Did Korea Succeeded in the Three Invasions from 108 B.C. to 1231 A.D.?

Korea is strategically located among its allies and enemies, and it is a sad fate that this nation not only invaded and slaughtered was even divided in two. Two brothers believeth in truth but view these principles differently. One belongs to the other, as if in the movie Predator when it was said that: â€Å"The enemy of your enemy is also your friend†. The ROK was formed in the North and The South became a Republic (Readings). In short, despite of the peace being enjoyed by its citizenry; â€Å"factions remained because of groups being formed such as, Communist vs. Industrialist, pro-China vs.pro-Soviet, Conservatives vs. Liberals due to cold war politics and internal divisions among themselves (Readings). †The decline of the Han dynasty (the rule of the Chinese) started the beginnings of three rival kingdoms, the Koguryo on the northeast of China, the Paekche on the southwest, and Shilla on the Southeast (Readings). Despite unification moves was attempted in its enti re history, the northern part or the Nangnang (Lolang) remained a socialist and the southern part democratic was an end result of the unification of Paekche and Shilla to which better known to the world today as Seoul.After the Hans the Mongols came, during those invasions the Koreans suffered so greatly that they even accounted this period with the Mongols to the Japanese period the Dark Age in their history. Koreans in the long history of factions among themselves retained its culture, language, and faith. However, these are the same people who have an open mind that was able to embrace other belief like the Catholic Religion and adjusted amicably with the modern culture.They are people who have survived so many wars, which turned its cities into devastation and poverty but were able to retain its own uniqueness despite of so many foreign invasions. The Koreans, in their own rights succeeded in their quest for their own beliefs and freedom not only because they were hard survivors but because they have been gifted with valiant men and women, from which is the offspring of a good stock their origins are made of.The success in nation building cannot be seen overnight, it has to passed through the test of time just like forging gold from a nuggets of other metals. This could have probably happened in the history of Korea which was clearly seen during the time of Yi Dynasty until the time of King Sae Jong thru the time of General Yi to Admiral Yi, and Yu Kwan-soon (Association). However, Koreans failure may not be seen in terms of its economic position today since it is regarded as one of the four dragons of the Southeast Asian economy but for the reason that they are divided in two.The division may be called providence probably for the reason that it is to create a balance of which some has already foreseen, that the north will be the pivotal point to which will determine the stability of East Asia and north Pacific Rim. The South however, have shown to the wor ld that it has recovered so fast, that it became a leader on economic recovery after a decade of crises that was undergone by the rest of other Asian region. Succeeding is not just to be seen in economic statistics and armaments, but more so on how its people as a country have survived.Though these two siblings may have separated, history or destiny may have reasons why it is so. Separately in each field both have succeeded, but only until they have ensured that another invasion would not follow and as for the moment, hoping they will no longer keep repeating their history. Since 1953, all hostilities ended (Readings). Hopefully that the ceasefire will truly be the end of all factions, and may these neighboring nations eventually learned that strength is not found in violence but on strong hearts that is willing to undergo reforms and forgiveness.

Historical Development of Hr Manager (Ireland)

Historical Development of Hr Manager (Ireland) In explaining the historical development of the personnel function of the Hr manager, I will begin by giving a brief description of the 6 different types of personnel manager: The Social Reformer Before personnel emerged as a specialist management activity at the beginning of the 20th century there were those who intervened in industrial affairs to support the severely under privileged factory workers. The Acolyte of benevolence The first people appointed with specific responsibility for improving the lot of the employees were welfare officers who saw there role as dispensing benefits to the deserving and unfortunate employees. The motivation was the christian charity of paternalist employers who provided these comforts, partly because employees deserved them, but mainly because he was willing to provide them. The Humane Bureaucrat The first 2 phases were concerned predominantly with the physical environment of the work and the amelioration of hardship among â€Å"the workers† . As organisations increased there size, specialisation was emerging in the management levels as well as on the shop floor. This led to the growth of personnel work on staffing the organisation, with great concern about role specification, selection. Training and placement. The consensus negotiator Personnel managers next added expertise in bargaining to there repetoire of skills. Where the personnel manager could at best be described as a remembrancer of the employees the trader union official could be their accredited representative. Organization man Then came a development of the humane bureaucracy phase into preoccupation with the effectiveness of the organization as a whole, which should have clear objectives and a wide spread commitment among organisation members to those objectives. The approach was also characterised by candour between members and a form of operation supporting the integrity of the individual and providing opportunities for personal growth. Manpower Analyst The last distinct historical stereotype was the manpower analyst. The humane bureaucrat was concerned to get a good fit between a particular worker and a particular job: Employees were individuals. Next I will give a brief outline of the different eras in the development of the Hr manager in Ireland. 1940s and 1950s: The Welfare Stage It is difficult to pinpoint exactly when personnel management first appeared in Ireland. Barrington (1980:90) indicates that a personnel function had been established in the civil service after the First World War, but its official recognition in the private sector is probably best dated from the setting up of an Irish branch of the Institute of Labour Management, the forerunner of the Institute of Personnel Management (IPM), in Dublin in 1937. The meetings of the Institute of Labour Management were held in the recreation hall attached to the Jacob's Biscuit Factory and were attended by a small group of individuals, mainly women, who acted as welfare supervisors in Dublin factories such as Wills, Maguire and Patersons, Williams and Woods and Jacob's. These companies had strong Quaker traditions and were concerned with the health and well-being of their employees. The second issue which emerges from an analysis of the foundations of personnel management is its dominance in the early years by women. This appears to have resulted in difficulties for both men and women intent on careers in personnel management. For men there was the worry of developing a career in a profession with a female image. However, for many men this dilemma was resolved by the industrial relations focus which was to emerge in the 1970s in which bargaining and negotiating with trade unions became very much a male preserve and one with a much more dynamic image. For women the incursion of men into personnel management has created long-term problems. The 1960s: Growth and DevelopmentPersonnel management grew slowly in the 1950s and 1960s in Ireland; then as now the fate of personnel function was inextricably entwined with economic developments The 1970s: The Industrial Relations EraPersonnel management grew steadily during the late 1960s and early 1970s. A survey by the Irish Management Institute (Gorman et al. , 1974) estimated that the number of personnel managers working in firms with over 20 employees increased from around 100 to about 400 between 1964 and 1973. Throughout the 1970s this growth continued so that by 1981 there were an estimated 770 private sector firms with a designated personnel office. The main areas of activity associated with the personnel function were outlined in a submission by the IPM to the Commission: manpower planning; recruitment and selection; employee evaluation, training and development, career development promotion etc. ; remuneration and benefits; industrial relations (i. e. policy and practices in relationships with unions and union representatives, procedure agreements covering recognition, disputes, grievances, redundancy, etc. negotiations with full-time officials and with shop stewards); employee communications and consultation; organisation development (i. e. organisation and job design, various approaches to securing higher employee involvement and motivation, opinion surveys and survey feedback, etc. ); personnel administration – contracts, attendance, turnover, medical and welfare facilities, safety at work, employee performance indices etc. The 1980s: Cost CutterBy the 1980s, personnel departments were well established in Irish organisations. A survey by Murray (1984: 21) of 141 manufacturing firms found that 74 per cent had a personnel function and that the status of the personnel function appeared confirmed with many personnel managers having access to top management decisions. The economic difficulties of this decade are reflected in the themes of the IPM's annual conferences. In 1983 this was ‘Survival Management'; in 1984 it was ‘Job Loss: the Price of Being Competitive'; in 1985: Social and Political Change: the Implications for Personnel Management; in 1986 ‘The Uncertain Future'; and in 1987 ‘Meeting the Challenge'. The 1990s: Strategic Planner and Business ManagerThe 1990s have seen attention turn to the roles that the personnel practitioner might play as business manager and human resource specialist, these roles involving an active contribution to ‘competitive advantage'. The historical analysis of the development of the personnel management role raises several critical issues. Is there a dominant role in Irish organisations in the mid 1990s? Do the roles which have developed over time co-exist or have some disappeared? Are some roles better than others and, if this is the case, better for whom? A superficial analysis of the situation suggests that there has been a great deal of continuity in personnel management over the years and that the issues that have concerned the personnel manager and the personnel profession have remained remarkably constant, although perhaps portrayed using very different language. The analysis has revealed that many of the challenges facing the personnel practitioner have remained constant and the need to manage the employment relationship, no matter the terminology that is used to describe this relationship, is one which is central to the personnel role. The management of the psychological contract as a critical issue for the 1990s may represent for the personnel profession a return to its roots. Now we’ll examine the emergence of the Hr manager as a professional. Some industry commentators call the Human Resources function the last bastion of bureaucracy. Traditionally, the role of the Human Resource professional in many organizations has been to serve as the systematizing, policing arm of executive management. In this role, the HR professional served executive agendas well, but was frequently viewed as a road block by much of the rest of the organization. The importance of the human resource function has become evident especially with the onset of global competition. Not only do human resource managers have to think more strategically and in step with corporate planning managers, they have had to address real and hard issues about the impact of intense competition on employment stability. It is one thing to think with executives on how the human resource section can support corporate activities. It is another to actually implement cost-savings policies with regards employment. The role of the Hr manager must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptive, resilient, quick to change direction and customer-centered. Within this environment, the HR professional, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate and a change mentor. HR directors, and occasionally HR managers, may head up several different departments that are each led by functional or specialized HR staff such as the training manager, the compensation manager, or the recruiting manager. Human Resources staff members are advocates for both the company and the people who work in the company. Consequently, a good HR professional performs a constant balancing act to meet both needs successfully. The role of the HR professional is changing. In the past, HR managers were often viewed as the systematizing, policing arm of executive management. Their role was more closely aligned with personnel and administration functions that were viewed by the organization as paperwork. When you consider that the initial HR function, in many companies, comes out of the administration or finance department because hiring employees, paying employees, and dealing with benefits were the organization's first HR needs, this is not surprising. In this role, the HR professional served executive agendas well, but was frequently viewed as a road block by much of the rest of the organization. The role of the HR manager must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptable, resilient, quick to change direction, and customer-centered. Within this environment, the HR professional, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate and a change mentor. At the same time, especially the HR Generalist, still has responsibility for employee benefits administration, often payroll, and employee paperwork, especially in the absence of an Hr assistant. Depending on the size of the organization, the HR manager has responsibility for all of the functions that deal with the needs and activities of the organization's people including these areas of responsibility. David O'Callaghan Carrigaline 2009

