Kmart Case Study Example | Topics and Well Written Essays - 750 words

Kmart - Case Study Example By cutting down its operational costs an association can offer its items and administrations at lower costs. It can likewise procure higher benefits in light of the fact that either the overall revenues are more prominent or the business volume has expanded. Accordingly an association which follows a general lower cost technique can increase an edge over its rivals. Cost initiative procedure functions admirably for the organization in case of a value war in the business. (Kotler, 2006) Another procedure followed by Wal-Mart was separation center methodology. Underneath this system, Wal-Mart presented its stores in provincial and rural regions. (Wheelen& Hunger, 2008) By using separation center system a firm separates its items from that of its rivals dependent on certain traits that permit the customers to see the items as not quite the same as its rivals. A firm searches for separation in a specific fragmented objective market. Target and Kohl’s followed separation system. Target and Kohl’s applied offer in which these organizations imparted the advantages they can convey to the clients. Target prospered well since it furnished items at low costs with excellent taking into account youth in urban territories. (Wheelen& Hunger, 2008) 2. The amalgamation of both lower cost technique and separation center system were best. This can be exemplified by Wal-Mart that used both and turned into the main story in the retail segment. The lower cost of Wal-Mart makes a hindrance for the new contestants as these new participants can't get through the cost bit of leeway of the pioneer. The Wal-Marts separation center permitted it to think around the specific needs of a portioned showcase all the more proficiently when contrasted with its rivals. (Wheelen& Hunger, 2008) Lower Cost Strategy: within the sight of pioneers like Wal-Mart and Target, Kmart has little options in making valuing technique to coordinate with these pioneers.

Auditory Localization Essay -- Hearing Sound Perception Essays

Sound-related Localization Sound-related restriction is the capacity to perceive the area from which a sound is radiating (Goldstine, 2002). There are numerous handy purposes behind contemplating sound-related limitation. For instance, past research expresses that obvious signals are fundamental in finding a specific sound (Culling, 2000). Be that as it may, daze individuals don't have the advantage of sight to assist them with finding a sound. Accordingly, the capacity to find sound dependent on sound-related capacity is significant. It is likewise critical to consider diverse sound-related procedures. For instance, when reading a path for a visually impaired individual to move through a domain, it is useful to realize that individuals can most precisely find sounds that happen legitimately before them; sounds that are far away, to the side, or behind the head are the to the least extent liable to be appropriately found (Goldstein, 2002). Three facilitate frameworks are used when endeavoring to find a particular sound. The azimuth facilitate decides whether a sound is situated to one side or the privilege of an audience. The rise facilitate separates between sounds that are up or down comparative with the audience. At long last, the separation organize decides the distance away a sound is from the collector (Goldstine, 2002). Various parts of the facilitate frameworks are likewise basic to sound confinement. For instance, while recognizing the azimuth in a sound, three acoustic prompts are utilized: phantom signs, interaural time contrasts (ITD), and interaural level contrasts (ILD) (Lorenzi, Gatehouse, and Lever, 1999). When managing sound localizaton, otherworldly prompts are teh dispersion of frequencies coming to teh ear. Brungart and Durlach (1999) (as observed in Shinn-Cunning, Santarelli, and Kopco, 1999) accepted that as the ... ...Brain research: Human Perception and Performance, 26 (6), 760-1769. Goldstein, E. (2002). Sensation and recognition (Rev. ed.). Pacific Grove, CA: Wadsworth-Thomsom Learning. Lorenzi, C., Gatehouse, S., and Lever, C. (1999). Sound limitation in clamor in hearing impeded audience members. Diary of the Acoustical Society of America, 105 (6), 3454-3463. Lorenzi, C., Gatehouse, S., and Lever, C. (1999). Sound limitation in clamor in ordinary hearing audience members. Diary of the Acoustical Society of America, 105 (3), 1810-1820. McDonald, J., Teder-Salejarvi, W, and Hillyard, S. (2000). Automatic arranging to sound improves visual discernment. Nature, 407, 906-907. Shinn-Cunningham, B., Santarelli, S., and Kopco, N. (1999). Tori of Confusion: Binaural limitation signs for sources close enough for the audience. Diary of the Acoustical Society of America, 107 (3), 1627-1636.

Communications Update COLUMBIA UNIVERSITY - SIPA Admissions Blog

Communications Update COLUMBIA UNIVERSITY - SIPA Admissions Blog I just wanted to let admitted students know that we have been working hard to start our summer communication series but getting everyone together at the end of a busy school year has been a challenge. We are extremely close to distributing summer math tutorial information so please hang tight and we will have the information for you soon.   I will post a message here when it is ready and you can expect to receive an email as well if you are an admitted student that has paid your deposit. We are also dedicating more time to tracking official test scores and transcripts and as I have stated before, we will be flexible with the stated June 15th deadline.     Test scores come to us in encrypted files and now that we have passed the enrollment deadline and graduation we are now beginning to unlock the majority of the files for importing into our system. Thank you always for your patience.

Compare Aeneas and Odysseus in Their Role As Leaders And...

Compare Aeneas and Odysseus in Their Role As Leaders And Prospective Heros? Virgils Aeneid and Homers Odyssey are two very different stories, told from opposing viewpoints: that of the Trojans in The Aeneid, and of the Greeks in The Odyssey. The two leaders, Aeneas and Odysseus, that feature are therefore very different in their approach to leadership. However, despite their differences they both rise to the challenges set to them as true leaders. In each work, the first time the great leaders feature, the first impression given of each is hardly one of a strong leader and future hero. When we first meet the Greek hero, Odysseus, he is sitting on a rock despairing on the island of Ogygia, where the demi-goddess†¦show more content†¦This gives us the impression he was perhaps not such a caring leader as Aeneas. It is not that he appears a selfish leader in the flash backs, but we must remember that Odysseus himself is telling the stories and may well have enhanced his own greatness. A clear example of him putting his own safety before his mens is when they reach Circes island and he sends one of his men to check the island for any possible hostilities. Aeneas and Odysseuss aims in the works are similar in the sense both men wish to reach their homeland. However, Aeneas is not trying to reach Troy but a found a new homeland for his race, which makes his journey appear much more of a challenge. However, we learn from Odysseus account that his journey has been far from easy. He has faced many fearful creatures and challenges, and been detained in Ogygia for eight years before finally being allowed to reach home. In his encounter with the Cyclops, he is shown to be a very shrewd, cunning leader. He manages to contract a plan to escape from the Cyclops cave before any more of his rapidly deteriorating army are eaten. He is clearly very passionate for success and kleos, which was a typical Greek characteristic. It is no doubt that his respect for

