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

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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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