Bad Things

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What is a good organization? We could define a good organization as one that strives to meet the aspirations of its stakeholders (employees, customers, shareholders, and the communities of which it is a part of).

A good number of us believe we work for good organizations. Also, we believe we are doing good things for the stakeholders. Yet frequently, our newspapers are full of stories about organizations that are getting themselves in trouble. Their reputations are damaged and their employees are embarrassed and their morale suffers.

Why bad things happen to good organizations A view from the Human Resources Department?

There are unlimited numbers of reasons why bad things happen to good organizations. One important reason is not having a Human Resources Department which is a strategic partner. For the HR Department to be a strategic partner it needs to help the organization attract, retain and develop a premier and diverse workforce; provide a safe work environment and reduce the risk of liability; anticipate trends and provide strategic solutions and comply with federal, state and local regulations. Failure to do so will increase the likelihood bad things will happen to the organization.

Attract, retain and develop a premier and diverse workforce

To be able attract, retain and develop a premier and diverse workforce, organizations need to create a work environment that is open to communication, provides fair treatment, identifies workers needs, provide a sense of ownership, is interesting and exiting, makes available the opportunity for growth, etc. One way to supports employees work and non-work activities is by implementing "work/life" balance programs.

"Work/life" balance programs support diversity and are effective recruitment and retention tools. Building a diverse workforce rests on an employer's ability to attract and retain female and minority employees who may not be able to work without flexible scheduling or benefit programs designed to help them meet personal needs and family responsibilities

Two examples of "work/life" balance programs are flexible work schedule, which allows an employee to determine his or her own schedule within the limits set by the organization and compressed work schedule in which the biweekly basic work requirement is scheduled by the organization for less than 10 workdays.

Managers need to ensure that employees have the necessary skills to perform current and future jobs. Because of new technology and the continued search for productivity, quality and effectiveness many organizations are redesigning work so that is performed more efficiently. As a result management and employees need to develop new skills to be successful in the technologically advanced environment. To achieve this objective the organization needs to maintained a well trained workforce.

By recruiting from within, an organization rewards employees for past performances and sends a signal to other employees that their future efforts will payoff, while capitalizing on previous investments made in recruiting, selecting, developing, and training its current employees

Until organizations build a supportive organization-wide culture that identifies and understands workers needs, the talent pool will most certainly remain underutilized and diversity may be difficult to achieve

Provide a safe work environment and reduce the risk of liability

There are a large number of lawsuits challenging the employer's safe work environment practices. Per David Ray (000), there are four general causes of action employers are exposed to negligent hiring, negligent retention, failure to warn and failure to document behavior.

The organization could be guilty of negligent hiring when a plaintiff suffered damages caused by an employee in connection with his or her employment. The plaintiff must prove that the employee was unfit and that the employer knew or should have known that the employee was unfit. The most common employer mistake that leads to liability for negligent hiring is the failure to adequately investigate the background of an applicant when hiring certain types of employees.

In a negligent retention situation, an employer may have conducted proper pre-employment screening but then failed to take action when the employee later engages in improper behavior. In this situation, the employer becomes aware after the hiring that the employee is potentially dangerous but retains the employee anyway. In this type of situation, the organization will minimize the risk of liability if it took reasonable action once it became aware of the danger.

An employer has a duty to warn those in danger once the organization has been put on notice that the possibility for risk exist. But it is most critical when the risk would not be evident without a warning. Courts have held that an employer may even have a duty of care after the termination of a dangerous employee.

Failure to document behavior usually arises from a supervisors reluctance to document poor performance. Often the natural human reaction of any supervisor is to disregard a risk in the hope it will go away.

The organization should develop sound background-checking policies, human resources management practices, and related training for all employees that could reduce both the workplace violence and minimizes liability.

Anticipate trends and provide strategic solutions

An organization will be more efficient if it can prevent the need for layoffs or panic hiring. By having a workforce plan, the Human Resource Department will be able to manage shortages and surpluses. By understanding business cycles and tending to talent development and current talent inventories, HR can be proactive and act, instead of just react to surprises.

"Workforce planning is a systematic, fully integrated organizational process that involves proactively planning ahead to avoid talent surpluses or shortages. It is based on the premise that a company can be staffed more efficiently if it forecasts its talent needs as well as the actual supply of talent that is or will be available". (Sullivan J.)

Per David E. Ripley (15), work-force planning involves two important activities. One is the development and analysis of data that identify the organization's HR needs. This will include such data as future gaps and surpluses in the work force, diversity statistics, population demographics, health and safety statistics, turnover rates and causes, and employee-opinion survey results. The organizations mission, values, strategic goals and business objectives must also be considered, as should federal and state laws and regulations.

The other important activity is developing responses to the identified HR needs. These responses may be action plans (such as recruiting or training plans). Responses normally include both organization-wide activities and programs intended to deal with the specific needs of various organizational units.

Per John Sullivan (00), the most common components of a workforce plan are forecasting and assessment, succession planning, leadership development, recruiting, retention, redeployment, contingent workforce, potential retirements, performance management, career path, internal placement, environmental forecast, identifying job and competency needs and metrics.

One significant impact of workforce planning in an organization is the substantial reduction of surprises. By having the capability to rapidly figure out positions that are vacant do to turnovers and provide timely talent replacement the organization's production or services should not be significantly affected. Employees should be continually groomed for new opportunities that fit their career interests and capabilities. These employees should transition without difficulty and rapidly to the new opportunities. Work-force planning will allow the organization to develop the capability to reduce labor costs without the need for large layoffs of permanent employees.

Comply with federal, state and local regulations

The legal environment for HR management is quite comprehensive. The HR professional needs to be aware and understand the implications to the organization created by federal, state and local regulations. Some of the regulations include Family and Medical Leave Act, Fair Labor Standards Act, Child Labor Requirements in Nonagricultural Occupations under the Fair Labor Standards Act, Employee Retirement Income Security Act (ERISA), Occupational Safety and Health Act (OSHA), American with Disabilities (ADA) and Equal Employment Opportunity (EEO) regulation. Also, organizations need to keep in mind that for every federal regulation there is also its state-law counterpart, which in some case is more restrictive than the federal regulation.

HR management is greatly affected by the broad coverage of Equal Employment Opportunity (EEO) regulation. The EEO provides workers protection from discrimination based on race, color, creed or age. With an increasing number of age discrimination suits, organizations need to develop sensitivity to age issues and policy specific to older employees.

For example, organizations must ensure that pre-employment interview questions do not seek information other than that which is essential to evaluation of an applicants qualifications for employment. It is, therefore, in an employers own self-interest to carefully review all procedures used in screening applicants for employment.

Employee benefit plans that are regulated by the Employee Retirement Income Security Act (ERISA) require special attention. Organizations must be prepared to provide resources that not only offer such plans but also manage those employee benefit plans. Failure to do so will lead to subsequent lawsuits by employees challenging plans that are out of compliance with ERISA disclosure, reporting and fiduciary standards

Per Rob Gilmore (00), some of the biggest employee-related mistakes employers make these days include failing to establish an effective sexual harassment policy, failing to pay overtime to nonexempt employees, failing to complete I- forms for new employees, failing to take and document disciplinary actions, failing to quickly discharge poor performers, failure to ensure that laying off a group of employees has no disparate impact on any protected group, failing to get a signed release from a terminated employee, conditioning employment offers on medical exams and failing to retain labor and employment counsel to avoid making the first eight mistakes.

Conclusion

To minimize the risk of bad things happening to "good" organizations, HR management should be more than maintaining personal functions. It should be an evolutionary process which combines the human resources functions, policies and strategies, with the organizations strategies and takes into consideration all stakeholders (employees, customers, shareholders, and the communities of which it is a part). For the Human Resources Department to be a strategic partner it should be able to match up the abilities and desires of the employee with the needs of the business so that the corporate objectives can be met. Organizations need to have proactive policies to attract and retain the right type of people and in this ever changing and uncertain economic climate the management of employees takes on an even greater role. For the HR Department to have a positive impact upon the organization strategies HR policies should address a number of factors such as; the economic climate, government legislation, trade unions, competitors, clients and employees.