Allied Bartonfinal

Allied Barton security services provides highly trained individuals to accomplish important goals, one is to prevent accidents before they happen, and to provide a fast, professional response when necessary. Allied Barton provides top-notch security officers for a variety of purposes, including chemical and petrochemical, colleges and universities, financial institutions, healthcare facilities, manufacturing and industrial complexes, residential communities, shopping centers, and commercial real estate.Recently, Allied Barton has had many problems within the company, with things such as employee’s calling off, low motivation among staff, and other serious problems that could affect potential clientele in the future (Encyclopedia Britannica, 2008). I decided to take the privilege of changing the company around so it can deliver that which it stands for, quality service, at a great price. I am writing this paper, in order to outline an effective strategy in combating social prob lems within the company.When dealing with the internal problems of Allied Barton security company, I feel it is imperative that all employees are treated with a certain amount of respect, and disciplinary actions are taken against those employees who do not recognize and abide by the standards of performance set forth by the Company. I've worked for Allied Barton as a supervisor since 2004, after viewing these dilemmas; I want to develop a strategic management plan in order to increase performance and productivity and to increase employee performance.In order to increase performance and productivity, better training programs, and better compensation must be implemented. I personally believe that in order to motivate employees, adequate compensation must be provided to those employees that perform well in the company. In order to develop an effective strategic management plan, two primary problems have to be taken care of, one, employee loyalty must be improved in order to decrease t he number of employees that call off, and two, implementing motivational training programs with Cash prize’s or other incentives in order to motivate them to put forth 110%.In order to effectively manage my team, I might have to let some employees go, and hire more in. It is imperative, as a security guard, which you shows up to work on time and does not call off often. Allied Barton offers security services for a variety of businesses, if a security guard is not on call and does not show up, it not only makes the company look bad in front of the business they're supposed to be securing, but also forces the morning shift security guard to work a double. If I have employees working double time, too much over time will become an issue, which will affect my overall labor target.Is the main point of this paper is to develop an effective plan in order to combat these problems that our company is faced with. I firmly believe that you must start from the ground up, if you want to ac complish anything in a corporate structure. In my management plan, I will call for; a new crew, a better compensation plan, and proper motivational training. If I am to hire on new employees, they must be trained properly from the beginning, and learn the rules and guidelines set forth by the company.Once I have organized a plan for the internal problems of Allied Barton, I've been would like to develop a strategy in order to expand our company, by taking on new clients. I must ensure Allied Barton develops a plan to gain more clients, the company must have a reliable, stable crew, who will not call off, and show up to work on time. I feel that if the proper management plan is implemented, Allied Barton can expand; my employees can receive better compensation, and I will have accomplished my goal, which is the restructuring of the company from within. BackgroundAllied Barton has been providing security services since the year 1957, to a wide range of industry, including; commercial real estate, higher education, shopping centers, manufacturing and industrial complexes, financial institutions, and residential communities. Today, Allied Barton has over 50 years of experience in a security contractor industry. Allied Barton has over 50,000 employees and a hundred offices nationwide, which service more than 200 Fortune 500 companies across the country. Allied Barton was founded in Pittsburgh, Pennsylvania and went on to found further institutions in Atlanta, Georgia in 1977.In the year 1988 a company by the name of Spectaguard founded in King of Prussia, Pennsylvania emerged. Spectagaurd proved to be a suitable competition for Allied security, and went on to gain New York-based security in 1999. A major strategic move was made by Allied security in 2000, when Spectagaurd and Allied combined to form one corporation called Allied security, the third-largest security company in the United States. Since the year 2000 Allied security is been expanding its operations th roughout the world, and in 2003 acquired the professional security Bureau.Since the year 2003 Allied security has went on to expand its operations, acquiring Barton protective services in forming Allied Barton security services, creating the world's largest American own contract security services in the United States. Furthermore, in 2006 Allied Barton went on to enhance the quality of our security offerings to clients, and increase revenue, we acquired initial security. With each business that Allied security acquired, our operations expanded. Since I've joined Allied Barton in 2004, I have seen some of these major changes, and hope to make many more.Allied Barton has grown from a small security company in Pittsburgh, Pennsylvania in 1957, to be the largest provider of security services in the United States. I hope that Allied Barton retains this position in the country, and feel they can only do so with the proper staff. What make’s the Allied Barton Company unique, is the individuals that work for it. I think in order to expand Allied Barton's operations, it is imperative that proper training is implemented, and competitive compensation is provided. Having worked for Allied Barton for four years now, I have seen many employees call off, not taking their job seriously.Furthermore, I've also noticed that although training programs are implemented, they could be improved. I firmly believe that if employees are properly trained and paid well, they will perform well. In order to increase compensation, Allied Barton has to increase business. In order for Allied Barton to increase their business, they must acquire new clients, and in order to acquire new clients, Allied Barton must improve their employee’s performance. When Allied Barton acquires new clients, they must also further expand the amount of leaves, or security offers, that they have.I think that when an expansion of employees is made, it is imperative to higher the right employee. I firml y believe that you get what you pay for, if you want to underpay whilst recruiting employees, then you will get what you pay for, an underpaid employee. With our country's current economic situation, contractors are getting sleazier and sleazier because they work for close to nothing. Last year, the Comptroller received 261 complaint of underpayment, compared with 163 complaints in 1990 and 89 complaints in 1989 (Sims, 1992).Furthermore, health care is another major issue, and must be provided for employees. In order for Allied Barton to expand its services, it must be willing to pay well, and hire on hard-working individuals, who are loyal, and take their job seriously. Current Strategy Allied Barton's current strategy is to expand and to retain their current position as America's largest leading provider of security services. In order for Allied Barton to obtain this position, as stated earlier, it must have an efficient crew, as well as proper training programs implemented.Allied Barton has always stood for providing quality services, at a low price; something which I wish to continue. Allied Barton understands that if they want to provide quality, consistent security services across an array of industries, they must meet the needs of those industries on both local and national levels. Locally, Allied Barton hopes to provide superior day-to-day operations support, and on a national level, provides more than 100 offices across the country with an extraordinary number of resources devoted to our clients.Allied Barton wishes to provide a single point of contact for our client’s needs and expectations. Furthermore, Allied Barton has a team of experts assembled to help coordinate and support the transition and security management based on our clients needs. Allied Barton provides an environment that makes employees, tenants and guests feel safe and secure including holding employee seminars and distributing safety awareness steps. Allied Barton does every thing possible in order to make a proactive outreach to the community in which it is established in.Our company strives to provide the best training possible, with training programs that best suit our client security needs. We use state-of-the-art technology in order to create and evaluate reports on a multitude of areas within our security program, with real-time response in the case of emergency. Our clients have access to a call center 24 hours a day, which will have the ability to provide security services at whatever time our client needs it. Alternative Scenarios If Allied Barton is to expand, they must take on new clients.In order to acquire new clients, as I stated earlier, I must take measures to hire on reliable, dependable employees. Furthermore, Allied Barton's training program is good, but I think I could make it better. Our training programs should implement security protocols that are suitable for the clients we serve. My goal is to compete with companies such as benc hmark, which is a federal security agency. Many businesses feel that federal security agencies operate much better than private security agencies, primarily because of the employees of those private security agencies.When we look at federal security agencies, we see great training programs, and a huge budget. Since September 11, 2001, President Bush has given literally millions of dollars in funding to federal security agencies, including the Department of Homeland Security (http://www. fas. org). When dealing with private security