially lead to legal issues. There are always the possibility of reviews being biased, which could lead to legal actions being taken. A5. Discuss steps that a manager might take when delivering a performance appraisal for optimal value. *Of all those things can go wrong in A4, how can we avoid those? What steps can a manager take?It is very important for the manager to follow steps that will lead to the delivery of an optimal valued performance appraisal. The things that must be present in order to achieve this are t he idea that the evaluation is based off the performance of the employee, maintain an environment during the meeting that promotes moral and includes the employee’s thoughts, keep the evaluation focused on the employee, equip the employee with the appraisal before the meeting, remain unbiased in the employees evaluation, and to keep in mind the possibility of legal issues that could come from a biased evaluation.A performance evaluation is given to do just what it says, evaluate only the performance of the employee. It is extremely important to make sure that the focus on the evaluation is that of the employee’s performance. If this is followed when doing the employee’s appraisal, then it leads to making sure the employee understands that all topics will relate to performance only. It is also important to make sure that the manager promotes an environment to promote moral for the employee. This can be done by specifically telling the employee what he has done we ll since the last appraisal.It is important to make sure the meeting is not based just off what the employee is not doing right, but instead about areas he is excelling at and areas that he could improve in. Moral can be boosted by taking the employee’s thoughts into consideration for the training and accommodations that they need. The employee will feel valued by the company and manager if they have some sort of contribution. It is possible to have an employee that has underperformed in every area leave the meeting with a moral boost, but this depends on the environment which has been setup by the manager.It also a must to equip the employee with a copy of your appraisal before the meeting. This will allow for the employee to come to the meeting prepared and with a knowing of questions that will maximize his performance growth. The manager can even ask for a list of questions from the employee. This will allow for the manager to be prepared to give the employee the best corr ect response. The employee will not feel that they have to be defensive when they have some sort of idea what is coming in the review. Managers must maintain that all appraisals are based on the employee’s performance and are free of bias.It is a manager’s duty to make sure that they exclude any biased evaluations for their employees. Managers could get the company into legal troubles by allowing for biased evaluations. It is critical that they keep in mind all legal issues that could arise from their meetings with their employees. The company can be found liable for any discrimination that the manager promotes or demonstrates. It is important to keep the appraisal about performance only. A6. Discuss the benefits to the company of working with employees to further their career goals.*Company perspective—what are the positive consequences of discussing career goals with employees? The company benefits in many ways when it works with employees to further their car eer goals. A big benefit for the company is the increased performance that comes when it helps employees reach their career goals. Performance is an area that is important to all companies and getting the most out of each employees is key to helping the employee grow. These employees that can reach their potential have the foundation to move up within their company.Some companies have special programs that monitor potential management trainees. This keeps the company on top of these employees and makes sure they keep challenging them. If companies take an interest in furthering their employee’s career goals, then these employees feel a sense of loyalty and are less prone to leave the company for career advancement. This keeps the turnover down for the company, which in return saves money for the company by not having to reinvest time and money in new employees. It will also boost moral by allowing employees to see that promotions are made from within the company.This will all ow all employees to see that the company is just as committed and loyal to them, as they are to the company. This will make it easier for the employees to see that there is potential for promotion. The company also invests time and money into employees as they are prepared to advance through the company. The company can learn that an employee is interested in moving up within the company, which the company could then evaluate a plan of training for the employee. The company could also implement career development programs that their employees could enroll.Managers could also recommend employees for these development programs. The perfect time to talk to employees about personal career goals is during the performance appraisal. This will help the manager set goals that will lead the employee towards reaching his career goals. It will become very valuable for the company to learn that their goals are a match to an employee’s. B. Discuss the evaluation of teams within an organiz ation in which you address the following: B1. Summarize research of effectively assessing team performance. There are various models that can be used to assess team performance.The assessment of team performance is becoming more and more standard with the emergence of team environments. The three models that I have decided to research to evaluate team performance are the absolute judgment method, the behavioral appraisal method, and the management by objectives (MBO) method. These are all valuable assessment methods that are used by many different types of organizations. It is important to remember that no single assessment method is 100% perfect, so be sure