References

Carabetta J. (000). Legal Links to the HR Generalist. Workforce, http//www.workforce.com

Gilmore R. (00). Employer's Biggest Legal Mistakes. Workforce,

http//www.workforce.com

Hansen F. (00). Truths and Myths of Work/Life Balance. Workforce, 1, 4-.

Kroll, Jules B. (16). Why do bad things happen to good companies? Directorship, , 6, -1.

Ray, David L. (000). When Bad Things Happened to Good Businesses. Security Management, 44, 10, 1-4.

Ripley David E. (15). How to Determine Future Workforce Needs? Personnel Journal, 74, 1, 8-8.

Sullivan, J. (00). Why You Need Workforce Planning? Workforce, 11, 46-50.

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L'OREAL NEDERLAND B.V.

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The skin care market was the second largest sector of the Dutch cosmetics and toiletries market with volume and dollar sales growing quickly. Market research concluded the buying intentions for the product were high. Adding to these intentions are demographics. In the late 180's 40 percent of the Dutch population was under 5 years old. Since consumers in this age group are the largest users of cosmetics and toiletries this offered a promising market. The fact that women working outside the home in the Netherlands were increasing at a fast pace adds to greater self-confidence and independence increasing demand for such products. With disposable income available, more women would use that to purchase cosmetics for use on a daily basis. Despite the rising incomes, Dutch women still shopped for value; therefore mid-price cosmetics was a promising market.

Cons

Since consumers tend to be loyal to current brands getting consumers to switch brands might be difficult. Self-concept is often linked with a brand image and this increased the resistance to switching brands. Dutch consumers had little awareness or knowledge of Garnier. Also, Dutch woman typically purchased facial creams about twice a year. Product research indicated that without pricing knowledge intentions were low. There are also numerous competitors able to quickly develop a competing product before a test market was even complete. Higher advertising spending may be required to develop brand awareness and, ideally, brand preference. Additionally, in an established market such as the Netherlands, any new product line introduction had to be financed by current operations in that country.

. Develop the Pros and Cons for the introduction of Belle Couleur.

Pros

Most Dutch women that colored their hair used permanent hair coloring products such as Belle Couleur. None of the current products had a clear advertising position statement describing customer benefits. Belle Couleur could be positioned as "covering gray with natural colors." Hair colorants are also used as a fashion statement, increasing market share even further. L'Oreal already had a positive brand image. By introducing two products at once, Garnier would have a chance to develop a strong brand image without utilizing much shelf space.

Cons

The growing trend was toward semi-permanent hair color. Hair salons were an indirect threat in the hair coloring market. Exact numbers and trends were not known but it was projected that since the number of women working outside the home was increasing, a growing market for home coloring was increasing as well. Consumers perceived home hair color as technically difficult and risky to use, and therefore avoided impulse purchases of home hair coloring. In product testing, buying intentions declined once the price was revealed. Saving on the shelf space meant the company was only able to introduce a limited number of colors, and many Dutch women preferred light colors to the darker colors that's sold well in France.

. If Synergie were to be introduced, what would be your recommendations for the Marketing mix?

Synergie was a line of facial skin care products that consisted of moisturizing cream, anti-aging day cream, anti-wrinkle cream, cleansing milk, mask and cleansing gel. The current trend in the industry was to stretch the lines by adding specific products targeted at skin types. Almost 50% of the 5 million Dutch women between the ages of 15 and 65 used traditional skin care products. L'Oreal had already been successful in the mid-range market, proving a viable market. Sleek packaging would help to distinguish the line as innovative. Free samples would be an incentive for women to try the new products. Promotions in drug store would help capture the target market.

Advertising in women's magazines (possibly with coupons) and commercials placed during popular women's television would also help to promote a clear message.

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Tooo

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As a high volume/low mix manufacturer, our production scheduling was not complex, but without empowered quality leaders the president and the general manager had to spend a great deal of time running around and trying to keep the situation under control. During the first half of 1 there had been several episodes of bad production scheduling so extreme that some departments had to be laid off for a few days to re-balance the flow of wood. To solve this problem, we posted in Production two large white erasable boards with the list of all the machines in the Shaping and Turning Departments. Once orders were received, management posted on the boards the handle model to be manufactured by each machine, and the quantity needed. The two department leaders had a column where they entered daily the total quantity manufactured by model. There was room for entering data for future jobs as well.

The wood team was composed of leaders from the Planing/Sanding, Cutting, Shaping and Turning Departments. In the late afternoon, the Cutting Department leader went to visit the leaders of the Shaping and Turning Departments. Together, they calculated what wood was needed for the next two days, and how much of it was already cut. The leader of the Cutting Department completed the calculations, and issued his request for the needed wood to the leader of the Planing/Sanding Department (on another erasable board). This last leader notified the management when he was getting short on lumber.

As soon as this independent empowered team began operating, the production scheduling problem disappeared. Amazingly, poorly educated and English speaking supervisors were

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Fish

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glory of the riches of mankind in the deppest depths of the oceans of madness expressed in my unconditioned mind filled with plagues of obsession with the ever impressing gladness and joy of the next day

help to the unwitering zygote in its biological prison how can we save ourselves from this ever growing repressed desire to reach a glory which is unobtainable to us meer mortals of a falling empire in a destructive world.

Sanctity of life lost amongst the prentious world of art and the hate filled world of media and politics the only way out is isolation and ignorance which leads us further into a selfish and material driven world.

A hold on the mind so strong that it becomes it how can I escape when it has become me. i fear it yet rely on it it is my stability, my rock in an unstable world. the only certainty is death my is madness. Fear and anger breeds in the mind by wonder breeds mine, I wish to leave this country now and leave my obsession here but what is life...one big obsession so how can I escape....only with distraction of hope for a better day.

Pressure mounting upon the collosal pile of revision been driven like a charioteer along in the rush with no time to stop and stare. when will the rush end it wont from uni to job to marriage to divorce to depression to death. THE ANSWER IS TO LIVE EACH DAY AS YOUR LAST THIS IS YOUR LIFE SO LIVE IT DO SOMETHING NEW EVERYDAY, THINK OF THE HARDEST THING TO DO OR THE SCARIEST AND DO IT. ITS TIME TO RIDE NIGGER SO GRAB YOUR BULLET PROOF VESTS COS ITS GONNA BE A ROUGH RIDE AHEAD.

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Negotiation

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In the negotiation "Movie Man", we were provided with a listing of specific point values for different alternatives at issue between the producer and the director. I felt that using this point system was very helpful in preparing my strategy and gauging the success of my negotiation; however, it also introduced additional complication in the process which is why I have chosen to analyze this particular case. The results of the negotiation were as follows John B. (the producer) received 4,500 points while I (the director) received 4,800 points. While the outcome was clearly well balanced, the total amount of points for both sides, the size of the pie, was less than optimal. Upon reflection of the strategies and tactics used in the negotiation, it's apparent that both John and I were set upon finding an integrative solution though somewhere we lost sight of that end goal.

One issue that plagued me in my first negotiation was not carefully identifying which issues were most important to me. I did not normalize the different benefits available to me (time, money, hassle) and could not properly value the concessions I had made to my counterpart or the offers he had made to me. This led to a no-deal outcome which was clearly sub-optimal given that there was a fair range of pricing that we both would have been comfortable with. In "Movie Man", I carefully prepared using the point values and made a separate table indicating the tradeoffs as you move up and down the different scales provided. This allowed me to figure out where I could get the most bang for the buck by moving one increment up or down the scale. I also made sure to identify issues which carried the most weight, by virtue of points, and wrote down qualitative reasons to justify my list of demands. My additional preparation paid dividends during the more distributive areas of the negotiation.

The initial issues that John and I chose to discuss were ones that both of us knew did not carry significant weight for either party. I believe that we both wanted to try and gain some momentum and establish trust prior to discussing the more contentious issues. In addition, both of us lead off the discussion by indicating how important it was that we work together and highlighting the potential for a mutually beneficial agreement. While this sounded great, as soon as we began discussing any points, I found myself falling into a distributive mindset. Instead of indicating the choices that were important to me, I talked about the less beneficial options, not in a positive or negative light, and tried to feel John out. When we eventually agreed upon the mutually beneficial outcomes, it felt unclear that either of us was satisfied. Had either of us been more forthright about our motives, I think we could have left this stage feeling more positive and with a higher level of trust for each other.