companies, the funding that is given to federal security agencies is simply not given to private security companies. I think in order to expand our operations; we must be able to provide security services that are equal to those provided by federal agencies.The only way to provide private security services at an affordable price, that matches the competition of federal security services, effective training programs must be implemented. Also, I think it wo uld be effective to find outside sponsors. When changing the training programs, a believe that Allied Barton provides good training services, but I think the program should be extended, and those candidates that do qualify should pass a series of scored test not only to determine their IQ level, but also personality and behavior patterns.I think that by accurately testing potential employees, we can get an accurate understanding of how they act and think, and how they would think and act in an emergency situation; such as a robbery. Furthermore, based on age and education level, as well as experience, and appropriate compensation plans should be devised. Compensation plan should vary, lowest being paid to the newer employees, and the highest being paid to the more experienced older employees. I also believe that life, health, and dental insurance should be provided to all employees after a 90 day probationary period.I feel that a 90 day probationary period is necessary, primarily be cause you don't want to provide benefits for employee’s who do not want to stay with the company. I also think that a slip system should be implemented within the company. Green slips should be issued to those employees who perform well, yellow slips issued to employees, whose performance is lagging, or dropped, and orange slips as suspension, or probationary slips, issued a those employees who continually underperformed. If an employee is issued a green slip, I feel they should be rewarded.In developing the system, any employee who receives five Green slips or more within a two month period will receive a raise of $. 25 or higher. Furthermore, anybody who's issued 5 or more yellow slips in a one month time frame will be issued a two-week suspension. Lastly, any employee that is issued and orange slip, will face one month suspension, and upon return to the company 90 day probationary period in which the employee's performance will be evaluated, and if the employee decides to still continue to under perform, we will terminate them.Allied Barton has a reputation of one of the nation's largest security companies, and with the proper training and staff, it can retain that reputation for many years to come. I think some risk that Allied Barton will face, that it should avoid, is a recent expansion of federal agencies. Privatize security is a necessity amongst various industries Alternative strategies Alternative strategies that can be implemented to change the current posture and processes within the company should start with the proper testing of our newly recruited security officers.I think that personality and IQ tests are important when determining which employees to select. If an employee is required to hold a gun while on the job, we must make sure that only the most qualified individuals are given an opportunity. Furthermore, I do not want to provide great benefits, and awesome compensation, to employees that do not wish to stay with our company. I be lieve that a three-tier structure should be set in place in order to prevent this from happening. During the first year, the employees will start on tier 1 of the program.Tear one of the program is for beginner employees, and security officers, and acts as a probationary period during which time their performances are reviewed by their supervisors. After a year, the employee will be introduced to tier 2 of our program, during which time a better compensation plan, and benefits packages is arranged; as well as flexibility in scheduling is obtained. Employees in the tier 2 program are those employees who have been with the company for one year or longer, and who have performed adequately or exceedingly to the rules and regulations of Allied Barton.During tier 2, and will be monitored as in tier 1, if the employees have met the criteria necessary, and have performed exceedingly well in the company; they will be granted the opportunity of joining the third tier. The third tier will cons ist of employees who stayed with Allied Barton for three years or longer, and will contain a better compensation package, as well a 401(k), and opportunities to obtain half price shares in our companies stock. Furthermore, I think that it is necessary to provide some kind of pension plan for those employees who have stayed with the company for 25 years or longer in which to retire.We here at Allied Burton want the best employees, and want to keep those employees for the longest time possible. In order for Allied Barton to expand operations, it must contain loyal, trustworthy employees who are willing to give 110% when required. I think that by implementing better compensation plans and benefits packages we will attract more employees, as well as provide the incentive for those employees to always perform their best. Furthermore, by providing a pension plan after 25 years of loyal service to her company, it encourages employees to stay with our company.Allied Barton should expect not hing less than top-notch professionals for their security projects. In order to obtain more clients, we must impress those clients by providing exceptional service, at a great price. In order to provide these compensation plans, and benefit packages, I realize that our clientele must increase. In order to meet the changing environment of the security market, and the challenges of new competition that we face; we must incorporate strategies that lower prices, and provide quality services. As stated earlier, I feel that in order to lower prices, we must first have reliable and dependable employees.With reliable and dependable employees, we then can begin to expand our marketing operations. By motivating the employees, with better compensation plans, and great benefit packages; our team will always be happy, upbeat, and willing to work overtime is required. Furthermore, we must begin to directly market to other businesses, in order to obtain more clientele. I feel that by making these changes, we can accurately meet the demands of the ever-changing security market. Allied Barton is one of the nation's largest independent security providers, and I plan to keep it that way.By introducing better compensation plans and implementing business-to-business marketing plans are key factors in building clientele. Executive summary In summary, I feel that there are many things that must be implemented in order for Allied Barton to retain its current position as the nation's largest independent provider of security related services. Key factors in implementing the appropriate plan for Allied Barton, better compensation plans, business-to-business marketing, and entrance exams based on personality and behavior, and IQ tests must be implemented.By providing better compensation plans, we will attract more employees. By providing personality and behavior exams, as well as IQ exams, we can get a good understanding during the application process of what type of employee the applica nt would be if he or she was to become a security officer with our company. Furthermore, business-to-business marketing must be implemented in order to obtain a larger clientele base. Business-to-business marketing should be done in-house, with a handful of representatives, who are experienced in outbound business-to-business marketing.During the first three months of our business-to-business marketing program, if any telecommunications agent hired and underperforms or do not meet the quota of sales required, they will be replaced by somebody with the proper expertise. By implementing these strategies’s Allied Burton can achieve its vision and goals of maintaining there status as the leading provider of security services in the nation. I feel that business-to-business marketing will prove effective in obtaining additional clientele.As stated earlier, business-to-business marketing should only be done by those who have had experience in outbound business-to-business marketing for two years or longer. I understand that by creating this business marketing to marketing department, I will be adding new employees to the payroll and affecting my labor costs, if I hire 12 agents and each one is able to close three sales a day, Allied Barton will effectively be generating 36 new clients on a daily basis, this should compensate for any labor costs.If Allied Barton can effectively generate 36 new clients on a daily basis, that means that Allied Barton would effectively be generating 1080 new clients a month, or 12,960 clients a year. If Allied Burton is able to obtain 12,960 clients a year, Allied Burton will be able to expand its operations, maybe even to an international level. SWOT As stated in the beginning, weaknesses within Allied Burton include lack of motivation amongst employees, lack of up-to-date promotions, and also employees calling off too often.I feel that we can take these weaknesses, learn from them, and create opportunities to attract more employ ees. If better training programs are implemented, and business-to-business marketing is achieved, Allied Burton will effectively generate new clientele on a daily basis, whilst at the same time, effectively training and employing only the best most qualified individuals for the job. If Allied Burton can meet these requirements, I strongly believe that we can become one of the largest independent providers of security officers around the nation, and can expand operations to an international level.I strongly believe in the values, and vision of Allied Burton, and hope to implement programs that benefit Allied Burton as well as the employees within the company. By creating a win-win situation for everybody, the company will grow, employees will be properly compensated, calling off will be a thing of the past, and up-to-date promotions will be happening on a semi annual or annual basis. Despite Allied Barton's current weaknesses, it has been a strong company for over 50 years, and will only continue to grow with the right management strategy implemented.