to take into consideration which works best for the company.The absolute judgment method is an assessment of performance that is based only off the performance standards that are set. It does not compare one employee to the next, therefore there could be multiple employees with the same ratings. In the textbook Managing Human Re sources it states, â€Å"the dimensions of performance deemed relevant for the job are listed on the rating form, and the manager is asked to rate the employee on each dimension. †1 This method allows for a manager from a different area to assess the performance of the team, since there are set standards set.We can use the example that each of our sales  teams has a performance standard of making 15 sales per week. If the team has averaged 18 sales per week over the last six months then any manager could see that their performance is above performance standards. The idea that there are preset performance standards that are known makes it easy for the manager to rate the team’s performance. The benefits of this system is that it doesn’t put employees against each other during the evaluation and that there is documentation that supports the assessment of the employee. In the event of legal issues, this method makes it easier for the company to prove why the asse ssment is rated the way it is.The negative side of this method could be variances in evaluation standards of different managers and also there could be issues judging individual performance when assessing the team. It is important to make sure that assessments reflect not only the team, but also the individuals on each team. The behavioral appraisal method is another method that could be used to assess team performance. This method looks at the behaviors that are performed by the team and its individuals. A manager may focus on things like whether the team is back from lunch on time, whether the team is prepared for meetings, or whether the team shows up for work daily.The focus is laid on behaviors that the company deems important to improve performance. The most commonly known example of this method is the Behaviorally Anchored Rating Scale (BARS). Robert Bacal describes its differences by stating, â€Å"it focuses on behaviors that are determined to be important for completing a job task or doing the job properly, rather than looking at more general employee characteristics. †2 This method is used to appraise whether a person is doing what is expected of their job. For example, a salesperson may be evaluated on whether or not they successfully ring up every piece of merchandise on every transaction.This is a very valuable step for a salesperson’s job description. This step is extremely important to make sure the company is not losing money. The behavior’s that are being evaluated in this type of appraisal are more specific to the job at hand. The benefits of this type of appraisal is that it makes it easier on the company to spot areas that need improvement and to provide possible solutions, it promotes the behaviors that are necessary for the employee to be successful and productive, and it provides documentation that supports the legal aspect of backing up the evaluation.The job description and role  of the employee has to be resear ched to make sure this type of assessment is appropriate. Management by objectives (MBO) is another strategy that can be used to evaluate performance. MBO is a strategy that relies on setting goals or objectives that the employee is expected to reach. This strategy can be a little time consuming if the job description relies on a steady change of objectives. In order for MBO to be an effective strategy for appraisal, then the manager would have to meet with the employees either daily, weekly, monthly, or possibly quarterly to go over the objectives.It is important for the manager to make sure that all objectives are given to the employees and they are understood. A major benefit for this type of assessment is that the evaluation of specific goals does a fantastic job of cutting out the chance for biased evaluations. It is also a benefit that the objectives can be changed for each job description rather quickly. An issue with this type of assessment is that employees tend to focus ma inly on the objectives and goals that are set by managers, which in turn could lead to other areas falling. Paul Kevin Michaelree states, â€Å"the MBO process focuses attention not on the person but on the job.†3 This shows that the MBO is focused on reaching objectives and does not leave room for a biased evaluation. This assessment focuses more of setting goals for specific jobs and not for specific people. A manager should set objectives or goals for all production workers to be the same. This would mean that each person under the job title production worker would have the same goals or objectives. This would leave solid documentation for future possible legal matters. Behavioral Appraisal Instruments Management by Objectives (MBO) *Research and discuss 2-3 models of team performance. How can the company evaluate team results effectively?  (need sources: in-text citations and references)B2. Recommend a strategy for the company to adopt to assess team performance. *Which one should the company use? Why? I believe the best appraisal method for our organization would be MBO. I believe that our company would benefit the most by aligning the objectives of the company to the objectives of the employee. Our managers have a great deal of knowledge in the company’s goals and objectives. They can look at the jobs that are done in their departments and make sure that the goals and objectives for their employees are steps in the direction of the company’s.The MBO strategy will give the company goal seeking employees. We will see a change of direction in the way things are done by the employees. There are beliefs that we could lose employee performance in other, non-objective areas. The answer to this is to make sure that the company’s ethics policy is followed at all times. The new performance assessment strategy may