Sexual Assault Of A 9 Year Old Juvenile Female - 1262 Words

On December 16th, 2016 I, Investigator James Poffel was assigned a case in reference to a sexual assault of a 9 year old juvenile female report. It was reported that the incidents took place several times, first occurring sometime in June of 2016 and the most recent encounter we are unsure at this point of when it occurred. On December 15th, 2016, Officer Wisdom was dispatched to Kids’ Space Child Advocacy Center in Muskogee, Oklahoma to take the initial police report. Once there, Officer Wisdom made contact with the Department of Human Services Case Worker, Amber McKinney. Amber McKinney informed Officer Wisdom that the Department of Human Services received a referral stating that juvenile female, Deja Jones, had disclosed that her mother’s boyfriend, Nathaniel Owens, touched her private area. Amber set up a forensic interview with Deja to be interviewed at Kids’ Space Child Advocacy Center. The interview took place after hours at approximately 9:00 PM. Deja was interviewed by a trained forensic interviewer, Megan Merrill. Due to the interview taking place after hours and the case not being assigned until the following day, I was unable to be present at the time of the interview. However, I have since observed a copy of that interview. The following is a summary of the forensic interview conducted that night by Megan Merrill with Deja Jones. This is a summary, not an exact transcript. Megan began the interview by bringing Deja into the interview room. Megan askedShow MoreRelatedThe Alcohols/Drug Scale Identifies Use in Youth1278 Words   |  6 PagesThe alcohol/drug use scale has 8 questions identify significant drug/alcohol use in youth; and the angry-irritable scale has 9 items that identify feelings of anger, frustration, irritability, etc., and a high score indicates at risk for impulsive behavior (Roe-Sepowitz and Krysik, 2008). 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The Scope of Girls Delinquency, Crime, and Violence The Extent of Girls Involvement An understanding of the extent of girls delinquency can be gleaned from statistics, as compiled by the Federal Bureau of InvestigationRead MoreAbuse and Violence Domestic Violence1550 Words   |  7 Pages  Only  recently,   within  the   past   twenty ­five  years,   has   the  issue  been  brought  into  the  open  as  a  field  of   concern   and   study   Domestic   violence   is   not   an    isolated,   individual   event   but   rather   a   pattern   of   repeated   behaviors   that   the  abuser  uses   to  gain   power   and   control   over   the   victim.   Unlike   stranger ­to ­stranger   violence,   in   domestic   violence    situations   the   same   perpetrator   repeatedly   assaults  the  same   victim.  These  assaults  are  often  in  the  form  of   physical  injury

Germination of Seeds Free Essays

A seed consists essentially of a seed coat, stored food and a young plant, the embryo. The seed coat may be made of inner tegmen and outer testa. On the seed coat a scar (hilum) is present which shows the place of attachment of a seed in the fruit is present. We will write a custom essay sample on Germination of Seeds or any similar topic only for you Order Now At one end of the hilum is the micropyle. Through micropyle the seed absorbs water during the process of germination. The embryo consists of epicotyl,one or two seed leaves called cotyledons, and a hypocotyle. The portion of the embryo above the point of attachment of cotyledons to embryo axis, and below the plumule is called epicotyl. The plumule forms shoot. the portion of the embryo below the point of attachment of cotyledons to embryo axis but above the radicle, is called hypocotyls. The radicle forms root. The seed also contain the food, derived from the endosperm tissue. The food may remain as such or may be digested and stored in the cotyledons. Thus the cotyledons become thick due to the presence of stored food. This food is supplied to the developing plant during the process of germination of seeds. In the grain of maize, the cotyledon is modified into an organ called scutellum a term that comes from the Latin word meaning â€Å"Shield†. The food stored in scutellum is used first during germination of seed. Later on scutellum absorbs the food of endosperm and supply it to the developing embryo. â€Å"The maize grain is infact a single seeded fruit in which seed coat fruit wall is fused. † Practical Work: investigating structure of seed of gram and maize With the help of hand lens locate micropyle and hilum of the two seeds. With the help of scalpel cut the seeds longitudinally and observe different parts of the embryo along with endosperm with the help of (fig 16. 1) 1. What is the function of micropyle? 2. Why can’t you find endosperm in gram seed? Fig. 16. 11 Structure of seed of gram (a) and maize grain (b) 16. 5. 1 Seed germination During germination (growth and development) of a seed the water is absorbed through micropyle, and the formerly dormant embryo resumes growth and emerges from the seed. The root is normally the first structure emerging the seed, growing rapidly and absorbing water and min erals from the soil. Much of the water is transported to the cells in embryo. As its cells elongate the stem pushes out of the soil. There are two types of germination, epigeal and hypogeal. When the cotyledons appear above Fig 16. 12 (a) Hypogeal germination in gram seed the ground by the elongation of hypocotyl, the type of seed germination is called epigeal, e. g. seeds of melons, cucumber and beans[Fig 16. 12(b)]. 16. 12 (b) Epigeal germination in bean seed When the cotyledons remain below the soil, and epicotyl elongates bringing only plumule above the soil surface, it is described as hypogeal germination, e. g. eed of gram and maize grain[Fig 16. 12(a)] Germination is the onset of growth of a seed, often lollowing a period of dormancy, in response to suitable environmental conditions. 16. 5. 2 Conditions For germination to take place the seed must be viable (living) and should have sufficient food for its germination. The following environmental conditions must exist. In some seeds such as of tobacco plant light is also necessary to trigger germination o f seeds (i) Moisture or water (ii) Air(O2) (iii) Suitable temperature (i) Moisture or water Through micropyle, the seed absorbs water, which swells it causing the seed coat to burst. This helps the root to emerge out of seed. Water absorbed by the germination seed helps to activate the enzymes to digest the food of seed, which is made available to the growing embryo. It also helps to elongate hypocotyls and epicotyl, to grow out. (ii) Air Because oxidative metabolism usually takes over soon after a plant embryo starts to grow, most seeds require oxygen for germination. So air is very important for germination as it contains about 21% of oxygen, which is used during respiration. iii)Suitable temperature Germination of seeds occur over a wide temperatue range between 5-30 C. the optimum temperature for the germination of seeds of most plants ranges between 25-30 C. optimum or suitable temperature is necessary for the enzymes to function. During early germination of seeds, the vital mobilization of food reserves stored in the embryo cotyledons or the endosperm is mediated by h ormones, which in some cases are gibberellins. Practical work: investigating the conditions necessary for germination Set up four test tybes each with ten seeds labeled A, B, C and D as shown in Fig. 16. 13. Put tubes A, C and Din a warm place, in laboratory, Put tube B in a refrigerator. The test tube will have the following environmental conditions: Water, suitable temperature and air Water and the air (low temperature) Suitable temperature and air Water and suitable temperature (no air) Observe the test tubes regularly for about one week. 1. In which tubes the seeds germinate? 2. Did all the seeds in these tubes germinate, if not, why? Name the conditions necessary for the germination of seeds? How to cite Germination of Seeds, Papers