Presentation of a Cultural Attraction Assignment

Presentation of a Cultural Attraction - Assignment Example In this assignment, the focus is on New Brunswick region of Canada, which provides a great exposure to tourists looking for experience in cultural tourism. New Brunswick of Canada is one of the three Maritime Provinces of the country (www.officialtourism.ca, 2009). The region has a high mixture of history and cultural diversity, which began around 3000 years ago, when the ancestors of the Aboriginal community came and settled in the region. Over the years, the traditions of English, Irish and Scottish also became quite prevalent when the natives of these regions also started to settle in the region (www.tourismnewbrunswick.ca-1, 2014). For tourists looking forward to having cultural experiences, the region offers multiple attractions like Kings Landing Historical Settlement, Village Historique Acadien, Monument-Lefebvre National Historic Site, Metepenagiag Hertiage Park, The Chocolate Museum, New Brunswick Museum and many others. However, among all the attractions, that is open for the tourists, the New Brunswick Museum stands out very prominently. Talking in details, it can be said that the New Brunswick Museum exposes the tourists to the rich cultural history as well as the natural diversity of the region (New Brunswick Museum, 2014). The visitors of the museum get the glimpse of the past history of the region along with the highly interesting marine life of the Bay of Fundy and Gulf of Saint Lawrence (www.tourismnewbrunswick.ca-2, 2014). Both the tourist attractions are open to the tourists on a regular basis all around the year. A detailed analysis of the purpose of visits made by various visitors to New Brunswick revealed a very interesting picture. As per Statistics Canada’s travel based surveys, the primary reason for visit to New Brunswick is for visiting friends and relatively. This comprised around 49% of the visitors. 35% of the visitors cited the main reason for their visit to New Brunswick as vacation. In regards to the number of

Federal Reserve Presentation Research Paper Example | Topics and Well Written Essays - 750 words

Federal Reserve Presentation - Research Paper Example 1.3 As the regulator for the nation’s banking and payments systems, the Fed makes rules for safe business practices by banks and other financial companies. These rules include the minimum cash reserves that a bank must maintain in proportion to the deposits with it. The Federal Reserve lends money to banks for maintaining these reserves or accepts deposits from them when they have excess money. The Fed also ensures that financial securities sold in the market are safe for the customer. The Federal Reserve has a Board of Governors based in Washington, DC, with a Chairman and 6 other members appointed to staggered 14 year terms. The Fed operates through 12 Reserve Banks that cover all 50 states. Each Reserve Bank has a Board made up of bankers, business people and members of the public and conduct all the activities described in (1) above. Five of the 12 Reserve Bank presidents together with the 7 governors of the Federal Reserve make up the Federal Open Market Committee (FOMC) which has the responsibility for key decisions such as interest rates, monetary policy and the buying and selling of treasury securities. The activities of the FOMC are reviewed by US Congress Committee on Banking and Financial Services. The Federal Reserve’s monetary policy affects prices, employment and economic growth by influencing the availability and cost of money and credit in the US economy. This cost influences the consumer’s willingness to spend money on goods and services. The three tools used by the FOMC for determining the cost of money are open market operations, the discount rate and the reserve requirements (FRBSF, 2013). Open market operations are used primarily to control money supply in the banking system. This is done by selling government securities to banks to reduce money supply or buying from them to increase liquidity. As a result of the disruptions caused by the 2008 global financial crisis, the Fed, invoking the

Civilization depends on the repression of instincts. How would Kant Essay

Civilization depends on the repression of instincts. How would Kant and Nietzsche respond to this statement - Essay Example The first ideal denotes the Kantian epitome of a republican civilization, while the other culture is categorized by Nietzsche’s Dionysian concept of confusion. The main variation amid these two kinds of cultures stems from the role of the individual in their organizations, which opens the way for the debate on ethical philosophy and its connection with consideration of the normal world (Owen) (Bennett) (sapere-aude). It is evident that Civilization comes as a result of human interaction with nature, administering it to work to his advantage. This stages the fact that humans are in constant trial to look for ways to ease our mandatory tasks in the environment. The process however involves gradual change of simple systems in place, to a more societal complex system. With a complex system in place, more ideas emerge to even simplify the complexity and thereby additional developments come in handy. This illustrates that civilization is a continuous process. This paper talks on the sway of the moral philosophies discipline of Kant and Nietzsche, which is inspired by their dogmatic thoughts. The discussion is divided into two chapters to deal with the subject. The first section examines the concept of knowledge centered on classical understanding of the disciplines and metaphysics. This explains that the classical origin of natural sciences in addition to metaphysical inferences regarding the nature of authenticity, which shapes Kant’s work (Nietzsche 90). Section two replicates Nietzsche’s probe concerning the significance of morality grounded in metaphysics and conventional science. This study opposes that Nietzsche’s designs, in relation to the fact that civilization is subject to the domination of instincts, are symptomatic of his reflections through representational world-view which he replicates in an imaginative expression. Kant was popular for his proclivity to reason and possession of a logical command. This explains the fusion of natural and

Introduction to Chinese Culture Research Paper Example | Topics and Well Written Essays - 1500 words

Introduction to Chinese Culture - Research Paper Example Guthrie attributes China’s economic development to three key policies that have been monumental in ensuring China engages in the global economy through both internal and external operations as explained in the exposition of the policies in the proceeding sections of the paper. According to Guthrie, the export-oriented coastal development strategy enabled China became the third largest trading economy in 2004 with trade totals of $ 1.16 trillion (Guthrie, 2009). The policy also has been monumental in allowing for increased foreign direct investment (FDI) and liberalization of the internal markets allowing for access to new technology and understanding of management practices from developed countries. The creation of an export strategy was done by making the construction of new national and international institutions The Chinese government created special economic zones including Pudong, Zhongguancun, and Shenzhen allowing both international and domestic firms to access tax incentives among other benefits for specific types of investment in China. The special economic zones were established in 1980 in Fujian, and Guangdong provinces allowing for augmented FDI and expand foreign trade under the leadership of Zhao Ziyang (Guthrie, 2009). The coastal development strategy allowed for autonomy in the export trade by the coastal regions areas including Fujian, Guangdong, Guanxi, Hainan, Hebei, Jiangsu, Liaoning, Shandong, Beijing, and Shanghai. The policy also allowed China to solve unemployment of rural surplus labor and provided income for industrial enterprises. The success of the coastal development strategy is evidenced by the growth of China’s export economy by 27% between 1988 and 2005 with 26% growth in imported goods.  