The next step in the negotiation was a gradual move towards more important issues. Unfortunately, the tactic that I took here was to look at groups of related points and negotiate within the scope of those three or four points. Even though John and I were trying very hard to be integrative, narrowing the proposals to three or four points made it difficult to expand the pie. John was the first one to toss out the idea of incorporating unrelated issues; however, it appeared to be a little too late. Time pressure made it difficult to work out a larger package deal so we continued to look at points one at a time.

This was a huge mistake in terms of finding the win-win solution. Neither of us had the

flexibility to make the right concessions given the limited packages on the table. In addition, I was unable to understand at any given point how I was doing relative to my aspiration point. I had listed a total number of 500 points as a goal; however, because we were negotiating issue by issue it was difficult to track my progress.

Improved and prolonged communication before initiating any offers would have contributed significantly towards a more integrative solution. It was really difficult to figure out when John was making a large concession. I also could not tell how a high priority issue for him compared with other high priority issues. Because these were areas where we could have made non-specific compensation, it would have been valuable to understand which was the most important. In particular, we did a poor job in negotiating the financial issues because I did not understand the magnitude of the benefit he would receive if I conceded to some of his demands.

A final area where the negotiation could have been improved was keeping some flexibility for renegotiation. Neither of us presented the idea of returning to already agreed upon points and attempting a post-settlement settlement. I was not particularly pleased with our first outcome, but time constraints made it difficult to revisit past issues. In the future, I would make sure to leave this option available in the case that I made some similar mistakes to the ones noted here.

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Tittle

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Fredrick Jackson Turner writes in his essay, "The Frontier", about what he believes has formed the American history and mentality. He argues that the frontier was the most important factor in the shaping of America, in spite of what many other people say That European influence was the most important factor.

His essay begins with a quote that tells that the frontier existed until 1880. Afterwards he concludes that the end of the frontier was also the closing of a great historic movement for America this is what he substantiates in the rest of his essay.

It is, according to Fredrick Jackson Turner, the peculiarity of American institutions that they where forced to adapt themselves to new condition, whenever the civilisation moved westwards and changed more wilderness into farmland and cities. This continuing change in conditions and constantly having to adapt to these new conditions turned into the shaping of the American history and way of living. People always had to change new areas with primitive political and economic conditions into a more civilised system always starting over from scratch.

Corresponding to this you could argue that all peoples and nations show some kind of equal development, why should this be a special thing in America? Fredrick Jackson Turner argues against this with that fact that people in America had the possibilities of just expanding the inhabited areas if any other nations did this they would meet the people from another nation and they would have to conquer these, before they could make new settlements.

So America had the possibilities of developing in an almost unlimited area this was unique.

As an argument to why the European influence isn't so important he says that when the Europeans came to America they settled down in an area with very primitive conditions and they had to live on the basis of nature. He uses a linguistically picture to illustrate this "The wilderness masters the colonist. It finds him a European in dress, industries, tools modes

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What is a Manager

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A manager is someone who makes sure the job gets done by helping the other workers do it. They try their best to get the whole "team" involved, so there is no formal authority or rank. But, even though there is a de-emphasis on being the boss, managers have different functions and skills then a normal, non-management worker, they need to posses.

The functions of a manager, as described by Henri Fayal, are Planning, Organization, Starting, Leading, and Controlling. In order to be a productive manager, you need to have good decision making to plan what is going to be done, how to do it, and when to do it. You also have to know how to organize the structure of roles for people to fill. Managers also have to start the job, leading the workers in what they have to do, controlling what they are doing. They have to learn how to do this all with respect towards their workers. A manager can learn these functions but is he or she isn't fair and treats his or her workers right, he or she isn't doing their job.

Aside from a manager having specific, and different, functions they have to posses special skills to their job. There are five key skills that managers need to be effective; technical, interpersonal, conceptual, diagnostic, and political skills. Technical skill involves knowing how to do a specific activity that involves methods, processes, procedures or techniques that is needed for his or her specific job. Interpersonal skill are skills that help a manager get along with his or her worker, this includes communication skills. Conceptual skill is the ability to see how each part of the company works and how they can work together, as a whole, to get the job done. Diagnostic skill puts all the skills together to solve the problems they diagnose. Last, political skill is the ability to keep the managerial position by establishing connections and impressing these people. Managers work their way up to possessing these five key skills, and once they know them, they can become an effective teachers.

These functions and skills are needed to become effective managers. Once they are learned, and mastered, a person is on their way to becoming a manager. It is not easy, and takes much time and practice to learn these things. The one thing a person needs to remember when becoming a manager is; you are not the boss, you are a team leader.

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Frankenstein

If you order your custom term paper from our custom writing service you will receive a perfectly written assignment on Frankenstein. What we need from you is to provide us with your detailed paper instructions for our experienced writers to follow all of your specific writing requirements. Specify your order details, state the exact number of pages required and our custom writing professionals will deliver the best quality Frankenstein paper right on time.

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When speaking on personalities there are a series of emotional patterns that each person personifies. A man/woman can seem very similar when it comes down to this. For example, for every emotional action there's a reaction that will come from a human being whether it's an action of love or hate. I can't explain why but I do know it's a big part of life. However, Frankenstein also can be read as an account of a womans anxieties and insecurities about her own creative and reproductive capabilities.

In the beginning of this book there were a numerous amount of letters written to Dr. Frankenstein, while he was in the process of creation. Dr. Frankenstein ignored nearly all of them, but there was one he couldn't help but respond to. The letter Dr. Frankenstein took time out to respond to was one that consisted of information about a young kid in which he cared so dearly for becoming ill. He had no choice but to write the letter because he didn't want people thinking he was a person of no conscience.(Frankenstein 67) "Dear, dear Elizabeth!" He exclaimed, when he read her letter, "I will write instantly, and relieve them from the anxiety they must feel."

Since Dr. Frankenstein had followed thru with the creation of the monster he was starting to change in every way. Usually an honest person Dr. Frankenstein had started to lie.(Frankenstein 58) "I did confess; but I confessed a lie. I confessed, that I might obtain absolution; but now that falsehood lies heavier at my heart than all my other sins. The God of heaven forgive me! Ever since I was condemned, my confessor has besieged me; he threatened and menaced, until I almost began to think that I was the monster that he said I was. He continued obdurate. Dear lady, I had none to support me; all looked on me as a wretch doomed to ignominy and perdition. What could I do? In an evil hour I subscribed to a lie; and now only am I truly miserable." Dr. Frankenstein hopes to be the source of a new species, but ironically his creature evolves into a self-acknowledged Satan who swears eternal revenge and war upon his creator and the entire human race. The monster reflects that hell is an internal condition which is produced and increased through loneliness. All what Dr. Frankenstein feared of him becoming a reflection of hell.(Frankenstein 6) "Abhorred monster! Fiend that thou art! The tortures of hell are too mild a vengeance for thy crimes. Wretched devil! You reproach me with your creation; come on, then, that I may extinguish the spark which I so negligently bestowed." The creature repeatedly insists that he was born good but compelled by others to do evil.

Although the creature Dr. Frankenstein created received an excellent education but unfortunately this caused greater distancing from his previous state of natural man. Once the creature left the state of nature and learned the language and laws of society, he gained a self-consciousness; a self-consciousness of his own isolation from humanity. After being rejected by Victor Frankenstein, his father, the Delaney family, and society, the creature abandons all good and lives out a course of vengeance against Frankenstein. He murders those close to Frankenstein and eventually leads Victor on a journey that will destroy both of them. Even though the creature received a moral and intellectual education, the lack of a nurturing and loving parent as well as companionship and acceptance from society led him to reject morality and instead destroy.

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Sowthwest Airlines

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Introduction

The airline industry is a highly competitive business and its position in the business life cycle can be characterized as early maturity. Market size is given by revenues of $8,1 billion in 000, and the average annual growth rate between 15 and 000 equals 6,6%.