Wilson’s Stance During Ww1 free essay sample

Cem Anil Kenar HIST104A-B02 Spg12 Wilson’s Stance during WW1: From â€Å"He kept us out of the War† to â€Å"Make the World Safe for Democracy† As it is well-known the World War I was primarily of a war fought due to imperialist aims, stemming from the need to satisfy the demand for raw material in the Europe. With the industrial revolution urge for raw material became of crucial importance for the European states. This was followed by the aggressive colonization projects that eventually led to a harsh competition between different parties around Europe, who want to hold control over the economic resources.The United States was not a super-power, as it is now, at the time of the War. Being aware of this Wilson opted to remain as a neutral observer during the initial phase of the war. It was the third year of the war, when the British intelligence intercepted the coded  telegram  dispatched by the Foreign Secretary of the German Empire,  Arthur Zimmermann, on 16 January 1917. We will write a custom essay sample on Wilson’s Stance During Ww1 or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page While the two blocs, The Entente Powers (France, The British Empire and Russia) vs.The Central Powers, (Austria-Hungary, Germany and the Ottoman Empire), were fairly evenly balanced between 1914 and 1917, with the year 1917 the Central Powers started to be weakened due to several reasons. The Americans were convinced that the Central Powers were doomed to lose the war, when the Zimmermann telegram was revealed. Therefore, Wilson aspired to take advantage of these circumstances and use the telegram as a pretext for convincing the American public opinion to join to the War and side with the Entente Powers.Given that all the parties involved in the war was motivated with the aim to gain competitive advantage over others, Wilson’s decision can be understood as an attempt on the side of the U. S. to pursue its own interest. In fact, Americans has succeeded in their endeavor to take advantage of the situation. Though the American causalities were around 100,000 with the end of the war, the American economy and its strategic positioning in the World politics were reinforced. This paper is attempt to shed light on Wilson’s stance during the World War I.It will be argued that Wilson had skillfully maximized the American interests during the war through several strategies. Though his re-election campaign was based on the slogan of non-involvement, Wilson was well-aware the danger, as well as the window of opportunity, awaiting the U. S. Accordingly it will be demonstrated that Wilson had utilized the Zimmerman telegram to justify the involvement of the American in the war. Accordingly the structure of this paper is as follows; firstly a brief summary of Wilsons’s arguments to launch the war is provided.These arguments will be evaluated critically. Secondly, the factors that delayed the American involvement will be discussed. This will be followed by Wilson asked Congress for a declaration of war on April 2, 1917. His arguments to support the American entry into the War were based on the grounds of moral arguments. For Wilson, the U. S had a moral responsibility to enter the war to make the world safe for democracy. However the main reason underlying his call to join the war on the side of Entente Powers was more complicated than that. The American economy was dependent on the Britain.Therefore while Wilson listed many reasons to justify his call to enter to war, such as the German submarines attack on American civilians on international waters, the autocrat nature of the German state, and the responsibility of Americans to spread democracy and liberalism around the world, these arguments were not convincing. Germans had already announced that the attack on happened because those ships were transporting arms to the Britain. Besides though Wilson claimed that the war against Germany would also mean a war against autocracy, he was sided with Russia, which was also governed by an autocrat. Wilson proclaimed that the American entry into the World War I was inevitable since the war came very much close to the Americans. However this argument was also open to question. Here one can consider how countries like Norway, Switzerland, Holland, Denmark, Spain that were almost at the line of the battle remained neutral despite the proximity of the fighting actors. Wilson could have remained neutral if he had imposed bans on arm shipment through ships that carry American flag, as Brazil did. [1] Wilson was quite careful on his wording when he was announcing war against Germany.He emphasized that the American citizens do not have any problem with Germany, whereas American government was targeting the German Kaiser who had been ruling the Germans with autocracy. The reason why Wilson was directly targeting the Kaiser, rather than the German people was related with the significant German immigrant population in the U. S. Being wary that this population might get vigilant with the announcement of the war; Wilson based his discourse on â€Å"liberating the German people†. Wilson was well-equipped with intelligence and strategic thinking.He was aware that the World War I could be window of opportunity for the Americans. The American economy was depended on England before the war. However with the American involvement of the war things has changed. Americans posed a pressure on Britain when the American Federal Reserve board had warned its member basks against granting loans to belligerent governments. In short thanks to Wilson’s policies, the U. S. had strengthened its economy vis-a-vis Britain and Germany. [2] There was couple of reasons why Wilson protracted the American involvement in the war.Firstly this was related with the election campaign and propaganda of Wilson, since his second term in the office came after the election, during which his motto was â€Å"Peace without victory. † Wilson was concerned over accusations of hypocrisy, since his re-election campaign emphasized the slogan â€Å"he kept us out of war. † Any earlier attempt to involve into war would damage the image of Wilson. Therefore Wilson had to wait for a solid reason to declare war against Germany. When the Germans forwarded the telegram to Mexico and proposed to form an alliance, Wilson had a valid ground.The Germans were offering the Mexicans to reconquer the lost territory in Texas, New Mexico, and Arizona, in return to their declaration of war against the U. S [3]. The reason why I believe that Wilson had used the telegram as a pretext to launch the war against Germany is because of the fact that he had never questioned the authenticity of the telegram, when it was decoded and sent by the British [4]. The telegram was used to mold the public opinion and in a short time period the overwhelming majority of Americans were convinced that the U. S. had a responsibility to get involved in the war.When Germany posed such a strategic threat against the U. S. , it was unthinkable to expect Wilson to remain neutral. Accordingly the Congress had accepted his proposal of declaration of war with little opposition. (Senate vote 82-6, House vote 373-50)[5] The brutality of the war and high number of casualties was the second reason that delayed the American involvement in the war. Advances in the military technology increased the casualties tremendously. The more the Americans delayed their involvement, the fewer casualties they would suffer from.The brutality of the war was manifested when around 60,000 British soldiers died in the Hidderburg Line on one day [6]. Therefore during the first three years of War, Wilson skillfully avoided any military aid, but confined himself to monetary and equipment aid. The Americans ended up with 100,000 causalities when the war was terminated. However given that more that 10 million people died during the war, it is obvious that this number is relatively low when it is compared with the losses of other parties.Though it is impossible to grasp what was in Wilson’s mind fully, it is possible to suggest that the considerable number of German originated Americans was another reason that deterred Wilson to declare war against Germany. The number of German natives amounted to 216,000 in the American Union Army, while the number of those having German parents was 300,000. This might be the third reason that delayed the American involvement [7] . Germans were already informed about these figures and Zimmermann had threatened Ambassador Gerard that in case of a threat the Germans in the U.S accompanied with the Irish would revolt against the American state [8]. During this period Germany was also attempting to provoke Mexico, which is the bordering state of the U. S. , as well Japan that was eagerly looking forward to challenging the Americans over the Pacific. That might make Wilson hesitant to transport American troops to another continent, and rather consolidate the military strengthen within its borders. There were two major reasons that can explain the belligerent attitude of Germany against the U. S.First the Germans wanted to intimidate the U. S. and deter the Americans to provide aid to Britain. The second reason was to use Mexico against the U. S. in the case of their involvement to war. Germans wanted to keep Americans occupied in their own territory through a Mexican attack and avoid their involvement in the continent. Germany had no demands over the American continent. This can be seen in the telegram, where the Mexicans were promised their lost territory ( New Mexico, Texas, Alabama), yet any demand on the German side was absent. 9] In short it was the economic factors that made Wilson to take sides in the War. During the later phases of the war Britain was highly indebted to the US. Even the American economy faced with stagnation due to this heavy loaning. Had Britain lost the War, the Americans would not collect their loans, at least in the short time. Therefore Wilson had legitimate and rational reasons to get involved in the war. Hence, it is safe to argue that the main motivation of the Americans to take part in the World War I was primarily economic, rather than humanitarian.The moral justification for the involvement, which was based on the claim to halt German aggression and spread democracy and liberalism, was mainly a pretext. Wilson could have remained neutral and pursued his initial policy of non-involvement. However for Wilson, the war was a great window of opportunity to expand American influence around the globe. Wilson’s policy might be judged as hypocritical, since his whole re-election campaign was based on the American non-involvement in the war, yet it was also Wilson who led the nation into the war. However during the critical phase of history, Wilson accomplished to maximize the gains of the Americans thanks to his skillful strategies. Molding the public opinion with the Zimmermann telegram, Wilson made Americans to get involved into the War. However this was motivated by strategic thinking and an urge to strengthen the power of the U. S. The late involvement of the Americans into the War diminished its losses and causalities. After the entry of the U. S. the war terminated with the defeat of Germany.