Principles of Economics Essay Example | Topics and Well Written Essays - 1500 words

Principles of Economics - Essay Example Other significant feature of this market model is the presence of a great deal of non-price competition as control over price is limited by their mutual interdependence. This is one of the significant behaviors of oligopolies when it comes to their pricing strategy. To have a better understanding of this oligopolistic pricing behavior, we will adopt a game theory model and use the matrix illustrated below. FIGURE 1. GAME THEORY AND PRICING STRATEGY Applying game theories in pricing strategies work like what is shown in Figure 1. Supposed we have the two oligopolists, Firm 1 and Firm 2 and each can choose either a high or low price. Their payoff matrix shows that if both firms will choose a high price, each will make $6 million but if both decided to sell at a low price, each will make $4 million. However, if one of them chooses a high price and the other one chooses a low price, the low- priced firm will make $8 million but the high-priced firm will only make $2 million. So, they wil l end up charging the low price because it is the dominant strategy. Oligopolists who are independent compete with respect to price and this will result to lower prices and lower profits. Consumers will end up benefitting from this. On the other hand, the oligopolists are at disadvantage because they will experience lower profits than if they both had charged high price. To avoid the outcome lower profit, they would rather choose to collude than to establish price competitively or independently. But the positive effect of collusion on variety and quality more than compensates consumers for the negative effect of collusive prices, so that consumer surplus is larger with collusion (Pakes 2000, p.1). Collusion is a situation in which firms act together and in agreement to set price of the product and the output each firm will produce or determine the geographic area in which each firm will sell (McConnell and Brue 1993 p.224). It may be in an overt or covert form. The most comprehensiv e form of an overt collusion is the cartel which typically involves a written agreement with respect to both price and production. Cartels can control output by making sure that the market is shared among members and the agreed price is maintained in the market (Lande and Marvel 2008, par. 2). The Organization of Petroleum Exporting Countries (OPEC) is one of the most successful oil cartel in the world. There are countries like United States where cartels are illegal and there is a strict enforcement of anti-trust laws (Danieljensenlaw.com par.2). So, in cases like this, oligopolists tend to collude implicitly This can be done through tacit collusion. â€Å"Tacit collusion† need not involve any â€Å"collusion† in the legal sense, and in particular need involve no communication between the parties. It is referred to as tacit collusion only because the outcome (in terms of prices set or quantities produced, for example) may well resemble that of explicit collusion or ev en of an official cartel. A better term from a legal perspective might be â€Å"tacit coordination† (Marc, Julliene and Rey 2003, p.4). This may be seen in form of a price leadership. In the theory of price leadership, the basic assumption is that the dominant firm- usually the largest or the most efficient firm in the industry- sets the price and allows the other firms to sell all they can at that price

International Law Essay Example | Topics and Well Written Essays - 1250 words

What International Law Is - Essay Example In an interesting twist of paradox, despite the pervasive and dynamic nature of international law, there has never been any lawmaking organ for the same. On the contrary, international law is a culmination of international accords, compromises, charters, conventions, agreements, protocols, memoranda, tribunals, and treaties. The history of international law can be traced as far back as 1815 when Austria’s prince Klemens W. von Metternich led other leading diplomats such as France’s Prince Talleyrand, Britain’s Duke of Wellington, Russia’s Tsar Alexander I, and Prussia’s King Frederick William into the Metternich System. This congressional approach to diplomacy is alternatively known as the Concert of Europe or the Congress System. From this development, international relations is seen to have developed, as Britain, Russia, Prussia, France and other players met in succeeding convents in the Congress of Vienna and Aix la Chappelle (1818). Imperialism and the quest to garner as many colonies as possible created the need to meet and draw out laws that would regulate how states related, even as they clamored for colonies. It is at this point that colonies’ and protectorates’ geopolitical boundaries were mapped out during the 1884-5 Berlin Conference to stave off the possibility of war in Europe over colonies. In this conference, the frameworks for public international law were laid, albeit in a remote sense. The League of Nations also served as a rallying point for international law, as states came together under its auspices to prevent a repeat of World War I. Of particular importance is Woodrow Wilson’s Fourteen Points, which strongly laid foundation for international trade, diplomacy, territorial integrity (in relation to the sea, land, and air), and human rights and freedoms among other principles. Although Wilson’s proposals were not adopted fully, one can see that they greatly upheld public and pri vate international law. As time proved the goals of the League of Nations untenable, the United Nations came up on June 26th, 1945, to facilitate international law, security, and socio-economic development. Over time, the United Nations has come to be the key platform upon which international law and diplomacy are deliberated, entrenched, and ratified. The UN has mechanisms that deal with thematic issues such as treaties, the law of seas, progressive development, and codification of international law and the internal justice system of the UN. Likewise, the UN has international courts and tribunals, legal training, resources, centers, and UN bodies to preside over international legal matters. Some of these bodies include the International Law Commission, the General Assembly Sixth Committee, and the UN Commission on International Trade Law (Rabkin, 2005). Together with sovereign states, all these organs play a crucial role in the generation of international law. Substantive differenc es between municipal (domestic) and international law abound. While municipal law governs intra-state relations, international law does inter-state relations. Secondly, the principal goal of municipal law is to ensure the existence of judicial and legislative systems that can enforce laws and  settle disputes effectively, on the one hand.

An evaluation of contemporary leadership and governance challenges Research Paper - 1

An evaluation of contemporary leadership and governance challenges among universities in Africa - Research Paper Example By identifying and evaluating the major challenges that face leaders in African universities, it is possible to provide research based solutions to these problems, which in turn will enhance effective leadership strategies as the path for development in these countries. Objectives of the study Main Objectives To evaluate the challenges that are facing the leaders in African Universities in their administrative role. To investigate poor leadership qualities within the administrative bodies of the university. Specific Objectives To identify, through data collection, the major challenges that leaders in African Universities have to confront in their day to day duties. To identify weaknesses that exist within the university leadership and governance that has contributed to the problem of poor leadership. To analyse the results of the survey in to establish the common leadership problems among the African universities. To recommend possible solutions to the problems that are threatening l eadership and governance in African Universities. ... world countries and the path to rise to international heights has become rough, making these countries remain stagnated in terms of growth and development. This has generated a lot of attention among many researchers to investigate the barriers that have kept the pace of growth in these countries slow and unyielding (Task Force on Higher Education and Society, 2000). A research by Petlane (2009) indicated that one of the major challenges in these countries is the poor leadership and governance in this country that has failed to drive the country to economic success. The findings of this research have triggered significant research to investigate the challenges that University leaders have faced in implementing development goals in the country. A recent research conducted by Kuada (2010) was meant to investigate on the knowledge gaps that exist within African leaders that have undermined the development of third world countries. The findings of this research indicate that the weakness of African leaders emanates from the shortage of development skills and knowledge that exist within them. Other researchers have identified the need shortage of technological knowledge among the leaders which is a necessity in a technologically growing environment. Previous research by Hall and Symes (2005) provided that the only way to enhance development in African countries is by maintaining effective leadership in tertiary institutions and impacting leadership mentorship in upcoming professionals. Although researchers have reached a concession that the reason why African countries have failed to shine in the global scope is because of the many challenges that confront leaders in these countries, researchers have failed to identify the specific challenges that face leaders especially

Cross Cultural Leadership Essay Example for Free

Cross Cultural Leadership Essay Leadership is the process of getting work done through others. A leader encourages and motivates others towards accomplishment of certain pre-defined organizational goals. The management maintains the status quo whereas the leadership is responsible for predicting fresh solutions and methodologies. The leadership is responsible for motivating people to bring out their best. The modern leader must be multicultural because corporate success, profit, and growth depend increasingly on the management of a diverse work force. Cross-cultural leadership is a term that identify the diversity of work culture, the fact that the leader (or leaders) may come from social, linguistic, ethnic, or cultural groups but work would be remain same for all. Working with people from different countries, conducting meeting, dealing with clients, entertaining, negotiating and corresponding with colleagues or clients can be a beneficial to the employee to understand the intercultural differences. Understanding intercultural difference ultimately breaks down the barrier and helps to build trust and increase good relationship which yields concrete results in terms of business success. Few key components of cross cultural leadership skill are: Attitudes towards time, Commitments, Success Status Authority Accountability Planning Negotiation Rewards Teamwork Personal boundaries and social interactions Effectively managing a multicultural business requires at least a basic knowledge of employee’s culture and traditions. Familiarity with both is essential because each has a bearing on an employees every day behavior. Whether we realize it or not, culture and tradition are powerful principles we always carry with us. Culture is always with people even though people are unaware of it.