Southwest Airlines, Inc. (SWA) is a highly competitive and successful market player it focuses on short-haul flights with an on average relatively short distance. It does away with meals, in-flight films, designated seats, multiple seating classes from first to economy, membership in an airline reservation system, central airports, and a hub-and-spoke route system - all previously assumed to be indispensable to success. In their place SWA created the concept of frequent point-to-point flights, with fares often 60% below competitors, plastic reusable boarding passes, airports in small cities or smaller, less-congested airports in larger cities and 15-minute gate turnarounds, (against 5 minutes for the average carrier).

SWA understood that for short-haul destinations, surface transport, mostly the car, was a substitute for flying. By concentrating on the factors that lead people to choose one of these forms of transport over the other, and eliminating or reducing everything else, the imagination of SWA was born; as stated in the case Southwest Airlines main idea was to fly the golden triangle of San Antonio-Dallas-Houston.

What kinds of people use low-price carriers? Of these people, whom does Southwest target as its customers?

Fundamentally, there is only one factor that makes people choose flying over driving speed. People fly to save time. Here we can mention the average business man who needs to attend a meeting in a distant city; he would most definitely prefer to fly first thing in the morning, get to the meeting and fly back home the same day, once the meeting is over. If flying means he can do this in a more efficient manner than driving the car, he will surely choose to fly.

Accordingly, SWA created point-to-point flights to make short-haul travel even quicker and used secondary airports which cut an additional 15-5% off average flight time, (the result of reduced taxi time, fewer gate holds and less stacking in the air to land), as well be close to the city center. These people fly with an airline that is efficient and will take you to a destination in a punctual manner. Also, consider in this case having to drive 45 minutes to a nearby airport when the flight itself takes only 40 minutes!

To understand the rest of the SWA formula we consider another reason some people choose the car over the aircraft for short journeys because it is cheap and you can leave when you choose. Hence, the innovation of frequent flights throughout the day and tickets priced not against other airlines but dramatically lower against surface transport.

By focusing on the key discriminating factors of both flying and driving, and eliminating or reducing everything else, SWA has inserted itself creatively between airlines and surface transport, thereby creating a new and highly profitable market. Here we can mention the budget traveler, who is very price sensitive; he/she will fly Southwest even for long distances, regardless of the number of times they might have to change planes or the number of stop-over before reaching their final destination. The critical point is determining the key factors that make customers choose one airline over another, or look beyond the key factors airlines compete on within the airline industry, and focus instead on the broad discriminating factors that lead customers to move.

Who are Southwests main competitors and how does Southwest differentiate itself from competitors?

When Southwest started business its main competitors were Braniff, Continental, Texas International (Trans Texas). These three airlines tried to avoid Southwests market entry by constant proceeding. They couldnt stop Southwest, but it took four years from incorporation to the first flight. And when Southwest decided to provide out-of-state charter service competitors protested and federal court prohibited these flights. But in 175 the company won the market share battle at Houston Hobby, Braniff and Texas International stopped their flights to this airport located close to downtown Houston.

Nowadays Southwest is under the Top 10 U.S. Commercial Airlines (United, American, Delta, Northwest, Continental, US Airways, TWA, American West, Alaska). Under these competitors Continental is the only one left out of the three main competitors from the starting years.

The Top 10 U.S. Commercial Airlines run a variety of different strategies. Prices vary from low (e.g. America West operates as a low-fare carrier) to medium and high, target customers can be categorized as different kinds of business and leisure travelers, geographic coverage reaches from regional to global and service level differs from no-frills to limited and full. Companies like United Airlines and Delta have separate operations offering low-fare short-distance flights, which overlap with SWA.

Southwest runs a low-cost/low-price/no frills strategy. This low-cost provider strategy makes air travel affordable for a wide segment of the U.S. population. In 001 Southwest is the only major short-hop, low-fare (providing 0% of the low-fare market), point-to-point carrier. The point-to-point system is one of Southwests main advantages. It is more cost-efficient than the hub-and-spoke system used by rivals; it enables the airline to offer frequent departures and city center flights and thereby makes flying more convenient for its customers.

But what makes Southwest really special is its corporate culture. The approach employees come first leads to employee satisfaction resulting in high motivation and high labor-productivity. And this is directly linked to their spirit to customers, Southwests key to competitive advantage. Flying with Southwest is fun and the atmosphere during traveling is very positive. As an overall result customer satisfaction is exceptionally high. Fares, airplanes and routes can be copied by competitors, but Southwests culture and spirit to customer is a unique selling point.

How do full-service carriers compete?

SWA primary competitive advantage is the low priced fares, reliable and frequent flights and simple self-served logistics. Secondly, this airline philosophy is based on short inter-connecting flights, typically operating with standard planes on small airfields close to the city center. Traditional full-service carriers on the other hand provide a vast superior service and offering efficient long distance direct flights through a suite of different fare levels. Hence, differentiating in-flight, during flight and post flight service, e.g. serving warm food, automated luggage transfer for interconnecting flight and operating airport lounges. Typically this provider relies heavily on planned business travel and offer company accounts, and an attractive frequent-flyer point scheme. Price differentiating, and timely but less frequent flights optimize airplane utilization. Typically these providers operate out of the larger airport, with the extended service of a range of (tax-free) shops and restaurants.

Does Southwest need to monitor their competitive behavior?

Yes, although this is a mature industry, SWA market entry has initially created additional demand in offering lower fares, efficient- and frequent city-to-city flights. Post terror effect has later adjusted this demand but their market position is frequently being challenged by competitors, and SWA is required to continuously emphasize on the value chain innovation.

If for some reason a rival airline starts a price war on a competing route, SWA must respond maintaining their position as a focused low-cost provider. Hence, selling at prices under competitors' and thus attracting price sensitive customers results in an increase in volume high enough to maintain total profits. This cross-company price competition is typical for such standard commodities as short-range domestic flights, and price cuts typically used to boost unit volume. Further rivalry is created by the fact that the cost for customers to switch supplier is low. Hence, SWA must closely monitor competitive offerings and competitive pressure from substitute products, in terms of improved- or extended service and special promotions.

What are the most important capabilities for Southwest to develop or maintain?

Like SWA internet has helped other carriers crack the lucrative e-ticket market, as more business travel managers use the Web to find low fares, to reduce travel costs during the bad economy. Hence, this could be further developed by building alliances and by the bundling of travel-packages.

SWA moved aggressively into new, long haul, business-travel routes to capture more of this market, covering routes immediately after other airlines had just gone out that market. With the favorable cost structure vs. full-service carrier, SWA should continue by extending their network. The location of airports operated by SWA is relatively near major metropolitan areas and medium-sized cities, offering customers reduced travel time.

Southwest was famous for its flight attendants' humor during the carefree 10s. But after September 11, 001, the jokes might cease. The feeling would be that a more serious attitude would make passengers feel more at ease in the age of heightened security and fear of flying. Employees are one of SWAs biggest capabilities and therefore should be maintained, by good training and selection of new employees. The focus on employees is the most important factor for the company contributes to satisfied customers.

Southwest's employees are more productive than its competitors' employees in many ways. SWA pilots fly 85 hours per month compared to lesser hours for other companies, and watch costs carefully because they are paid partially by stock options. Flight attendants at Southwest clean the cabin between flights; competitors' attendants do not. SWA mechanics change tires faster than other airlines' mechanics do, and the overall efficiency of ground operations keeps Southwest's 77s in the air 10. hours per day, more than any other major airline. A continuous search for value-chain improvements must be emphasized throughout the organization.

Which changes in the competitive environment would be most harmful to Southwest and how can it prevent or respond?

In general, alternative forms of transportation (e.g. high speed train connection), a more environmental concerned population, regulatory influences and government policy changes, external events (like September 11, 001), changing customer preferences, new competitors entering the market, globalization of the industry, internet and e-commerce opportunities as well as changes in cost and efficiency can change the competitive environment.

The creation of low-cost carriers that may display many of the traits seen in SWA is possible one type of plane, point-to-point service instead of the hub-and-spoke model, and high reliance on online ticketing. This may give airlines many of the advantages that SWA enjoys low maintenance and crew training costs, fast plane turnaround, and higher employee productivity.