Dental Clinic Database Essay Example

Dental Clinic Database Essay Our clinic was established on the year 1965 after taking the board exam. It was started with a modest dental chair and makes our living room as dental office. After several years of practice and after gaining the confidence of my patient the dental clinic expanded with two modern dental chairs. OBJECTIVES OF THE STUDY The objective of this working group was to assess and make specific recommendations to improve the quality of reporting of clinical research in implant dentistry and discuss ways to reach a consensus on choice of outcomes. BACKGROUND OF THE STUDY Many dental procedures are performed in the dental hygiene clinic. The highly skilled and professional staff performs services which include preventive treatment. Health History (including blood pressure screening), Oral Cancer Screening, Periodontal Assessment, Oral Hygiene Education, Necessary Radiographs (X-rays), Pain control (topical/local anesthetic), Oral Prophylaxis (scaling, root planting polishing if needed), Flouride Treatment, Cleaning of Dentures, Smoking Cessation Education, Study Models, Tooth Desensitization and Home Care Aids are included. We will write a custom essay sample on Dental Clinic Database specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Dental Clinic Database specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Dental Clinic Database specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Procedures are done by first and second year dental hygiene students under the supervision of dental hygiene faculty who are registered dental hygienists and licensed dentists. SIGNIFICANCE OF THE STUDY Since the mid-1990s, the focus of studies on tooth wear has steadily shifted from the general condition towards the more specific area of dental erosion; equally, a shift has occurred from studies in adults to those in children and adolescents. During this time, understanding of the condition has increased greatly. This paper attempts to provide a critical overview of the development of this body of knowledge, from earlier perceptions to the present. It is accepted that dental erosion has a multifactorial background, in which individual and lifestyle factors have great significance. Notwithstanding methodological differences across studies, data from many countries confirm that dental erosion is common in children and young people, and that, when present, it progresses rapidly. That the condition, and its ramifications, warrants serious consideration in clinical dentistry, is clear. It is important for the oral healthcare team to be able to recognize its early signs and symptoms and to understand its pathogenesis. Preventive strategies are essential ingredients in the management of patients with dental erosion. When necessary, treatment aimed at correcting or improving its effects might best be of a minimally invasive nature. Still, there remains a need for further research to forge better understanding of the subject. SCOPE AND LIMITATION Modern orthognathic surgical procedures allow correction of bony disproportion in almost any part of the face, but are limited in the fine tuning of tooth position and occlusion. However, carefully planned combined surgical and orthodontic treatment can produce dental and skeletal results of a high standard. If a GDP is presented with a malocclusion beyond the scope of normal orthodontic treatment, then referral to an oral surgery/orthodontic clinic is indicated. This article provides an overview of what the team on such a clinic can achieve. ORGAZINATIONAL CHARTÂ  Of MAYOR DENTAL CLINIC Dr. REGINO C. MAYOR Dra. GLORIA C. MAYOR DENTIST DENTIST Dr. ROMULO Y. MAYOR Dra. ROSELLE C. MAYOR DENTIST DENTIST Dra. MEG RIVERA Dra. ODETTE MARCELO-MAYOR DENTIST DENTIST LYN RODRIGUEZ ASSISTANT CHAPTER I Company Background CHAPTER II DATABASE DESIGN (Tables and Fields) DATABASE DESIGN (Tables and Fields) SUMMARY At this point, you should have forms created that allow the user to enter/edit data for Dentist, Dental Assistants, Patients, Procedures and Appointments (including the details of the appointments such as the procedures performed). CONCLUSION As the overall health of the dental office relies on monies being received and distributed, it is necessary to understand proper protocol and procedures. All of the numerous financial records should be protected for the patients, employees, and employer(s) alike. It is important for the office to receive fees quickly and attribute monies to the proper patient accounts. When those tasks are performed efficiently, office bills and employee payroll can be distributed. These duties can be performed swiftly and professionally via the use of a computer and the corresponding dental software, but also by using traditional manual methods and specialized office forms. CHAPTER III SUMMARY FINDINGS TASK DISTRIBUTION Joselito Poblete * Documentation Creator * Designer Jonathan Martinez * Encoder * Layout Neil Dela Cruz * Researcher * Data Gatherer DOCUMENTATION PICTURES COMPANY PICTURES CHECK UP STATION OPERATION ROOM WAITING AREA

Karl Benz and the First Practical Automobile

Karl Benz and the First Practical Automobile In 1885, a German mechanical engineer named Karl Benz designed and built the worlds first practical automobile powered by an internal-combustion engine. A year later, Benz received the first patent (DRP No. 37435)  for a gas-fueled car  on January 29, 1886. It was a three-wheeler called the Motorwagen or Benz Patent Motorcar. Benz built his first four-wheeled car in 1891. He started Benz Company and by 1900 became the worlds largest manufacturer of automobiles. He also became the first legally licensed driver in the world, when the Grand Duke of Baden granted him the distinction. Whats especially remarkable was that he was able to achieve these milestones despite coming from a relatively modest background.   Early Life and Education Benz was born in 1844 in Baden Muehlburg, Germany (now part of Karlsruhe). He was the son of a locomotive engine driver who passed away when Benz was only two years old. Despite their limited means,  his mother ensured he got a good education. Benz attended the Karlsruhe grammar school and later Karlsruhe Polytechnic University. He studied mechanical engineering at the University of Karlsruhe and graduated in 1864 when he was only 19 years old. In 1871, He founded his first company with partner August Ritter and called it the Iron Foundry and Machine Shop, a supplier of building materials.  He married Bertha Ringer in 1872 and his wife would go on to play an active role in his business, such as when he bought out his partner, who had become unreliable. Developing the Motorwagen Benz began his work on a two-stroke engine  in hopes of establishing a new source of income. He had to invent many parts of the system as he went along, including the throttle, ignition, spark plugs, carburetor, clutch, radiator, and gear shift.  He received his first patent in 1879.   In 1883, he founded Benz Company to produce industrial engines in Mannheim, Germany. He then began designing a motor carriage with a four-stroke engine based on Nicolaus Ottos patent. Benz designed his engine and the body for the three-wheel vehicle with electric ignition, differential gears, and water-cooling. In 1885, the car was first driven in Mannheim. It achieved the speed of eight miles per hour during a test drive. After receiving a patent for his gas-fueled automobile (DRP 37435), he began selling his automobile to the public in July of 1886. Parisian bicycle-maker Emile Roger added them to his line of vehicles and sold them as the first commercially-available automobile. His wife helped promote the Motorwagen by taking it on a historic 66-mile trip from Mannheim to Pforzheim to show its practicality for families. At the time, she had to purchase gasoline at pharmacies, and manually repair several malfunctions herself. For this, an annual antique auto rally called the Bertha Benz Memorial Route is now held annually in her honor. Her experience led to Benz adding gears for climbing hills and brake pads. Later Years and Retirement In 1893, there were 1,200  Benz Velos produced, making it the worlds first inexpensive, mass-produced car. It participated in the worlds first automobile race in 1894, finishing in 14th place. Benz also designed the first truck in 1895 and the first motor bus. He patented the boxer flat engine design in 1896. In 1903, Benz retired from Benz Company.  He served as a member of the supervisory board of Daimler-Benz AG from 1926 until his death. Together, Bertha and Karl had five children. Karl Benz passed away in 1929.