7 Chankras Essay Example for Free

7 Chankras Essay Chakra is a Sanskrit word meaning spinning wheel. Chakras are part of the subtle anatomy. The seven major chakras line up from the crown of the head to the base of the spine and connect to various endocrine glands. Each major chakra is directly associated with many aspects of the mind-body-spirit dynamic. When a specific chakra is closed, distorted, or congested, the perception of stress, disease, or illness may result (Seaward, 2012, p. 72.) Of the seven major subtle energy chakras, Western culture only recognizes the seventh chakra, known as the crown chakra. See more: Examples of satire in adventures of huckfinn essay The first chakra is known as the root chakra. It is found at the base of the spine. This chakra is associated with safety and security issues; it represents our foundation and feeling of being grounded (â€Å"The 7 Chakras for Beginners,† 2009.) Furthermore, the root chakra is connected energetically to some organs of the reproductive system, hip joints, lower back, and pelvic area. Some health issues that are believed to correspond with disturbances of the root chakra include lower-back pain, sciatica, rectal difficulties, and some cancers (Seaward, 2012, p. 73.) Some of the emotional issues tied to the root chakra include survival issues such as financial independence, money, and food (â€Å"The 7 Chakras for Beginners,† 2009.) This chakra is known as the seat of the Kundalini energy, a spiritually based concept that is yet to be understood in Western culture (Seaward, 2012, p. 73.) If the Western Culture were to accept the root chakra, it would promote a deep, person al relationship with Earth and nature. When one is rooted in life, they are filled with satisfaction, stability and inner strength (â€Å"The Human Chakra System,† 2009.) The second chakra, known as the sacral chakra, is associated with the sex organs, as well as personal power in terms of business and social relationships (Seaward, 2012, p. 74.) It describes our connection and ability to accept others and new experiences. It is located in the lower abdomen, about 2 inches below the navel and 2 inches in (â€Å"The 7 Chakras for Beginners,† 2009.) The sacral charka deals with emotional feelings that are associated with issues of sexuality, sense of abundance, pleasure, and self-worth. When self-worth is viewed through external means like money, job, or sexuality, this created an energy distortion in this region. Obsessiveness with material gain is believed to be a means to compensate for low self-worth, therefore, created a distortion to this chakra. Some of the symptoms associated with this chakra include menstrual difficulties, infertility, vaginal infections, ovarian cysts, impotency, lower-back pain, sexual dysfunction, slipped disks, and b ladder and urinary infections (Seaward, 2012, p. 74.) Accepting the sacral chakra would encourage people to more easily open themselves towards others, especially the opposite sex (â€Å"The Human Chakra System,† 2009.) The solar plexus chakra, located in the upper stomach region, is the third chakra. This chakra feeds into the organs of the gastrointestinal tract, including the abdomen, small intestine, colon, gallbladder, kidneys, liver, pancreas, adrenal glands, and spleen. This region is associated with self-confidence, self-respect, and empowerment (Seaward, 2012, p. 74.) It relates to our ability to be confident and in-control of our lives (â€Å"The 7 Chakras for Beginners,† 2009.) The solar plexus chakra is commonly known as a gut feeling – an intuitive sense closely connected to our level of personal power. Blockages to this chakra are thought to be related to ulcers, cancerous tumors, diabetes, hepatitis, anorexia, bulimia, and all stomach-related issues (Seaward, 2012, p. 74.) Should the Western Culture accept the solar plexus chakra, it would promote feelings of peace and inner harmony within one’s self and in life. It would allow people to accept themselves complete ly, and respect the feelings and character traits of others (â€Å"The Human Chakra System,† 2009.) The fourth chakra is known as the heart chakra. It is considered to be one of the most important energy centers of the body. The heart chakra refers to our ability to express love (Seaward, 2012, p. 74.) It is located in the center of the chest, just above the heart (â€Å"The 7 Chakras for Beginners,† 2009.) The heart is not the only organ closely tied to this chakra as the lungs, breasts, and esophagus are included. Symptoms of a blocked heart chakra include heart attacks, enlarged heart, asthma, allergies, lung cancer, bronchial difficulties, circulation problems, and problems associated with the upper back and shoulders. An important association exists between the heart chakra and the thymus gland. The thymus gland gets smaller with age and is believed to be a reflection of the state of the heart chakra (Seaward, 2012, p. 74.) The advantage those in the Western Culture would see from accepting the heart chakra involve warmth, sincerity and happiness. These energies open th e hearts of others, inspiring confidence and creating joy among them (â€Å"The Human Chakra System,† 2009.) The fifth charka is located and greatly connected to the throat. Organs associated with the throat chakra are the thyroid, parathyroid glands, mouth, vocal chords, and trachea. This chakra represents the development of personal expression, creativity, purpose in life, and willpower (Seaward, 2012, p. 74.) The inability to express oneself in feelings or creativity distorts the flow of energy to the throat chakra and is thought to result in chronic sore throat problems, throat and mouth cancers, stiffness in the neck area, thyroid dysfunction, migraines, and cancerous tumors in this region (Seaward, 2012, p. 75.) Upon acceptance of the throat chakra, individual feelings, thoughts and inner knowledge could be expressed freely and without fear. Individuals are not manipulated by other’s opinions and they are able to stay true to who they really are without fear (â€Å"The Human Chakra System,† 2009.) The sixth chakra, known as the brow or third eye, is located on the forehead, between the eye brows. It refers to our ability to focus on and see the big picture (â€Å"The 7 Chakras for Beginners,† 2009.) This chakra is associated with intuition and the ability to access the ageless wisdom or bank of knowledge in the depths of the universal consciousness. As energy moves through the dimension of universal wisdom into this chakra, it promotes the development of intelligence and reasoning skills. The sixth chakra is directly connected with the pituitary and pineal gland and feeds energy to the brain for information processing. The wisdom channeled through the brow chakra is more universal in nature with implications for the spiritual aspect of life. Diseases caused by dysfunction of the brow chakra include brain tumors, hemorrhages, blood clots, blindness, comas, depression, and schizophrenia. These types of diseases are believed to be caused by an individual’s inability to see something that is extremely important to their soul growth (Seaward, 2012, p. 75.) The biggest advantage to the acceptance of the third eye chakra is an increased ability of visualization and comprehension of things intuitively. In today’s society, too many people don’t trust their instincts (â€Å"The Human Chakra System,† 2009.) The seventh is the crown chakra. It is located at the very top of our head. It represents our ability to be fully connected spiritually (â€Å"The 7 Chakras for Beginners,† 2009.) The highest level of consciousness is reached when the crown chakra is fully open and functioning. Although no specific disease or illness may be associated the crown chakra, every disease has a spiritual significance (Seaward, 2012, p. 75.) Some of the emotional issues associated with this chakra include inner and outer beauty, our connection to spirituality, and pure bliss (â€Å"The 7 Chakras for Beginners,† 2009.) Western Culture is accepting only of this chakra. In fact, it is highly useful in acupuncture therapy. Resources MindBodyGreen. (2009, October 27). The 7 Chakras for Beginners: Healing, balancing, and opening your chakras with exercises, foods, colors. Retrieved January 10, 2013 from http://www.mindbodygreen.com/0-91/The-7-Chakras-for-Beginners.html Richards, R. (2009, September 20). The Human Chakra System. Retrieved January 10, 2013 from http://www.rickrichards.com/chakras/Chakras2.html Seward, B. L. (2012). Managing Stress: Principles and strategies for health and well-being. Burlington, MA: Jones Bartlett Learning