If smaller airports, located nearby city centers are to be closed down, as the tendency is; they will be forced to reconsider the way they operate to minimize the turnaround time at the gate. Emphasis should be on getting access to the efficient or best accessible gates, reducing time at gate for passengers as well as the plane itself.

Open the U.S. skies to foreign airlines Under present rules, foreign airlines cannot transport passengers between U.S. cities, and they cannot own more than 5 percent of a U.S. airline. But think how consumers might like to enjoy the service of highly renowned foreign airlines like Singapore Airlines, and KLM Royal Dutch Airlines. And opening the U.S. markets to them might result in Europe opening their markets to the U.S.

Now that the airline industry is falling apart due to financial crisis, bankruptcy, Sept.11, etc, stronger airlines may buy out financially broken competitors, leading to a oligopoly or similarly build alliances where SWA is not included. With the possibility that the general bankruptcy in the industry will produce a slate of larger competitors that operate much leaner and economically

Southwest Airlines is responding to the new times. It has a history of being aggressive during tough times. After the terrorist attacks of September 11, 001, Southwest was repeating this behavior. Instead of cutting costs by reducing its flight schedule and laying-off workers, Southwest kept all its employees and flights. Management cut costs by delaying delivery of 11 new Boeing 77s and reducing travel-agent commissions. And for sure SWA now makes profit from its strategy of gradual expansion; the company always first saturates the existing areas served. Therefore the crisis doesn't hurt them as much as their competitors. On the other hand the new security measures due to September 11, 001 could hurt SWA more than its competitors. If passengers have to attend 0 to 60 minutes earlier at the airport compared to an average flight time of 45 minutes, customers could rethink to use the car instead.

Growth always brings challenges to a business, and so it is with Southwest. Southwest's size makes it hard to maintain the underdog status that kept employees finding big and small ways to cut costs, though those efforts may continue. Southwest can become the one being challenged by smaller airlines now than the one doing the challenging. Also, the airline's size makes management seem more distant from the workers than before. This is exemplified somewhat by Mr. Parker, the CEO who replaced Herb Kelleher. The former corporate lawyer for the airline, Mr. Parker has a more low-key personality than Kelleher. To maintain its success, which is build on the unique corporate culture, SWA has to avoid cracks in the close-knit family culture due to fast growth.

So it is important to note that the airline industry was suffering months before the terrorist attacks in New York City and Washington, D.C. on September 11, 001. Those attacks did worsen the industry's problems as many people feared to fly for some time thereafter, further decreasing passenger traffic.

The job security, profit sharing, and expansionary future of SWA is at stake under the present market conditions.

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Advertising one man's opinion

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Advertising One Man's Opinion

In today's society, everyone is trying to make money on anything and everything. Just turn on your television and flip through the channels if you don't believe me. Look, there is an infomercial on a hair removal cream, and the next channel has a commercial for the same type thing just this one is more of a gel and it has a different name. They have a vibrating strap you wrap around your waist and it is supposed to give you six pack abs. And how believable is a truck that can beat a dragster? It's industrial madness I tell you.

What ever happened to the days where new products bettered the lives of mankind and raised the standard of living? Take the light bulb for example. Thomas Edison spent years perfecting this monumental achievement, and when he was finished, he had an invention that would change the world. What about electricity? I don't remember reading about Ben Franklin advertising some special two for one deal with his discovery. Today everything has some kind of gimmick to it.

Just look at all the sex used in advertising (I don't mean "advertising sex," that is a whole different paper all together). Manufacturers are using hard bodied young models to sell just about everything you can think of. Does Brittany Spears really like Pepsi enough to dance around the street half naked? And what is up with the hot brunette

Latta-

that tells us to buy Doritos? I don't even have to explain the lineup of a Victoria's Secret ad. They have even got a moaning woman advertising for shampoo. Where are the morals? I must say I have no clue.

And when advertisers aren't trying to brainwash you with beautiful models saying "buy this, try that," they are playing with your mind using reverse psychology. I know you have heard some of these ads. There is the Motel 6 ad that explains all the conveniences its rooms do not have and then says," We'll leave the light on for ya." Then you have the Sprite commercials where some big shot athlete appears drinking Sprite throughout the entire commercial, but at the end the advertisement tells you not to let advertising affect what we drink( "Image is nothing. Thirst is everything."). Give me a break!

When advertising agencies are not trying to tell you that a beer has a great taste and it is less filling while two hot, half naked women wrestle, they have famous athletes pretending to like products or building the companies product up to a larger than life aspect. Take UPS for example. They use NASCAR driver Dale Jerret to advertise the big brown truck. Does he really use UPS?

So, in closing, I say down with advertisements. I say down with all this hoopla of big name celebrities and beautiful models endorsing pointless products. I say down with the manufacturers playing with our minds or using sex to sway us toward their products. I say to heck with it all. So do your own thing when choosing what to or not to buy, and

Latta-

don't let these big shot advertisers run you life. Before I go, I'd like to ask one more question Can you hear me now?

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Garys house and the seven stages of grieving

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Australian Contemporary theatre strongly focuses on dramatic forms and conventions, performance styles and themes, and how these reflect changing cultural, social, historical and political issues and interests. In GaryÂ's house, written by Debra Oswald, the performance styles employed reflect the society of the battling under class of the 170Â's and onwards, where overcoming grief and following the individual dream was the main influence in theatre. Similarly in The Seven Stages Of grieving. This Garys hosue is a bout people who live on a farm and love to give it up the arse. They are into all sorts of things and sue and gets pregnant by gary. They are building a house and chrtine comes in to help out. chrtine is garys sister. and he never told sue about he. she is a bitch and very stubborn and like things to go her way all the time. They have fights and argue all the time. but in the end when gary dies chrtine and sue anne start to get along, btu then sue anne decides to move away with vince who says that he can give her the life she always wanted. They move away have kids alot of them. They like to go on holidays and move to different places as much as they can. Sue anne likes it where she is. she likes that she has a new husband and 7 beautiful kids. she is 40 now and she is living her life to the best she can. there has been no worries whats so ever as she enjoys where she is

Please note that this sample paper on Garys house and the seven stages of grieving is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on Garys house and the seven stages of grieving, we are here to assist you. Your cheap custom college paper on Garys house and the seven stages of grieving will be written from scratch, so you do not have to worry about its originality.