Strategic Initiative Paper Essay Example | Topics and Well Written Essays - 250 words

Strategic Initiative Paper - Essay Example The higher current ratio than that of the industry implies that the company was able to improve its current assets, and reduce its current liabilities compared with the history of the industry. The company’s cash ratio remained relatively stable with other ratios recorded by companies in this industry at 0.3 (30%). This shows that the management was in a position to manage its cash assets and liabilities well, maintaining an equivalent ratio with that of the industry (Air investor 2014: A special supplement, 2014). The company’s operating margin ratio remained relatively stable at 0.08 (8%) compared with that of the industry which was recorded at 0.78 (7.8%). The stable operating margin meant that the company was able to generate enough income from sales that have aided the company’s business. The company’s profit margin ratio was recorded at 0.05 (5%) for the year 2012 and 2013 compared with that of the industry which was a little lower at 0.04 (4%) (2013 world airline report, 2013). This relatively higher profit margin shows that the company was able to gather reliable income from

Learning-Centered Adult and Postsecondary Education Research Paper

Learning-Centered Adult and Postsecondary Education - Research Paper Example Learning from different sources enables an individual to gain understanding from various platforms, further enhancing his/her skills and abilities (University of the Sciences in Philadelphia, 2014). However, in the absence of the same, in higher education level, a person will lack in terms of widespread knowledge. In the presence of wide variety of educational approaches and materials, individuals will also be able to learn in a manner that can ensure the enhancement of his/her abilities to deal with the challenges of the practical world, which is quite vital. I, as an individual, also had to face problems in the practical world owing to lack of knowledge gained from limited sources and teaching approaches (Weimer, n.d.). The approach of learning-centered education in the domain of adult and postsecondary education will ensure that students are able to learn more apart from the knowledge provided by their academic materials (Duffy & Kirkley, 2003). However, this aspect in turn, tests the mental strength of the students, which can be identified as negative aspects at large (Yurichenko,