Features of a Successful Brand

Features of a Successful Brand The word brand is derived from the Old Norse brandr, meaning to burn. It refers to the practice of producers burning their mark (or brand) onto their products. A brand is the identity of a specific product, service, or business. A brand can take many forms, including a name, sign, symbol, color combination or slogan. A brand represents many more intangible aspects of a product or service: a collection of feelings and perceptions about quality, image, lifestyle and status. It creates in the mind of customers and prospects the perception that there is no product or service on the market that is quite like yours. In short, a brand offers the customer a guarantee and then delivers on it. A legally protected brand name is called a trademark. The word brand has continued to evolve to encompass identity it affects the personality of a product, company or service. For a successful brand there are lot many thing to do that are as follows: First of all you should know about the market that are you are going to target also a very clear idea about which target segment you are eyeing. People usually think that making a brand is just having a logo, tagline, and business card; youve completed your branding. But, unless youve carefully considered and defined ALL five of the key brand elements-position, promise, personality traits, story, and associations-you still have work to do. And, until youve infiltrated your brand into every level of your organization and built the discipline of consistency into every behavior, action, or communication-both internally and externally-you are not yet on the path to a successful brand strategy. Five Key Brand Elements Brand Position: Positioning is the art of creating a brand that can persuade and realistically demonstrate its relevance to a customers daily life to become his or her regular choice. The Brand Position is the part of the brand that describes what your organization does and for whom, what your unique value is and how a customer benefits from working with you or your product/service, and what key differentiation you have from your competition. Positioning is not created by the marketer or the individual brand itself, but by how others perceive it. Marketers dont create the positioning; rather, they create the strategic and tactical suggestions to encourage the customer to accept a particular positioning in his or her mind. For instance, bread and milk are not branded items, and despite companies push to try and brand the two products, no company has found much success building brand equity. When customers want either one of those staple items, they usually choose what is on sale or w hat is available on their local grocers shelves. Beer and cola, on the other hand, are heavily branded product categories: Consumers have formed a relationship with and will search out their preferred brands. To position your offering properly, you need to identify the key attributes or benefits that represent the value of your product or service. That will, in turn, create trust in your brand. As you begin to understand the relationship that your customers have with your brand, you will be able to more efficiently meet their needs, wants and desires through your brand. Brand Promise: The Brand Promise is the single most important thing that the organization promises to deliver to its customers-every time. To come up with your brand promise, consider what customers, employees, and partners should expect from every interaction with you. Every business decision should be weighed against this promise to be sure that a) it fully reflects the promise, or b) at the very least it does not contradict the promise. Benefits need to be backed with some sort of persuasive reason to believe the products hype. Many times, products or services have some formula or patent that is unique from all the other brands out there. Why do we trust Pantene shampoo, for instance? Because we believe in the brands revolutionary Pro-V formula that leaves hairs strong and healthy. Why do we believe Secret antiperspirant will keep women smelling sweet? Because its pH balanced for a woman, and not a man. Ask yourself: What promises are you making about your brand? Can my products or services follow through on those promises? Brand Personality: Brands that carry with them a true persona, and the beliefs and experiences similar to a personality make a brand rise to a new level. After all, its hard not to like someone with a good personality. In matters of branding, a personality helps to humanize an otherwise inanimate object or service so that a prospects defenses are lowered. An attractive brand personality can pre-sell the prospect before the purchase, reinforce the purchase decision, and help forge an emotional link that binds the buyer to the brand for years to come. In such cases, you are more willing to overlook flaws and search for strengths. A brands personality can offer the single most important reason why one brand will be chosen over another, particularly when there are few product or service features that are different between competing brands. The personality gives the consumer something to relate to that can be more vivid than the perceived positioning of the brand. Although a strong ident ifiable personality is not imperative, it can make it easier for customers and prospects alike to understand what the marketer has to offer. Even more important, a brand with a distinctive personality presents the would-be buyer with something he or she can relate to as an individual, a practical prerequisite for success in an increasingly individual-driven marketplace. Personality is usually shown in three ways. Provider-driven Provider-driven images are popular with services because there is a greater need to build confidence between the provider and seller since there is usually an intangible product on the table. Brands that lean heavily on the provider image include insurance companies and financial institutions. Prudentials The Rock and Allstates Youre in good hands, show that the brand is trustworthy and their brands reflect the same attitude. Image of the user Other brands like to show that the people who use the brands are people that you could be friends with, relate to, or want to be like. Many companies with branded products geared toward Generation X and Y use this tactic. However, these generations are also skeptical of marketers and are keenly aware of when a brand is targeting them. Image of the product or service As strange as it may sound; packaged products often take on a personality that consumers can relate to. Whether through a mascot or an animated figurine, products come to life to give consumers more than just a brand to trust, but also a face. For instance, the Pillsbury Doughboys laugh reinforces that the product will make your family feel good. Brand Story: The Brand Story illustrates the organizations history, along with how the history adds value and credibility to the brand. It also usually includes a summary of your products or services. The story and meaning of your brand is its most valuable and irreplaceable asset. Great brands large or small have a story that conveys both a truly valued attribute and an attitude which in combination sets them apart. You can rarely make up a great brand story, its usually already there. Our role is to uncover that story for you, bring it to life and then integrate it throughout your business. Most brands today dont have the financial muscle to buy awareness or market share and operate in arenas where consumers are no longer spectators. Instead they are constituents that ask increasingly tougher questions of brands. This makes it critical to ensure that brands not only encapsulate a business or products unique story but also work as hard as possible at every touch point. Brand Story has a wealth of experience gained from working with blue chip top 100 company brands to absolute start-ups and were equally comfortable and motivated in both scenarios. Brand Associations: Brand Associations are the specific physical artifacts that make up the brand. This is your name, logo, colors, taglines, fonts, imagery, etc. Your brand associations must reflect your brand promise, all of your brand traits, and support your brand positioning statement. Brand Associations are not benefits, but are images and symbols associated with a brand or a brand benefit. For example- The Nike Swoosh, Nokia sound, Film Stars as with Lux, signature tune Ting-ting-ta-ding with Britannia, Blue color with Pepsi, etc. Associations are not reasons-to-buy but provide acquaintance and differentiation thats not replicable. It is relating perceived qualities of a brand to a known entity. For instance- Hyatt Hotel is associated with luxury and comfort; BMW is associated with sophistication, fun driving, and superior engineering. Most popular brand associations are with the owners of brand, such as Bill Gates and Microsoft, Reliance and Dhirubhai Ambani. Brand associations are formed on the following basis: Customers contact with the organization and its employees; Advertisements; Word of mouth publicity; Price at which the brand is sold; Celebrity/big entity association; Quality of the product; Products and schemes offered by competitors; Product class/category to which the brand belongs; POP ( Point of purchase) displays; etc One Mantra Once youve developed and defined a relevant brand, you must begin building the brand with employees, customers, prospects, partners, etc. through consistent execution. Repetition is the key to the success of the branding process. Now after building up of your brand you must check out these three things at regular interval of time and that is your employee, customers services that you are offering. Because building up of any brand your employee play a very vital role. No one, including your employees, will ever really know or remember what your brand is, unless it is the same every time they are exposed to it. They only present your brand to the customers by direct conversation. If your product is good enough then customers will come again again and also convey the same to their friends relatives. Whether it is planned or not, word of mouth is well worth the effort it takes to generate it. Word of mouth is still considered the most potent marketing communication of all because its dispensed by the most credible sources of all ordinary citizens who dont carry a built-in bias of commercial sponsors. When your company is lucky enough to be the beneficiary of word of mouth, your identity problems may be over, and your capacity problems may just be beginning.

Comparing the Use of Images in The Other Wife and The Story of an Hour

Comparing the Use of Images in The Other Wife and The Story of an Hour The Other Wife and The Story of an Hour are two short stories both seemingly similar and contrasting in different ways. In Chopin’s story we see that Louise Mallard reveals her ironically natural feeling of joy and freedom following the news of her husband’s death. Louise’s sensation of freedom is conveyed through the use of vivid natural images and color. While in Colette’s story the two female protagonists contrastingly suffer from repression while the other practices freedom and liberty. These contrasting feelings are conveyed by the usage of various color images. Both Chopin and Colette address the theme of freedom and liberty from male control through the indirect use of natural, color, and vivid imagery. More often, the natural images are associated with the setting and the atmosphere, while color imagery is repeatedly linked to the physical appearance of the characters. In The Story of an Hour Chopin’s use of natural images develop and convey the theme of female freedom and liberty. The image of window is one of the most fundamental symbols which puts across this theme. The window exemplifies the ‘monstrous joy’ and the ironically natural freedom Louise is feeling in her following the news of her husband’s death. This oxymoron can be defined as the feeling she knows is considered ‘monstrous’ by society who does not expect her to be glad at her husband’s death. The way in which she faces the ‘open window’ reveals the new beginning she is looking forward to and her realization of a fresh start without her husband. Furthermore, the author’s application of an image of a ‘tree’ that were ‘aquiver’ and the ‘countless sparrows’ whic... ...n Chopin’s The Story of an Hour there is less work for the readers’ to work out specific hidden meanings. It is much harder to work out meanings when Alice doesn’t answer when Marc says 'were satisfied†¦Aren’t we, darling?’ Throughout the course of the two stories The Other Wife and The Story of an Hour, the use of natural, color, and vivid images are an essential tool for both authors to convey the theme of freedom and liberty from male control. The use of the various types of imagery shows the similar techniques Colette and Chopin shared. However, there are some minor differences these two stories shared, such as the use of dialogues and narratives as well as one being more symbolic than the other. The use of imagery is just a very small part of all the other features the writers used to develop the theme of female Freedom & Rights from male control.