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Postmodernism

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Postmodernism

With the end of colonialism and the emergence of a seemingly new world order, there raised a demand that research be useful and relevant, indicating that knowledge for its own sake was insufficient. As a result of this, what emerged was a new focus on development and modernization in the form of postmodernism. In these changing times, anthropology has come into contact with a variety of evolving concepts, including hybridity, montage, fluidity, and deconstruction. The question remains, how these concepts reflect the social, cultural and political changes that are occurring in study of anthropology today. Postmodernism is an intellectual movement that promotes itself as the antithesis of modernism, resulting from the intensification, radicalization, or transformation of the processes of modernity. (Barfield, 68) The term was introduced in the late 140s, however, the turn towards, if not the origin of postmodernism in anthropology, can be traced to a single publication Writing Culture (186). It consisted of contributions from nine scholars, edited by Clifford and Marcus, and attempted to sketch out the basic premise of the postmodern perspective. (Harris, 15) Anthropologist are forced to contend with the changes created by postmodernism in a variety of ways, beginning with the challenge to anthropological authority. It is felt by many that it is incredibly arrogant for anthropologists to assume that they have both the capacity and mandate to dissect, interpret and describe the lives of people in other cultures, given the power and wealth imbalance of the colonial past, leaving the other unable to speak for him/herself. This argument finds itself in the whole West vs. Rest spectrum, claiming that because of the nature in which traditional ethnologist where carried out, ex. Colonial, anglo- whites, ect.., that today, despite the multicultural and ethnically aware world that we live in, that anthropologists are not capable of unbiasedly and accurately producing ethnographic work. In part, there concern is founded. To my knowledge, there rests no undocumented peoples on the planet, as such, ethnologies today focus on sub-group structure and societal dynamics. Depending on the position that ones takes the results can be very different. An example of this is the anthropological work that is done on Arab women. Arab women in the west are often perceived as voiceless victims of violence and inequality. Though some do not enjoy the same level of social polices that women in the West do, and in some cases women remain voiceless victims of violence as do some in the West, they maintain a strong family network which in many cases for over sees concerns about old age pensions and food stamp programs. There has also been the increase in dialogical and polyvocal approaches, insisting that ethnologies become a joint venture, with the anthropologist relinquishing their voice to provide equal room for the voices of the other. Ethnologies therefor, when done correctly, should act as a hybrid, joining the words of the ethnologist with the voices and experiences of the informants and observers. Despite the increasing acceptance of ethnologies as pieces of research, another feature, is the emergence of the ethnography as a piece of fiction. (Barrett, 15) One of the more significant developments of postmodernism has been the focus on ethnography as a product of writing, which should be looked at as fictional, not in the sense of make believe or fairytale, but in the sense created or fabricated. Thus, a result of being written from the perspective of the ethnologist, perception takes away from reality and fact, leaving interpretation and in some case, fictitious misrepresentations. Next, postmodernism shifts the anthropological focus on interpretation and meaning rather than causality and behavior. Culture is seen as a system of ideas and symbols, with a complex of meanings, and deally, it is the job of the anthropologist to join forces with the other and interpret it. This is where deconstruction and hermeneutics come into play, as discussed by Derrida By helping in the break down structures to illuminate hidden dimensions, this enables the investigator to comprehend the manner in which natives decode and understand their own texts. More specifically, deconstruction involves breaking down essences such as the family, female, and male into their individual components in order to illuminate the embedded dimensions of ideology and power. (Barrett, 15) There has also been a trend away from grand theories and generalizations. Condoning meta-narratives, or meta-histories through which all things can be interpreted or represented, along with universal and eternal truths, if they exist at all, can not be specified. (Blackwell, 45) Instead, postmodernists are meant to emphasize the particular and individual other (or subjects of study) and feel at ease with the image of social structure that is fragmented or disjoined. (Barrett, 15) As a compliment to the inadequacy of positivism, there has been a renewed emphasis on relativism. Relativism, a doctrine pioneered by Boas, emphasizes the diversity and uniqueness of each and every culture. (Barrett, 15) A sort of heterogeneity of cultures, emphasizing difference, promoting the lives of the other, rather than sameness, as a reality of the multicultural global planet that we find ourselves in today. This in many way seems like the politically correct approach, attempting to put the wrongs of the past right through a campaign of valorization and glorification of the other. Consequently, what we have seen as a result of the emergence of the postmodern ideologies is the creation of author-saturated rather than data-saturated ethnologies and secondly, the emergence of postmodernism as an empirical entity. Before postmodernism, an ethnology was judged by the quality of the data and the elegance and incisiveness of the analysis. Since then, it has become the author(s) who take the center stage. Anthropologists have moved from insisting that the anthropologist stay out of the ethnology to having the anthropologists presence dominate the ethnography. (Nader, 15) This strikes me as being quite odd. Much criticism about ethnologies is that the presence of the ethnologist has a detrimental effect on the results of the study and that the perceptions obtained and recorded must be seen as fictional, with the expansion of the ethnology being seen and a literary piece. How then can this fascination with anthropological writers be explained. In many cases, it is not a matter of the writer being a part of the study itself, but rather playing a part in the story. Traditional ethnologies were quantitatively based, and in many cases for the purpose of research. Now, there is more of a concern towards entertainment and to a certain extent, telling the tale of a people to the reader, as such, the author must engage in the lives of the other as to make it appealing to his reader, and pay the bills. Finally, a great deal of debate in the field of anthropology between those attracted and repelled by the postmodernists perspective, is the feasibility and fluidity of the postmodern perspective and its influence. The implication is that postmodernism is merely another theoretical perspective dreamed up by jaded (or perhaps mischievous) academics, with little connection to peoples lives. (Barrett, 154) Though this argument has stood the test of time in regards to most theories and theorists, this is not the case with postmodernism. Paralleling the development of postmodernism in anthropological thought, has been extensive, revolutionary changes in the empirical world. (Barrett, 154) Postmodernism changed the way in which anthropologists conduct research and compile studies by changing the environments in which they work. It created new expectations and standards which in many ways were radically different from those introduced by traditional and modern anthropologists. Although postmodernism has undeniably had a significant impact on anthropology, the wise spread acceptance and application has been hesitant. In general, it does maintain some fundamental applications that are essential to the development of anthropological thought, but is so different from what has been traditional been taught that it may take awhile for the concepts to be accepted. With the end of colonialism and the emergence of a seemingly new world order, there raised a demand that research be useful and relevant, indicating that knowledge for its own sake was insufficient. As a result of this, what emerged was a new focus on development and modernization in the form of postmodernism. In these changing times, anthropology has come into contact with a variety of evolving concepts, including hybridity, montage, fluidity, and deconstruction. The question remains, how these concepts reflect the social, cultural and political changes that are occurring in study of anthropology today. Postmodernism is an intellectual movement that promotes itself as the antithesis of modernism, resulting from the intensification, radicalization, or transformation of the processes of modernity. (Barfield, 68) The term was introduced in the late 140s, however, the turn towards, if not the origin of postmodernism in anthropology, can be traced to a single publication Writing Culture (186). It consisted of contributions from nine scholars, edited by Clifford and Marcus, and attempted to sketch out the basic premise of the postmodern perspective. (Harris, 15) Anthropologist are forced to contend with the changes created by postmodernism in a variety of ways, beginning with the challenge to anthropological authority. It is felt by many that it is incredibly arrogant for anthropologists to assume that they have both the capacity and mandate to dissect, interpret and describe the lives of people in other cultures, given the power and wealth imbalance of the colonial past, leaving the other unable to speak for him/herself. This argument finds itself in the whole West vs. Rest spectrum, claiming that because of the nature in which traditional ethnologist where carried out, ex. Colonial, anglo- whites, ect.., that today, despite the multicultural and ethnically aware world that we live in, that anthropologists are not capable of unbiasedly and accurately producing ethnographic work. In part, there concern is founded. To my knowledge, there rests no undocumented peoples on the planet, as such, ethnologies today focus on sub-group structure and societal dynamics. Depending on the position that ones takes the results can be very different. An example of this is the anthropological work that is done on Arab women. Arab women in the west are often perceived as voiceless victims of violence and inequality. Though some do not enjoy the same level of social polices that women in the West do, and in some cases women remain voiceless victims of violence as do some in the West, they maintain a strong family network which in many cases for over sees concerns about old age pensions and food stamp programs. There has also been the increase in dialogical and polyvocal approaches, insisting that ethnologies become a joint venture, with the anthropologist relinquishing their voice to provide equal room for the voices of the other. Ethnologies therefor, when done correctly, should act as a hybrid, joining the words of the ethnologist with the voices and experiences of the informants and observers. Despite the increasing acceptance of ethnologies as pieces of research, another feature, is the emergence of the ethnography as a piece of fiction. (Barrett, 15) One of the more significant developments of postmodernism has been the focus on ethnography as a product of writing, which should be looked at as fictional, not in the sense of make believe or fairytale, but in the sense created or fabricated. Thus, a result of being written from the perspective of the ethnologist, perception takes away from reality and fact, leaving interpretation and in some case, fictitious misrepresentations. Next, postmodernism shifts the anthropological focus on interpretation and meaning rather than causality and behavior. Culture is seen as a system of ideas and symbols, with a complex of meanings, and deally, it is the job of the anthropologist to join forces with the other and interpret it. This is where deconstruction and hermeneutics come into play, as discussed by Derrida By helping in the break down structures to illuminate hidden dimensions, this enables the investigator to comprehend the manner in which natives decode and understand their own texts. More specifically, deconstruction involves breaking down essences such as the family, female, and male into their individual components in order to illuminate the embedded dimensions of ideology and power. (Barrett, 15) There has also been a trend away from grand theories and generalizations. Condoning meta-narratives, or meta-histories through which all things can be interpreted or represented, along with universal and eternal truths, if they exist at all, can not be specified. (Blackwell, 45) Instead, postmodernists are meant to emphasize the particular and individual other (or subjects of study) and feel at ease with the image of social structure that is fragmented or disjoined. (Barrett, 15) As a compliment to the inadequacy of positivism, there has been a renewed emphasis on relativism. Relativism, a doctrine pioneered by Boas, emphasizes the diversity and uniqueness of each and every culture. (Barrett, 15) A sort of heterogeneity of cultures, emphasizing difference, promoting the lives of the other, rather than sameness, as a reality of the multicultural global planet that we find ourselves in today. This in many way seems like the politically correct approach, attempting to put the wrongs of the past right through a campaign of valorization and glorification of the other. Consequently, what we have seen as a result of the emergence of the postmodern ideologies is the creation of author-saturated rather than data-saturated ethnologies and secondly, the emergence of postmodernism as an empirical entity. Before postmodernism, an ethnology was judged by the quality of the data and the elegance and incisiveness of the analysis. Since then, it has become the author(s) who take the center stage. Anthropologists have moved from insisting that the anthropologist stay out of the ethnology to having the anthropologists presence dominate the ethnography. (Nader, 15) This strikes me as being quite odd. Much criticism about ethnologies is that the presence of the ethnologist has a detrimental effect on the results of the study and that the perceptions obtained and recorded must be seen as fictional, with the expansion of the ethnology being seen and a literary piece. How then can this fascination with anthropological writers be explained. In many cases, it is not a matter of the writer being a part of the study itself, but rather playing a part in the story. Traditional ethnologies were quantitatively based, and in many cases for the purpose of research. Now, there is more of a concern towards entertainment and to a certain extent, telling the tale of a people to the reader, as such, the author must engage in the lives of the other as to make it appealing to his reader, and pay the bills. Finally, a great deal of debate in the field of anthropology between those attracted and repelled by the postmodernists perspective, is the feasibility and fluidity of the postmodern perspective and its influence. The implication is that postmodernism is merely another theoretical perspective dreamed up by jaded (or perhaps mischievous) academics, with little connection to peoples lives. (Barrett, 154) Though this argument has stood the test of time in regards to most theories and theorists, this is not the case with postmodernism. Paralleling the development of postmodernism in anthropological thought, has been extensive, revolutionary changes in the empirical world. (Barrett, 154) Postmodernism changed the way in which anthropologists conduct research and compile studies by changing the environments in which they work. It created new expectations and standards which in many ways were radically different from those introduced by traditional and modern anthropologists. Although postmodernism has undeniably had a significant impact on anthropology, the wise spread acceptance and application has been hesitant. In general, it does maintain some fundamental applications that are essential to the development of anthropological thought, but is so different from what has been traditional been taught that it may take awhile for the concepts to be accepted.