Human resource management strategies in hsbc

Human resource management strategies in hsbc 1.1 Background Human Resource Management emerged in the late 1970s and early 1980s as a new philosophy of managing employment relations particularly in the USA. From the USA, it developed to the English speaking nations and then to the rest of Europe (Brewster, 1994). Thus, it is a western derived concept that evolved in response to political, economic, legal, and technological changes and one which is highly influenced by the cultural context. It aimed to make firms more competitive, adaptive and strategic in a turbulent environment by introducing innovative practices in employment relations and business operations. It aspires to be fundamentally Unitarian that has little acceptance for the several interest groups, and thus promotes the notion of compatibility of stakeholders interests. In essence, it involves treating employees as valued assets and a source of competitive advantage through their commitment, competency and high quality of performance. With globalisation and increased opening up of economies, the concept seems to attract the other side of the world especially developing countries. Nevertheless and like any other managerial theory, HRM concepts and practices face the dilemma regarding its applicability and transferability to other settings in general, and to non-western or developing countries in particular (Alder and Boyacigiller, 1995). Accordingly, importing the western package and applying it to the context of developing countries without modification or revision is debatable. Universalists argue that importing such a package is applicable with little or no modification, while particularists have a completely opposite viewpoint. This makes us think of the argument put forward by Blunt and Jones (1991) as to whether there would be a mismatch between the imported systems, structures and procedures and the indigenous settings; and whether these concepts could be modified to indigenous sensitivities and particularism? This becomes more complex when one conside rs the multinational firms that operate in a variety of contexts and have to tailor their HR policies accordingly. Linked to this debate, the empirical work argues that socio-cultural differences magnify other factors and contingencies especially in the HRM context because HRM itself is value laden; it deals with people, cultures, values and ideologies which are not identical in nature. However, its adaptation differs even within the western world, as various models evolved along different paths producing different views of HRM. In view of the above, it is evident that managing human diversity across the world has become a major challenge for this era and especially for international organisations whose markets are continuously spreading around the globe. These organisations exist in different cultural contexts which add to the complexity of managing its human resources and thus its operations. Furthermore, they are vulnerable to external factors imposed on them by the host countrys different political, economic and legal systems. In some countries, these multinationals will be highly affected by the attitudes of local individuals, and thus the practice of domestic organisations. This is mainly because of the critical role of culture, which has a great influence over peoples attitudes and behaviours. At the same time, powerful multinationals can influence the host nations economic and political policies and practices. Likewise, they will have an impact on management styles and peoples tastes and lifestyles. Evidently, HRM practices will be influenced by these external factors as these activities are not carried out in a vacuum. In order to be successful in such a complex environment and diverse cultural settings, multinationals must employ and manage their resources effectively and efficiently. Thus, people assigned for international assignments need to acquire various characteristics and traits that will enable them to function in dissimilar environments and cultures. Essentially, flexibility and adaptation are core peculiarities that determine the success of the foreign manager in his mission across the border. This requires them to understand and adhere to the local setting, and hence apply the appropriate HR practice and managerial attitudes that best fit this new complex situation. To this end, I shall explore and study these practices and their applicability in multinationals operating in the UK through a case study of HSBC Plc. a multinational financial institution that aspires to becomes the Worlds local Bank (HSBC, 2010). 1.2 Aims and Objectives of the Study The main aim of this study is to critically evaluate HRM practices applicability to multinationals operating in a specific country; the UK. This is an attempt to understand the extent to which the concept is applicable to this country, and thus the level of its efficiency. Moreover, it will examine the impact and role of the political, economic, legal, technological and cultural contingencies in limiting or facilitating the applicability of HRM. Furthermore, it aspires to evaluate the different management styles of expatriates and local managers, as well as work attitudes in multinationals operating in the country. 1.3 Research Questions The main aim of this study is to critically evaluate HRM practices applicability to multinationals operating in a specific country; the UK. This is an attempt to understand the extent to which the concept is applicable to this country, and thus the level of its efficiency. Moreover, it will examine the impact and role of the political, economic, legal, technological and cultural contingencies in limiting or facilitating the applicability of HRM. Furthermore, it aspires to evaluate the different management styles of expatriates and local managers, as well as work attitudes in multinationals operating in the country. How do HRM practices in the UK organisations influence HRM in multinationals? How do the cultural and other contextual factors influence the HRM practices in the UK? How do the British workers perceive their foreign managers and the role of HRM? How do foreign managers perceive British workers and what do they expect from them? Is there a real difference between the HRM Best Practices advocated in the literature and those practices in multinationals operating in the UK? From the term multinational/s I mean here specifically HSBC Bank which is used in this dissertation as a detailed case study that may provide us with insights into the practices of multinational organisations in the UK. 1.4 Research Methodology According to Kane and OReilly-De Brun (2001). methodology provides an overall framework and implementation strategy to conceptualise and conduct an inquiry and construct scientific knowledge (Page 2). To complete most medium to large scale research careful planning is needed. A clear and well thought research plan is therefore necessary for the success of this research project. This study can be categorised as explanatory as it attempts to understand the phenomenon rather than to create a theory (Kane and OReilly-De Brun, 2001). The logic of reasoning, followed in this thesis is Retroductive, which attempts to overcome the pitfalls of both inductive and deductive research processes. It uses a predictive theory but sees it as a conceptualisation rather than an ordering framework as considered in deduction (Yin, 1994). There are various research methods being used in social science research. The most commonly used ones are; experimental studies, cross sectional studies, surveys, longitudinal studies, ethnography, and case study (Yin, 1994). In this research however I shall use single case study method. The main advantage of case study is its applicability to real-life, contemporary human situations and its public accessibility through written reports. Other benefits include that the use of a single case provides greater opportunity for depth of evidence and data. It also allows studying several contexts within the same case. In limited time this approach is most productive approach (Voss et al, 2002). Yin (1994) identified six different data collection methods for case study research. These include , physical artefacts, interviews, participant observation, direct observations, documents and archival records. In this research however I shall be using documents and archival records; which are most relevant to any case study research (Yin, 1994). These include; administrative documents, organisational reports, progress and written reports of event, formal studies, books, news papers, journal articles, and mass media articles. Data used for this research is mainly qualitative and is collected from secondary resources only. Secondary data is the data which already exists in documented sources. This includes data from published articles, reports etc. This is a cost effective and quick method, which can help researcher to identify the gaps in literature, and to get back ground information. 1.5 Literature Review Any organisation, from small firms to giant corporations, from service companies to hi-tech organisations, engages in human resource management activities. It needs to utilise its resources effectively in order to achieve its objectives and targets. Most probably, human resources in the work place in an issue of vital concern to all managers, and is the most important resource which employs all other resources to produce the desired outcome of the organisation. Thus the effective deploying of employees is a key element which will add to the competitive advantage of the firm. This means that the Personnel Management is an industry that existed since people started organizing themselves to achieve tasks (Molander, 1999). However, as globalisation and growing economic interdependence among nations emerge, together with rapid socio-economic changes, strong competition among organisations takes place, where the management of people increasingly became a vital issues in organisations. Therefore Personnel Management has to ensure that personnel policies and practices are geared to the objectives and strategy of the organisation in order to cope with the turbulent environment and respond to the new business needs along with the external threats from increasing competition. Consequently, this entails perpetual development and change of personnel management. In this respect the language of Human Resource Management has emerged to translate a new term for the management of employees in this active and changing world. However, the literature demonstrates a debate about the ambiguity of differentiating personnel from human resource management. Hendry (2005:55) states that Human Resource Management has gained ra pid and widespread acceptance as a new term for managing employment. It remains, however; an ambiguous concept. People question whether it is any different from the traditional personnel management, nor it is clear what it consists in practice. Some scholars however argue that HRM is an evolution of the process of personnel management (PM) and not a new theory of management employees, for example according to Torrington and Hall (1998:3): personnel management is experiencing the biggest change in its history. Many commentators believed that the arrival of human resource management was to be the greatest change in emphasis, but that was no more than re-thinking the process inside the organisation... Similarly Guest (2007) also supports this notion by saying that label has changed whilst the content continues to be the same. On the other hand, other writers attempt to make a distinction between HRM and PM. Hendry and Pettigrew (2000:25) state that HRM is then a perspective on personnel management, not personnel management itself. Additionally, they argue that the strategic character of HRM is distinctive. Underpinning this distinction, Legge (1995) identifies three features differentiating HRM from PM where the former is concerned with managerial staff and promotes integrated line management activities, with more focus on senior management being involved in the management of culture. This discussion indicates that the empirical work has different perspectives on viewing similarities and differences between personnel and human resource management. 1.5.1 Definition of HRM IHRM Is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques. This definition emphasizes the vital role of employment management to attain competitive advantage through strategic employment of proficient and committed employees, along with integrating HRM practices, culture and structure of an organisation. According to Schuler (1992:18) Strategic Human Resource Management is largely about integration and adaptation. Its concern is to ensure that: (1) human resources (HR) management is fully integrated with the strategy and strategic needs of the firm; (2) HR policies cohere both across policy areas and across hierarchies; and (3) HR practices are adjusted, accepted, and used by line managers and employees as part of their everyday work. This definition stresses the strategic approach to the management of human resources. It also implies integration of HRM with the organisational strategy, where HR policies cohere across all levels in the firm, and adaptation of HR practices by workers and line managers. Many other authors as well agree that HRM is a strategic function e.g. Mackay and Torrington (2006:178): Strategic HRM can be defined as the overall and coherent long-term planning and shorter ter management, control and monitoring of an organisations human resources so as to gain from them the maximum added value and to best position them to achieve the organisations corporate goals and mission. Evidently, the stress here is on long and short term HRM, and utilizing the workforce to produce value to the firm and attain organisational objectives. Further and more recent work of Storey (2002), Armstrong (2000) and Boxall and Purcell (2003) is also consistent with the notion that HRM is strategic in nature. In view of the above, it can be noted that definitions focus on the employees as core value to the organisation that will add to its competitive advantage. However, this makes us question to what extent this emphasis is applied in real practice, taking into consideration that HRM does not pay attention to the issue of sensitivity in the context in which it exists. Apparently, this issue of awareness and appreciation to the context is tackled more by IHRM as will be demonstrated below. Having identified HRM, it is important to highlight how IHRM us defined in the literature. IHRM refers to activities undertaken by international organisations to utilise its human resources effectively. Those activities include procurement; allocation and utilisation (Dowling et al, 1999). A similar understanding is echoed by Harris et al (2003:129) in saying that: International HRM examines the way in which international organisations manage their human resources in the different national contexts in which they operate. Accordingly, IHRM engages in more HR activities and is involved in further complexities for operating in different countries and dealing with a diversity of workforce from various nationalities. Moreover, multination organisations face the challenges of multiculturalism which means managing people from different cultural backgrounds. Additionally, international firms are involved in operating in diverse multiple markets. Therefore the need for a broader perspective is essential as it is crucial for the success of the international mission. 