have the employees thinking heavily about quantity, but the managers must continue to stress the importance of quality as w ell. This method of assessing the employees will also take away the error and bias that come along with other methods.The assessment of a team will no longer have room for the manager to use bias when evaluating, since all teams doing the same job will have the same objectives. There may be individuals, like team leaders, within the teams that may have added personal objectives. The idea of the managers spending more time with the employees is also a benefit for the company. Each manager will have to spend more time with individual employees as well as the teams. Managers will have to meet with the teams weekly, monthly, or quarterly to ensure the objectives are understood.This makes it easy for the managers to make sure changes in objectives are relayed quickly. It will mean that our employees will not have to wait until their next assessment to find out their new goals. This could make it easier to see which teams are performing and which are not. We can easily make accommodations or setup training for teams that need it. This method of assessing our company will work the best for growing our employees, managers, and the company in whole. B3. Illustrate the benefits to the company of working with employees to further their career goals.*Illustrate differences between team and individual performance assessment. Bloom’s Taxonomy clarifies that â€Å"illustrate† means: solve, calculate, interpret, relate, apply, classify or put into practice. So, even though you won’t really â€Å"paint† for this illustration, you are trying to show that you can apply what you have learned from section A, B1, and B2. Discuss and give examples. Our company would benefit by working with employees to help them further their career goals. Our company does both individual and team performance assessments.It is vital to our company’s growth that we make sure to work with our employees to help them further their career goals. Individual performance a ssessments allow our managers the chance to talk with their employees about their career goals. Managers will then look at how their employee’s goals complement our company’s goals. Managers will have an idea of whom they feel has long term ties to the company are willing to move up in position. It is cheaper on the company to keep a low turnover ratio and not have to keep training new people.It also will bring up moral, throughout the employee ranks, as they see promotions within the company. Employees will continue to perform and work hard if they see that there are rewards waiting. Career advancement consists of moving up the ranks, whether at the same company or at a new one. It benefits our company to keep our loyal employees. Manager trainees are most often found within the company through these performance appraisals. For example, the manager of the shipping department may have an employee that has shown advancement capabilities in the last two annual appraisals .This year the manager learns that shipping will increase and he will need another lead. The manager could easily pick the employee that has showed promise for the last few years, which could lead to another promotion a few years down the line if he keeps his performance up. Team performance appraisal also benefits the company in a lot of the ways the individual performance assessment does. Team performance is increased when you show that the company has furthering their career goals in mind. It is always a benefit to the company when performance levels are increased.The company also benefits from employees helping train and educate their teammates. This saves the company money from having to setup special training classes for certain people. Teams understand that their performance are not based off individual success, but rather what they do as a whole. There is understanding that if one person in the group fails to pull their weight, then the whole team suffers. Companies also get a good idea of whom the leaders are in each group. This works out to the company’s advantage as they can easily spot individuals who are ready to advance in the company.It is up to the manager to make sure the employees know that the company is here to help them advance their careers as much as possible. Comments on this criterion: The presentation identifies a few differences between evaluating team performance and individual performance, such as the training that is conducted and how success is obtained, but the presentation focuses more on the company's benefits for furthering goals of each type of performance, rather than on the differences that exist when evaluating team performance and individual performance.Please provide additional detail and discussion on the differences that exist when evaluating team and individual performance, in order to appropriately satisfy the task prompt. There are differences that exist when evaluating team performance and individual perfor mance. Individual performance evaluations usually tie in with the salary raises of the individual. The individual performance evaluations are based on the job description for which position they were hired for. Individual objectives and the duties of the job are the things that the manager will evaluate and then decide what the individual needs improving on.A team performance is based on the goals and objectives set for the team. The manager will evaluate how the team has done as far as accomplishing their goals. Team performance evaluations can look bad if one member is not capable of pulling their weight. It would be up to the other teammates to make sure to help the individual out as far as training and development. The team realizes that if one member fails, then the whole team fails. Individuals of the team are aware that the evaluation process is uniquely different than what an individual performance evaluation brings.Accountability is hard easy to evaluate in individual appra isals, but in team appraisals it is easy to overlook a weak member