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Business recruitment

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What is recruitment?

Recruitment is an important part of a business human resource planning.

In all businesses, people are a vital resource - and they need to be managed as such.

The overall aim of the recruitment and selection process is to obtain the number and quality of employees that are required in order for the business to achieve its objectives.

There are three main stages in recruitment

(1) Identify and define the requirements. This involves the preparation of job descriptions, job specifications and person specifications

() Attract potential employees - there are various methods for doing this - which are described in a separate revision note

() Select and employ the appropriate people from the job applicants

It is important to appreciate that recruitment is a continuous process - because of

- Staff departures (e.g. retirements, sackings, resignations)

- Changes in business requirements (e.g. new products, markets, expanded operations)

- Changes in business location (a relocation often triggers the need for substantial recruitment)

- Promotions

Recruitment is becoming more and more important in business. In particular, this reflects the increasing need for a well-motivated and flexible workforce that requires less management supervision.

What is external recruitment?

This refers to the filling of job vacancies from outside the business (contrast with internal recruitment). Most businesses engage in external recruitment fairly frequently, particularly those that are growing strongly, or that operate in industries with high staff turnover.

How is it done?

There are several ways of looking for staff outside the business

Employment / recruitment agencies

These businesses specialise in recruitment and selection. They often specialise in recruitment for specific sectors (e.g., finance, travel, secretarial). They usually provide a shortlist of candidates based on the people registered with the agency. They also supply temporary or interim employees.

The main advantages with using an agency are the specialist skills they bring and the speed with which they normally provide candidates. They also reduce the administrative burden of recruitment. The cost is the high agency fees charged - often up to 0% of the first year wages of anyone employed.

Headhunters / Recruitment Consultancies

Upmarket recruitment agents who provide a more specialised approach to the recruitment of key employees and/or senior management. They tend to approach individuals with a good reputation rather than rely on long lists of registered applicants - often using privileged industry contacts to draw up a short list. The cost of using a headhunter or recruitment consultant is high.

Job centres

Government run agency - good for identifying local candidates for relatively straightforward jobs. The job centre service is free to employers and is most useful for advertising semi-skilled, clerical and manual jobs.

Government Funded Training Schemes

There is a variety of government funded schemes that provide potential recruits, including the New Deal and Modern Apprenticeships. The advantage of these schemes is that government funding lowers the cost of employment and the business can get to know the employee before committing for the long-term. However, relatively few employment requirements are covered by these schemes.

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Marketing

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JOB PROFILE

NAMEALL SECTION IN CHARGE TEXTILE & LHH

JOB TITLE SECTION IN CHARGE

JOB DISCRIPTION AS ASECTION IN CHARGE, I'M REPORTING TO THE SECTION MNGR(DH) & RESPONSIBLE FOR STOCKERS AND MERCHANDIZERS OF RELATED SUPPLIERS.

DUTIES & RESPONSIBILITIES;

1)- MERCHANDIZING OF SELLING ARIA IN TERMS OF VISUALITY, ITEMS DISPLAY, PRICE TAGS, BARCODES ON EACH ITEM, SCANING OF PRICES ONE FAMILY EVERY DAY, ALL SECTION ONCE A MONTH& ENSSURING THAT ENOUGH MERCHANDIZE IS AVAILABLE ON SHELVES, PROPERLY & IN DAILY REGULAR ROUTIN JOB.CHANGING ALL SHELF LABELS IN THE BEGINNING OF EACH MONTH.

)-WAREHOUSE; FULLY INCHARCH OF MAINTAINING ORGANISING THE MINIMUM STOCK OF FAST MOVING ITEMS ONLY (AS ADVISED BY DH), MAINTAINING W/H CLEAN & WELL ORGANISED ACCORDING TO EACH FAMILY IN SEPARATE RACKS.IN ADDITION OF PROVIDING SPECIFIC LOCATIONS FOR RELINK, REPACK, DAMAGED ITEMS & RETURNED.

)- PREPARING THE WEEKLY WASTE REPORTS EVERY SAT AS WEL AS THE RETURNS OF GOODS IN CO'ORDINATION WITH OTHER DEPATEMENTS & UNDER THE SUPERVISION OF DH.

4)-PREPARING THE INQUIRIES OF RAW MATERIALS & ASSETS (LINKING GUNS, LINKS, SECURITY TAGS HANGERS) BASICALY SUPLIED AS FOC FROM SUPPLIERS UNDER FULL SUPERVISION OF DH.

5)-CONTROLING THE PERFORMANCE OF STOCKERS & MERCHANDISERS IN TERMS OF A- CUSTEMER SERVICE /USING PROPER SELLING TECHNIQUES.

B PUNCTUALITY IN ATTENDANCE

C- NEETNESS AND PRESENTABLE

D- FOLLOW COMPANY'S RULES AND REGULATIONS

E-ENSSURE FULL DISPLAY OF MERCHANDISE

F- UTELIZE THE MAXIMUM EFFORTS OF MERCHANDIZERS ESPECIALY IN PROMTIONS / STOCK TAKINGIN AND OTHER ROUTIN ACTIVITIES.

6)-PREPARING GANDOLA HEAD REPORT ON AWEEKLY BASIS UNDER SUPERVISION OF DH.

7)_ASSIST DEPARTEMENT HEAD IN DAILY OFFICE & PAPER WORK WHEN REQUIRED I.E (C.C.P / C.S.P/ OVER RIDE REPORT / NEGATIVE STOCK/NEGATIVE MARGIN).