1.5.2 HR practices in the National and International Context In this section I shall focus on some of the major HRM practices and activities which both the HRM professionals and line managers are expected to get involved in. We will address these activities in the national and international context, as the basic HRM practices remain when functioning abroad but with added complexity. These core activities are recruitment and selection, training and development, process management and reward management. Recruitment and Selection in the National and International Context: achieving a competitive advantage can be attained through having highly effective and competent staff, and ensuring that recruitment is in line with corporate strategy. That is a firm does not gain a competitive advantage from HRM practices, per se, but from the human resources that the firm attracts and retains (Delery, 1998:1). Indeed the selected candidates are required to meet the organisations need and have the potential to be motivated to develop and add value to the firm. This core activity undergoes different stages to ensure the viability of the process. The empirical work of many authors such as Molander and Winterton, 2004 and Armstrong, 2001 etc. also promote similar procedures as presented in figure 1. Human Resource Planning Figure 1: Recruitment Procedure According to figure 1, the vacancies emerge from HR planning that stems from the corporate plan. This is followed by a detailed job analysis and then job description that describes the duties involved and what type of a person is needed for the job. Consequently, a person specification is developed including essential and desirable qualities in the potential candidate. At this point, an advertisement for the job is announced either internally of externally to attract appropriate recruits depending on the organisations need and policy. Initially screening and short listing for applications will precede the interview stage. An experienced interview panel is designed for this purpose where line managers and HR specialists are involved. Based on the results of the interview, the final selection is made where the candidate is asked to present his references before the final decision is taken. Notably, recruitment and selection plays a crucial role in the HR function, as any mismatch between jobs and people selected will reduce the efficiency of this function (Forkowski Schuler, 1994). Clearly, the emphasis is on the technical abilities of the candidate which will facilitate his path in the job market. However, it is worth saying that there is no universal model that can be adopted to ensure the efficiency of this process, as organisations in the same country may prefer different methodologies in the hiring practices, thus we cannot argue that there is a general consensus on identifying the hest practice. On the other hand, the practice of recruitment and selection applies to the international setting where the focus is on different essential factors. Training and development are also key tasks undertaken by IIR departments where investment in employee development is greatly emphasised. Accordingly, achieving business goals and individual growth is linked to enhancing the workforce performance through developing their capabilities and skills. Effective training is of paramount importance to the growth and success of the organisation, where the focus is on the quality and not the quantity of the training. Thus, it is directed towards the development of learning organisations and supporting customer care initiatives (Molander and Winterton, 2004). Performance Management in the National and International Context: Armstrong and Murlis (2001:205) define performance management as a process or set of processes for establishing shared understanding about what is to be achieved, and of managing and developing people in a way which increases the probability that it will be achieved in the short and longer term. Inevitably, performance management is a development activity that releases the potential of the employee. Walters (1995) perceives performance management as a process for work improvement and carrying out all activity in line with business goals and objectives. Therefore, employees performance is evaluated against defined jobs that are agreed upon between managers and employees, and where the objectives of the organisation are communicated. ?Furthermore, it is a continuous practice shared between managers and employees to increase job quality and improve individuals competencies (Armstrong and Murlis, 2001). Equally, it is a method for constructive feedback and a means for motivating employees and maximizing their effectiveness and commitment. Consequently, performance management for employees is reviewed continuously where feedback about their strengths and weaknesses is identified in a productive discussion. In this regard, positive findings are reinforced and praised, while performance problems are discussed in a constructive environment and corrective actions are given to employees. Plainly, effective performance management requires HR managers and line managers to be involved in this process which aims at creating a culture of continuous improvement and better performance and results. This activity continues to apply to IHRM and does not stop. Obviously, multinationals have specific expectations from their expatria tes in terms of appropriate outcomes and behaviour that contributes to attaining the organisational goals and objectives. Reward Management in the National and International Context: Armstrong and Murlis, 2001 proposed that reward management is directly linked to motivation and quality performance at the individual and corporate level, and is response to the business needs. However, reward management includes financial and non-financial rewards that provide intrinsic and extrinsic motivation. Accordingly, organisations reward employees as they are expecting certain kinds of behaviors including loyalty and commitment, as well as high performance. In return, employees expect to be fairly rewarded for their high achievement in different forms like promotion, salary, benefits and recognition. Therefore, reward management is not only important to recruit new staff, but it is imperative to retain good employees and motivate them, thus encouraging loyalty to the company (Thorpe and Homan, 2001). In view of the above, reward systems are to reinforce Pay for performance or performance related pay that promotes f air and equitable pay based on the individuals performance and contribution towards attaining the organisations goals and objectives. Hence, it encourages employees to strive for higher performance and supports innovation, which in turn all serve to enhance the organisations competitive advantage. Clearly, firms are flexible in adopting different reward systems that fit and meet both the needs of the individual and the organisation, and to assure continuous improvement at all levels. These systems are to be reviewed regularly to ensure they are providing value for money and that pay levels are competitive. Indeed, an organisation, before moving towards any reward system, has to identify why it wants to move towards this approach. Likewise, it must consider what kind of people it wants to attract and retain, and what competencies and skills are required in these individuals. Simply put, what values does the organisation want to reinforce and what reward practices does it want t integ rate in order to encourage to the desire behaviour and performance (Perkins and Hendry, 1999). On the contrary, reward management is a vital issue when crossing the borders. It encompasses more knowledge about the employment and taxation laws, customs, and employment practices in various countries. Clearly, each country is unique in its systems and regulations, and international organisations need to adapt to the local environment. Having explained these practices as they appeared in the literature review will help us to understand if there is a real difference between them and those practiced by multinationals operating in the UK as will be discussed in chapter five by analysing the case of HSBC Plc. 1.4 Organisation of Study This dissertation is organised into six chapters. Chapter one starts by introducing this study with a general discourse of HRM and its origins that were found in a western context. In the overview, it discusses the factors influencing HRM practices and particularly when applied in an international context. After this overview, it describes the aims and objectives, the methodology and the limitations and organisation of the study. Chapter two deals with the literature review of human resource management. It commences with a general overview of HRM, similarities and differences between HRM and personnel management as approached and perceived by different authors. This chapter then provides a definition of HRM and international human resource management (IHRM). It discusses what the literature promotes as best practices related to recruitment and selection, training and development, performance management, and reward management in the national and international contexts. In addition, the influence of culture and the other contextual factors on these practices are demonstrated, where the issues of sensitivity when implementing these practices globally are pointed out. Chapter three describes the methodology of this study and the data sources used. Furthermore, additional resources like accessing different websites on the World Wide Web, and getting information from organisational reports were utilised. Nevertheless, the author supplements this study with his own knowledge of the country as well. Chapter four introduces a historical background about the UK, together with the environmental factors including the political, economic, legal, technological, and cultural elements that have an impact on the business in this country. Each factor is analysed in the broader perspective and then is narrowed down to explore their implications for multinationals operating in the country. This is to examine their effect on the functionality of the HRM practices, and hence assess their impact on managerial attitudes and behaviours. Furthermore, the cultural dimensions affecting work practices in general and HRM activities in particular are addressed in order to serve the objectives of this research. Chapter Five examines the applicability of HRM practices in multinationals in the UK using the case of HSBC plc. It analyses these practices and highlights the case for and against such applicability. The chapter goes on to investigate the local workers attitudes to work, as well as their views of international managers and what they expect from them. Chapter six synthesizes and summarises the main concepts and various debates reviewed in the preceding chapters. It will reflect on some of the challenges which the author considers as main issues that need to be addressed by professionals working in the international arena and mainly at the HSBC Plc. 3.6 Limitations The biggest problem in this study is that the literature on the modern management in HSBC is limited. Especially from the academic, reputable and peer reviewed sources there are hardly any studies that can be used in this case. This made the research particularly difficult within short time and little budget. The analysis therefore, almost exclusively relies on the secondary data collected through sources listed above. The single case study method also has its inherent limitations, e.g. it is questionable to what extent the results obtained can be generalised and what inference can be made to the wider body of knowledge. References Adler, N.J. and Boyacigiller, N. (1995) Going Beyond Traditional human Resource Armstrong, M. (2000) Strategic Human Resource Management. A Guide To Action, Kogan Page. Armstrong, M. (2001) A Handbook of Human Resource Management Practice, 8t edn, Kogan Page. Armstrong, M. and Murlis, H. (2001) Reward Management: A Handbook Of Remuneration, Strategy Practice, (5ed), Kogan Page Limited. Blunt, P. and Jones, M.L. (1991) Editorial: Human Resource Management in Developing Countries, International Journal of Human Resource Management, Vol.2, Iss.1, pp.3-5. Boxall, P. and Purcell, J. (2003) Strategy and Human Resource Management, Palgrave Macmillan. ?Delery, J.E. (1998) Issues of Fit In Strategic Human Resource Management: Implications for Research, Human Resource Management Review, Fall, Vol.8, Iss.3, p.289 (21 pgs.). Dowling, P. J., Welch, D.F. and Schuler, R.S. (1999) International Human Resource. Greenwich, Connecticut: JAI Press. Florkowski, G.W. and Schuler, R.S. (1994) Auditing Human Resource Management in the Global Environment, International Journal ofHuman Resource Management, Vol.5, Iss.4, pp.827-851, (25 pgs.). Guest, D. (2007) Human Resource Management and Industrial Relations, Journal of International Human .Resource Management, Vol 1, No 2. Hendry, C. (2005) Human Resource Management: A Strategic Approach to Employment, Butterwork-Heinemann, Oxford. Hendry, C. and Pettigrew, A. (2000) Human Resource Management: an agenda for the 1990, International Journal of Human Resource, Vol. 1, Iss. 1. pp. 17-27. ?Kane,E., and OReilly-de Brun,M., (2001) Doing Your Own Research ,Marion Boyars Publishers, London. Legge, K. (1995) Iluman Resource Management: Rhetorics and Realities, Palgrave Mackay, L. and Torrington, D. (2006) The Changing Nature of Personnel Management, London: Institute of Personnel Management. Molander, C. and Winterton, J. (2004) Managing Human Resources, Routledge, London. Perkins, S. and I Iendry, C. (1999) IPD Guide on International Reward Recognition, London: IPI). Schuler, R.S. (1992) Strategic Human Resource Management: Linking the People with the Strategic Needs of the Business, Organizational Dynamics, Summer, Vol.21, Iss.1, p.18, (15pgs.). Storey, J. (2002) Human Resource Management: A Critical Text, (ed II) Routledge. Thorpe, R. and Homan, G. (2001) Strategic Reward Systems, Pearson Education, London. Voss, C. Tsikriktsis, N. and Frohlich, M. (2002) Case Research in Operations Management, International journal of Operations and Production Management, Vol. 22, Issue 2, Pages: 195-219. Walters, M. (1995) The Performance Management Handbook, (ed) London: IPD. Yin, R. (1994) Case study research: design and methods, Sage Publications.