if the rest of the team picks up the weight. Peer reviews are a way of looking at how the team works together. This form of appraisal is a good way to account for all individuals in the group, but biased appraisal could be an issue. Team performance greatly depends on accountability, communication, and decision making. It is important to make sure that there is good communication between the team and that a leader emerges to take control of making sure team objectives are met.This will make sure that all members are held accountable for their work within the group. Individual performance appraisals typically happen once or twice a year. Team performance appraisals could happen as often as every project change. This leans toward team evaluations happening a lot more often than individual performance appraisals. Rewards and compensation are linked to appraisals, but can differ in the ways they are seen from the individ uals. Individual appraisals will reward and compensate the individual on how good they were at doing their job and reaching their goals and objectives.Managers have to manage their time allotted for evaluations differently based on which type of review they are doing and depending on how often they will evaluate. Team performance can also reward and compensate, but sometimes it is deemed unfair. Members can sometimes feel cheated when a weaker team member is rewarded the same way. This can come back to a faulty evaluation if peer reviews are not used. The differences in the two types of appraisals can vary from time, accountability, rewards and compensation, and methods of evaluations.It is very important to make sure all communication about goals and objectives are understood between managers and employees, which will lead to better performance throughout the company. C. Discuss the concept of succession planning with an organization in which you address the following: C1. Present reasons for adopting succession planning. *Why would a company do succession planning? Addresses company needs ahead of time Allows company to select best candidates Focuses on the future Meets company needs by finding competent employeesSuccession planning is very important when it comes to continuing the company’s success in the future. It seems that a lot of companies are realizing that replacement hiring is not the best option for long term quality employees. Companies are starting to realize the commitment level that employees are willing to give when they have companies that train and promote within. Succession planning looks within the company and finds its future leaders and manager from the ranks. The company will then send the selected employees through various training and developmental programs to get them ready for future succession.This could be a lengthy process and employees should not look at this plan as a two week training period. Succession planning is a d rawn out process for the future needs of the company. A replacement hiring method usually brings people in right away for a specific job opening that the company was not preparing or planning for. Succession planning allows for the company to pick candidates that are right for a position that may have someone retiring in the next two years. This will give the employee a two year period to learn and train with the person they are taking over for.It is important for the company to choose the best of their talent pool when they are planning for future trends. Succession planning also allows for the company to give employees a shot at reaching their career goals within the company. It is always a good thing for an employee to know they do not have to leave their company in hopes of advancing. Moral and performance are usually higher when employees know that they are not working in a dead end position. Our company will give all employees the chance to further their careers. C2. Discuss h ow succession planning can be used by the given company. *How to use it?What are the side benefits? What may happen in the process of implementing the components of a succession planning system? What can go well if these side benefits occur? Succession planning can be used in all sorts of way depending on how each company wants to go at the process. I believe that our company can benefit greatly and build a future that has no boundaries. I believe that our company can use succession planning to our benefit by keeping a deep group of candidates for possible promotion within the company. It is always good to have someone trained and ready to take over in the event we have someone leave the company.The company should have an idea of what members of leadership are coming upon retirement or which ones are approaching the end of their time with the company. We must understand that there are going to be instances where we may lose people that we are not planning on losing. Succession plann ing will come in handy and have people ready to assume these positions in these instances. It is crucial to have people being trained and obtaining the knowledge that our leadership can pass on. This will entail for our company’s morals and prior knowledge to be passed down to our new leadership recruits.I also feel that it will continue to give our company a good reputation as being a place that challenges our employees and works dramatically to enhance their careers. People look for places like this when they are transitioning their careers. This program will make us the place all career oriented people will want to work. This will allow for us to keep recruiting the top talent for both our organization and our succession planning program. Succession planning also comes with side benefits for the company. Implementing this program here at our company will allow us to keep employees loyal.Loyalty can save the company a lot of money, which will keep costs of training new asso ciates down. Our company invests time and money into training employees and we want to make sure we are not wasting these assets. Employees will have an idea of what things they need to do in order to become