8)- ASSIST DEPARTEMENT HEAD IN THE PLANNING PROCCESS (PROMOTIONS LAY OUT / ITEM SELLECTION / ITEM SEGRIGATION/POS MATERIALS / STOCK LIQUIDATION/ SELLECTION OF LOWEST PRICE PER FAMILY IN ACCORDANCE WITH CARREFOUR PRICING METHODOLOGY (10% LESS THAN COMPETITOR'S S.P).

)- ASSIST DEPARTEMENT HEAD IN UNDERSTANDING CUSTOMER DEMANDS BASED ON UNDERSTANDING SOCIAL CULTURES, HABITS, TRADITIONS, RELIGIONS AND CUSTOMER BUYING BEHAVIOUR.

10) ATTENDING MINIFILE MEETINGS WHENEVER REQUIRED ,TACKING IN CONCIDERATION THAT ATTENDING THE MEETING REQUIRES PREPARATION OF THE MEETING AGENDA AND PARTICIPATE EFFECIONTLY IN THE MEETING PROCCESS AND COMMUNICATE TO THE CONCERNED PEOPLE MEETING DECISSIONS AND ACT POSITVELY WHEN REQUIRED.

11) CONDUCTING MARKET SURVEY TWICE A MONTH AFTER TARGETTING LOWEST PRICEOR GALUP ITEM IN A SPECIFIC FAMILY UNDER THE SUPERVISION OF DH.

1) COMPLETE FOLLOW UP ON UP TO DATE FASHION AND FORCE SUPPLIERS TO HAVE FASHION PRODUCTS AND LATEST MODELS OF MERCHANDISE.

1) ATTENDING TRAINING SESSIONS CONDUCTED BY MANAGEMENT STUDY THE MATERIALS AND APPLY THEM AS SUCH TO GET THE BENEFITS REQUIRED FROM THE SAID TRAINING.

14) BE POSITIVE IN THE CASE OF TEAM WORK (CO'ORDINATION WITH SUPPORTIVE DEPTS / OTHER SECTIONS / OTHER DEPTS OTHER STORES IF ADVICED BY TOP MANAGEMENT).

15)TRAIN YOUR STOCKERS ON DAILY WORK IN AS SUCH TO BE ABLE TO REPLACE YOU WHEN EVER REQUIRED .MAKE SURE YOUR STOCKER IS FAMILIAR TO LOGALY ,IMPORT INPUTS CSP, CCP,E- MAIL SKILS ,PROMOTION PREPARATION PROCESS ,ETCE …IN OTHER WORDS TO REPLACE YOU IN YOUR ABSCENT ,OFF AND VACATION TIME .

16)RESULTS ; FULLY RESSPONSSIBLE OF ACHIEVING BUDGETED TURN OVER ,MARGIN ,GONDOLA HEAD FEES ,FULL CONTROLE ON STOCK LEVEL AND SHRINQAGE AS BUDGETED IN ADDITION REALIZATION OF GROUTH AS BUDGETED .FULLY ACCOUNTABLE FOR DAILY ,MONTHLY & ANNUAL BUDGET REALIZATION IN AS SUCH STANDARD OF PERFORMANCE WILL BE 100 % CONSIDERED SINCE OUR COMPANY IS A PROFIT HEAD CENTER .

17)ENSSURE THAT ALL LPO ARE MADE PROFISIONALY ON SPECIFIED DATE AND BASED ON ACCURATE ORDER SLIP .AFTER PREPARATION OF LPO AND FULL OUTHORIZATION OF LPO ,SUPPLIERS SHOULD BE CONTACTED TO CONFIRM THE RECEPIENT OF THE FAX .COPY OF THE LPO SHOULD BE KEEPT ON RECEIVING TRAY .

18) ENSURE THAT CO'S POLICY, STRATIGY, IS FULLY APPLIED AND CONTROLED BY YOUR SELF IN AS SUCH CINSIDERING COUNTRY'S LAWS, HABITS, TRADITIONS & CULTURES.

CC GM / HRM/ALL SM'S

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To a mouse Critical Essay

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"To a mouse" By Robert Burns

A poem I have read recently in class is "To a mouse" by Robert Burns. Robert Burns is generally considered a Romantic poet. The Romantics believed that inner truths about life could be discovered through the contemplation of nature. "To a mouse" is an example of such contemplation. Throughout this essay I am going to explain my understanding of the true meaning of this poem and show how even now it still relates to all of us.

"To a mouse" is an eight-stanza poem in the form of an address, which means that the speaker talks directly to a mouse throughout the poem. The poem is very carefully constructed and is written using the Burns stanza. There is a rhyme scheme within the poem AAABAB, and all the'A' lines have eight or nine syllables while the'B' lines have five or six syllables. This tells us the poem has been put together very precisely.

The poem is about the speaker who was ploughing his field in late November when he destroyed a mouse's nest. The poem describes his guilt and empathy towards the mouse and how he understands the mouse's situation in that the mouse cannot make a new nest because winter is nearing and there is nothing left to make a shelter with.

The first stanza begins when the nest is destroyed. The terrified mouse runs away for safety while the speaker tells the mouse not to be scared, as he is not the kind of man to kill such an innocent creature. We know that the speaker has no intention of hurting the mouse from the line "I wad be laith to rin and chase thee, wi murdering pattle!". In this stanza there is a sympathetic tone. Also the use of diminutives "beastie" and "breastie" convey how small and vulnerable the mouse is, while also providing us with an image of the mouse. The effect on the reader of the description of the mouse is to make us sympathetic. The reader sympathises with the mouse because his home has been destroyed and there is little else to make a new one to shelter him through the winter months.

In stanza two there is an apologetic tone showing empathy towards the mouse. The speaker apologises due to the fact that the world of people is invading and upsetting the natural balance of nature. He says the mouse is right and justified in being afraid as humans are and have been destructive of nature

"I'm truly sorry man's dominion

Has broken nature's social union,"

In stanza three the speaker tells of the mouse's right to co-exist. The speaker acknowledges that the mouse will eat some of his crop, but this is okay as the mouse has to live as well and it is such a small amount that the mouse takes that the speaker would not miss it, as he has more than enough for himself anyway.

Stanza four shows how the mouse's house has been destroyed and is blowing away in the wind.

"Tha wee-bit housie, too, in ruin!

Its silly wa's the wins are strewin!"

There is also now nothing left for the mouse to use to build a new nest and winter is approaching. This, again, encourages the reader to sympathise with the mouse.

In the next stanza the speaker imagines the mouse's motives in building its nest and preparing for winter the mouse saw winter approaching and planned the nest as a shelter against the elements. The nest is then completely destroyed due to an accident of fate, which leaves the mouse in a dreadful position, despite its careful preparation.

In stanza six the speaker acknowledges how hard the mouse has worked and prepared for the winter months but all its preparations and careful planning were in vain. The speaker says that people are sometimes just like the mouse in that plans they make can sometimes go wrong. Things that are potentially enjoyable can occasionally go wrong and cause us misfortune.

In the final two stanzas of the poem there is an introduction of a philosophical tone. Robert Burns tries to teach us a lesson that no matter how much we plan your life and prepare, we never know what will happen, and you should take each day as it comes.

"In proving foresight may be vain

The best-laid schemes o mice an men, Gang aft agley"

In the last stanza the speaker now highlights an important difference between himself and the mouse whereas the mouse lives instinctively, the speaker, like us, is able to consider and remember past misfortunes and learn from them. The speaker then states he is fearful of the future.

"An forward, tho I canna see,

I guess in fear! "

Here he shows that he is worried of what the future holds and can only guess what may happen.

The first time I read this poem, I thought nothing of it, now I have considered it and studied it more closely I realise it says a lot more than it did at first glance and I have come to enjoy the poem more. It has a good lesson about life within it. My understanding of the poem is that it tells the reader to live life each day as it comes and not to plan and organise our lives to the last detail. I believe life should be lived in the moment and not in the past or spent worrying what the future holds. Instead, therefore, I can remember the past fondly and look forward to the future with hope.

Please note that this sample paper on "To a mouse" Critical Essay is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on "To a mouse" Critical Essay, we are here to assist you. Your cheap custom college paper on "To a mouse" Critical Essay will be written from scratch, so you do not have to worry about its originality.

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