The Adventures Of Huckleberry Finn :: essays research papers

E.M. Forster makes a bold statement when he declares that he would rather betray his country than betray his friend. Forster takes a very moral stand on the issue and states that a friendship is often more important than a government's actions or society's beliefs. His opinion regarding the value of friendship is a common theme shared by many authors throughout history, including Mark Twain, and Alexandre Dumas.Mark Twain's classic novel, The Adventures of Huckleberry Finn, describes a young boy torn between what he feels his country and society expect of him and what his heart tells him is right. Society believes that slaves should be treated as property; Huck, who had befriended a runaway slave, sees Jim as a person, not property. In the end, Huck Finn decides that he would rather disobey society's teachings about slavery, than betray his friend by returning him to his previous condition of servitude.Further reiterating Forster's conception of the proper order of one's loyalty is a product of English folklore, Robin Hood. According to legend, Robin Hood robbed from the rich and gave to the poor in an effort to bring happiness to the peasants of Nottingham in an otherwise dreary time under the tyrannical rule of Prince John. A childhood friend of Robin, Maid Marion places her friendship with Robin Hood above loyalty to the crown. She has numerous opportunities to betray Robin Hood, but she does not. She sees the good he is doing for the land and the lone resistance he and his band of Merry Men provide against the evil Sheriff. Had she been loyal to her country, Robin Hood would have never been successful against the Sheriff of Nottingham and the citizens of her kingdom would have had to endure even greater injustices. Sharing many of the same principles Robin Hood embodies is Alexandre Dumas's The Three Musketeers. The famous trio of noblemen battle against the villainy of the Court of King Louis XIII. D'Artagnan, Athos, Porthos and Aramis fight to preserve the honor of their Queen, Anne of Austria, against the Cardinal Richelieu. Their famous motto " All for one and one for all!" illustrates the value they place on their friendship.

Marginal costing techniques Essay

The cost of a product under marginal costing or variable costing includes only the variable costs of making the product. The variable costs include direct material, direct labour and variable overheads. Variable costs per unit approximate the marginal cost of making another unit of a product. Selling price minus variable costs adds up to contribution. Contribution is the amount of money available to cover the fixed costs and afterwards to contribute to profit. The fixed costs are treated as period costs and are expensed in the period incurred. Marginal costing can be used to assist in decision making in the following circumstances: acceptance of a special order, dropping a product, make or buy decision and to choose which product (mix) to produce when a limiting factor (resource) exists. The technique of marginal costing mainly concentrates on financial factors, for instance the company’s objective to maximise profit or to create wealth. But other non-financial or commercial implications with long term character are largely ignored. If a company decides whether it should drop a product or not, it is necessary to consider commercial factors. If it stops producing a product because of its profitability, it might upset customers who have bought this product over years. And it may happen that they start buying their whole products from competitors. A company should not think immediately about dropping a product when the demand is too low, since it is short term thinking to let thousands of customers go away. It should rather think about exceeding the demand. Further on, the product to be dropped may be a complementary one to another product made by the company. The problems of scarse resources can be compared with those of dropping a product. If an enterprise decides to make an optimum product mix (=profit maximising product mix), it might be in the position of not having enough resources to make a product with a lower contribution. The same effects of dropping a product could be a consequence. The acceptance of an order might depend on non-financial factors as well. The firm should consider if it could sell the products itself under another (low cost) label. Furthermore a company must pay attention to its price in the primary market because the orderer might offer the product either for a higher or lower price. Make or buy decisions are difficult because outsourcing always jeopardizes the jobs of those currently working for the  company and the quality of the job to be done. The firms’ image and thereby its sales are put in danger, if it makes frivolous redundancies. Moreover, the company has to make sure that it gets the same quality of output for less money to justify the outsourcing. In my opinion it is true that marginal costing ignores other relevant commercial factors. The contribution of a product on its own should not be decisive and is short term thinking. A company has to pay attention to customers, public and competitors as well. A long term strategy including financial and non-financial factors should be established to ensure a profitable and sustainable performance.

Analysis Of The Movie The - 1237 Words

of Merida, but rather the stronger bond that forms between her, her family, and the other clansmen. Frozen, instead still stuck with the age-old tradition of the female character falling in love with the male character. Since the beginning of the movie, Anna is in a rush to fall in love and does so hastily with Prince Hans. She meets Kristoff during her journey and in turn falls in love with him. In the end they share a kiss as they each realize the love that they had for each other. Therefore, Brave and Frozen are different in this respect, where in the end, Frozen still incorporates romance whereas Brave entirely disregards it as an option. Released in 2012, Brave made $66,323,594 in the USA on its opening weekend and grossed $237,282,182. Frozen was released the year after in 2013, making an estimated staggering $150,000,000 on opening weekend and grossed at $400,736,600. As both movies were set in medieval times, no product placements were to be found, though both movies (especially Frozen) continue to fair well with their many merchandise. The enjoyable aspect of the two movies was the way they both offered the story of a princess who makes mistakes and tries to get her way. A refreshing change from the all too common â€Å"goody-two-shoes† princesses who can do no wrong. The soundtrack of Frozen also majorly affected the way it was received, as the songs were memorable and addictive, able to stick in one’s head for days. Something that did not work well in Frozen’s favorShow MoreRelatedMovie Analysis : Movie 991 Words   |  4 Pages Film Analysis #3 The movie is an excellent portrayal of the current situation of our lifestyle in this generation. To be frank, it is a deep movie that has humor to help captivate and keep the attention of the audience drawn in. The movie starts of in the beginning with a man named Theodore and is life is currently empty of void of purpose and love. His life is mundane and he does not know what to do. There is flashbacks of what we can quickly determine what seemed like his former wife but theyRead MoreMovie Analysis : The Movie 902 Words   |  4 Pages(computer-generated imagery) effects and poor lighting. The solid cast and a promising new director unsuccessfully captured the overall message of the script. In a movie where â€Å"love† serves as the main motive behind the main characters’ actions, one can’t help but notice the movie itself felt cold and emotionless. The plot twist at the end of the movie not only clashed with the main character’s actions, but it also f ailed to muster up a significant emotional connection to the audience. 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