potential candidates for succession planning. This will give our employees drive and motivation to keep performing at high levels. The company also benefits by passing knowledge from our older leadership into the younger leaders of tomorrow. It is very important that knowledge is not lost in the transition.Young leaders can learn resourceful information that will keep them from making past mistakes over again. We also benefit by maintaining a good reputation as a solid company that promotes career goals of employees. This reputation will help the company keep pulling in promising talent for both the company and the program. This will help us keep that company moving forward in the direction that past leaders have set us up for. The side benefits will help our company in growth t hroughout the future as long as we keep the goals and objectives matching future outlooks.We must remember that this program is setup to keep us going forward. There are lots of possibilities that could come from us implementing succession planning. Some of the possibilities are good and some are not so good. Time constraints could be a negative possibility that could come in various instances. A few examples of how time constraints could hurt us would be that all members of the succession planning team keep having things come up or that it just takes too long to prove to the employees that this will work. Employees will want to see this program successfully in action before they buy in to it totally.There is also the possibility of communication issues. Employees that do not receive the information effectively will think they are excluded. It is key to a successful succession plan that all communication lines are effectively thought out and successfully implemented. We must make su re the employees know how this will benefit their careers and what is required of them for this program. This could also be a benefit for the company because it could give a better communication line between leadership, employees, and HR. Communication is always important in the company and we can benefit greatly from it.Goals, ethics, and company morals are all things that must be successfully communicated between the company’s employees. The company will also benefit by finding stronger candidates for the program. The implementation will help the company find the best candidates that could end up leading the company into the future. C3. Illustrate a succession planning process for the company. *What are the steps of a succession plan? Be specific. (â€Å"illustrate†) The succession planning process will not go anywhere if we do not have the backing and support of upper management and the CEO.It is crucial to the plan that these managers are around showing support at various times. Once we have the backing we need we must research the objectives and core concepts that are to be gained through implementing the succession planning program. We must look at ways to get the employees to back the program, we have to develop ways to estimate what we will need as far as future management openings go, and we have to look into current managers that could make a good succession planning team. We must then select a development team that should come from various areas of our company.This will help us diversify the way our program works by bringing in people with different skill sets to help lay the foundation for our succession planning program. This highly diverse team will research the company’s potential for growth in all areas and will estimate potential moves that will be made in the future. This will help our team develop a highly successful design that focuses on the company’s future goals and projections for growth. Possible future move s will be accounted for and our program design will leave room for reviews and possible adjustments.It is extremely important that we focus on a communication plan to help announce it to the company. We will want our employees to realize that this is in place to help them and that we welcome all forms of communication from them. We will stress the importance of communicating possible problems or possible solution they may have thought about. This open communication will help the company by making it easier for the employees to buy into. We want to make sure that no one is left out when we make this official to everyone. A good communication plan will get this information out to all employees through various avenues.We will use e-mail, intranet, bulletin boards, departmental meetings, and any other ways that we feel are potentially used to communicate important company information. We must also make sure that we successfully communicate what requirements are associated with getting p icked for the program. This will help in keeping the moral, loyalty, and performance levels at a high. As the program is implemented we must make sure it is reviewed and evaluated, which will help us make changes to the process if we deem there are necessary changes that need to take effect.It is crucial that the designed program has room for changes as the company or business changes. If we spend the time to build the program and leave no room for change, then we will end up scraping it down the road and it will be a short-term plan instead of a long-term investment for the company. CONCLUSION It is important to remember that the company’s growth and prosperity is greatly tied to the three main areas we have discussed. We must continue to improve our performance appraisal systems, which will in turn allow us to notice possible candidates to promote within the company.We must realize that both the company and the employees benefit from these performance appraisals. Some on th e benefits the company receives is that we can promote from within, it allows us to reiterate or change goals, paper trail for documentation, it identifies weak areas and allows us to give training, and it boosts moral and performance. The employee benefits by having moral and performance boosted, face-to-face time with managers, better understanding of company expectations and goals, and they feel a sense of loyalty from the company.Pre and post appraisal activities are also important to ensure that these appraisals are as effective as can be. Pre-appraisals activities include establishing meeting times, collecting new and old goals, make sure to give employees an advance copy of their appraisal, and collecting all notes and previous appraisals. Post-activities would include the implementation of discussed training programs, scheduling follow-up meetings with employees, continue to observe and make notes on employees, and reinforce an open door policy to all employees.These are key steps to make sure that these performance appraisals benefit the company as much as possible. An effective appraisal system put in place within our company will benefit all areas and aspects. An importance should be put on making sure the proper steps are taken for optimal performance appraisal. These steps should include things like managers basing evaluation off performance, promote moral and including employee’s thoughts, focusing on the employee, give them access to your evaluation before the meeting, remain unbiased, and to keep possible legal issues in mind while performing the performance appraisal.It is also a benefit to incorporate the employee’s goals into the performance appraisal. Employees will feel that the company is loyal to them by making their objectives match some of their personal career goals. It is important to stress the importance of promoting the employee’s career goals to all managers that do performance appraisals. This will help rais e the performance level of our company. Team performance appraisals are also important for the benefit and growth of the company.There are many different techniques that can be used to assess the performance of teams, but I recommend that our company base appraisals off the management by objectives (MBO) model. This will help us assure that employees are focused on goals or objectives, it will help remove added chance of errors or bias in appraisals, and it will give the managers a chance to spend more time with employees. There are benefits for both individual and team performance appraisals.Individual appraisals benefit the company by helping to identify which employee’s career goals match the companies and it helps increase the individual’s performance. Team appraisals benefit the company by raising performance of teams, having employees train other team members that need additional development, and it gives management an idea of which people may be ready for an upw ard movement within the company. Furthering the career goals of employees will show everyone in the company that we are invested in them.Succession planning is the last area that we discussed, but it is an area that can help the company as it moves into the future. Succession planning will help us generate candidates that will be trained for potential management positions that become available. The company benefits of this plan include the addressing of needs before they occur, allows the company to select and train best candidates, it focuses on the future of the company, and it will keep employees loyal to the company. The right steps for a succession plan are also important to ensure that it will be successful.It would not be a good thing to invest time and money into a program that was not developed for success. The rights steps include getting proper backing from upper management, researching objectives and core concepts of the company, select a team from various areas with var ious skill sets, research future needs and goals of the company, develop an effective communication plan, implement communication plan to get program out to all employees, and continue to evaluate and review the program to ensure it changes as the company’s goals and objectives change.These are the steps that are important when implementing a successful succession planning program. The CEO and board of directors should implement these area into the company. The performance reviews would be an issue that HR could complete and make sure all managers understand the new performance appraisal policy. There could be training scheduled to help managers get comfortable with the new appraisal process. We also need to make sure the employees are made aware of the benefits that they will gain by this new appraisal process.The upper management really just needs to make sure that the company knows that they support the new process. We need to make sure that managers incorporate the furthe ring of employee’s career goals into the objectives and work goals that they establish for the employee. This will keep employees loyal to our company, as we show the employee that we are loyal to them. Team performance appraisals also need to be established to be effective. This will be done by adopting the MBO appraisal process for team performance appraisals.Our employees will be more goal oriented and will perform at a high level in order to accomplish these goals. It is important that managers continue to stress the importance of quality to all workers and establish that the code of ethics should be followed all the time. We do not want short cuts taken to raise performance levels. Succession planning is an area that will need more time from upper management. The CEO and the board of directors need to fully believe in and support the succession plan that is put into effect. This plan will not work without the proper backing from upper management.HR will start the process and select the most diverse group to bring the most skill sets as possible. This team will then come up with a design to implement for succession planning. Upper management should stay involved and show the company that it supports all that is going on. Inputs and thoughts can be added or given to the design team. This success of this program will be the success of the company. Upper management has invested many years in making sure the company has grown as commanded, but now this design will lead the company to the same success in the future.