Flight Training for the Fighter Wings :: Creative Writing Short Stories Flying Essays

Flight Training for the Fighter Wings First Installment.   Ã‚  Ã‚  Ã‚  Ã‚  The shuttle landed at 0430 hours. Linkan, sitting in the rear of the shuttle looked out the cockpit window to glance out at the huge complex. The system was clear out to Phare's Star. Linkan could almost feel the power of the Emperor’s Hammer. As they had come in system from Setti, they had passed the SSSD Sovereign and her taskforce. He had been in the right seat to see the huge ship. It was beautiful and emanated power from within her structure, the turbo laser batteries sticking out likes tiny pricks along her hull.   Ã‚  Ã‚  Ã‚  Ã‚  As they cleared her bow, Linkan leaned forward and saw Daedalus. The place he’d be living for the next three months. Well from what he heard, he knew this was the best place to go to learn to be a pilot. Linkan thought back to the last four months. It had been a long road since he had been accepted to the TIE Corps. Most people thought that you came straight to the platform and hopped into a fighter. Boy, was that not the case.   Ã‚  Ã‚  Ã‚  Ã‚  Back on Setti, Linkan had attended the local Imperial Fighter wing’s school and basic training program. Nine weeks of hell later, Linkan had graduated from basic training and had moved onto the Search and Rescue school run jointly with the Hammer’s Fist on Carida II. There he had been under the tutelage of a certain First Lieutenant Havz, a very forceful commander who had taught him and his class of pilots what to do in the case of ejection or having to crash land your fighter. It had been a very stressful three weeks as they tested to see if he could withstand the stress of such operations. The last mission had been a simulated crash. Him and his partner, Dru Stavenal of Aurora Prime, were dropped off by shuttle in the middle of Carida’s forest. They were to survive together for a period of 96 hours in the wild, under difficult circumstances. Dru had broken his ankle on the second day, and Linkan had to care for him during the rest of the 72 hours until they could reach the pickup point. He had barely been able to carry the human the last five klicks to the waiting shuttle. He had passed the test with flying colors the instructor had said, now only if he would pass the

Adult Literacy Education: Emerging Directions in Program Development :: Adult Learning Educate School Essays

Adult Literacy Education: Emerging Directions in Program Development The one-size-fits-all programming for [adult literacy students] that has predominated in the past should not and indeed cannot continue in the future if practitioners are to be responsive to learners' needs. Rather, practitioners must meaningfully assist adults in learning to read not only the word but their world. (Sissel 1996, p. 97). "Why don't more adults take advantage of available opportunities to improve their basic skills?" is one of the more perplexing questions confronting the field of adult basic and literacy education. Only 8 percent of eligible adults participate in funded literacy programs and, of those who do, most (74 percent) leave during the first year (Quigley 1997). "What other area of education could live with such figures?" asks Quigley (ibid., p. 8). A large number of adults with low literacy simply choose not to participate in available programs, and they are sometimes referred to as nonparticipants or resisters. The reasons these adults do not see literacy education as a viable alternative are complex but recent research has focused on the connection to previous school experiences (Velazquez 1996). Many adults equate literacy education with school, and, even though they have positive attitudes about learning and education, they choose not to participate in adult basic and literacy education programs (Quigley 1997; Velazquez 1996; Ziegahn 1992). Since most adult literacy education programs still resemble school (Quigley 1997; Velazquez 1996), adult literacy educators must begin to change how programs are structured and delivered if they are going to attract nonparticipants. Fortunately, a growing number of practitioners, researchers, and policy makers in the field of adult literacy education are dissatisfied with the status quo and are proposing changes based on research and practice. This Digest presents emerging perspectives about adult literacy program development. First, it reviews current ideas about the relationship between learners and program development and then presents recommendations for program development based on the literature. Program Development: Listening to Learners' Voices How can literacy programs become less like school and more appealing to adults, especially to nonparticipants? Two areas that hold potential for answering this question are discussed here. The first is connected to program content and the second revolves around greater consideration of the differences among students. Beyond Reading and Writing Literacy education must be conceptualized as more than reading and writing (Auerbach et al. 1996). According to Fingeret (1992), "our understanding of literacy has changed from [a] focus on individual skills, separated from meaningful content .

The Cast of Amontillado Vs The Tell Tale Heart by Edgar Alan Poe

The Cask of Amontillado and The Tell Tale Heart are stories written by Edgar Alan Poe. In those stories we have evidence of two different ways to be killed, one of them with irony to consciously accept to go down your final destiny and the other one with surprise at night while sleeping in your bed. Both murderers killed their victims, and told us in a first person narrative how and why they committed the murders. However, should we believe everything they said about what happened in the stories? In order to have a better picture we need to break down the facts of the murderers (Montresour and The Narrator).Montresour studied his victim before the act, while the Narrator waited for the easy chance to kill. Montresour planned a trick to hide his emotions until the end while the Narrator was a slave of what he was feeling. In both crimes there was a point when everything tended to change; Montresour could take care of that unexpected event while the Narrator lost control of his mind an d jumped to kill his victim. In essence, there are two murderers who planned their crimes in a very different way and their emotions played the crucial position, showing what really happened.First of all, Montresour had a deep hate for his victim (he with stood thousands of injuries without any complaint) while the Narrator loved his victim yet hated his evil and pale eye. As you can see in The Cask of Amontillado, â€Å"He had a weak point this Fortunato-although in other regards he was a man to be respected and even feared. He prided himself on his connoisseurship in wine. † Through this quote we can see that Montresour already had studied his victim. He knew that he had to be careful with Fortunato’s power, and he had to take advantage of his sky high vanity of knowing a lot of wines.On the other hand, in the Tell Tale Heart the Narrator had trouble defining why exactly he wanted to kill the old man. When he did it, he realized it was only for his eye and once he kn ew it he couldn’t stop desiring it. As a result, I think Montresour took the time to control his emotions, so when the time of the crime came, he could trick his victim. While the Narrator let his emotions run, which blinded his actions and left loose ends. Montresour felt the hate, and then he planned his revenge.While he was executing his plan he contained his excitement until the end. The Narrator was a slave to his emotions, and he went on doing what he was feeling. Montresour could trick Fortunato, because he never showed his feelings, he allowed Fortunato to come back all the time, making believe they were â€Å"friends†. He hooked Fortunato due to his vanity, â€Å"I am on my way to Luchesi†, that stubborn feeling of supremacy of knowing a lot about wines made Fortunato felt to the trap, he needed to taste that cask of amontillado no matter what.On the other hand, the Narrator thought his feelings can give him the strength to do things right. The easily p osition of his victim made him forget to use his head. At this point, we have two murderers with their victims at their scope, waiting for the dead. The resignation and denial that the victims felt, plus that grief and panic of knowing the end was near make the victims react, and that made the murderers act in different ways. When Fortunato was already trapped in the tomb fooled and realizing he was going to die, he made his last joke showing that he wasn’t affected at all.â€Å"But now there came from out the niche a low laugh that erected the hairs upon my head†, Montresour said. That was something he didn’t expected, for one moment in all the crime he felt fear. He hurriedly kept going and closed the tomb. On the other hand, the old man heard a noise; he knew somebody was looking at him that night, bur he stayed petrified in his bed. That was the trigger for the Narrator. It was an uncontrollable excitement, feeling his victim in waiting and helpless. There w asn’t a way back.The Narrator’s heart was going to burst and he thought some neighbors could hear the noise and call the police. He didn’t want to be caught so he finally jumped and killed the old man. Therefore, as you can see in both stories, emotions played the most important role in their crimes. What the killers felt helps to clarify and understand what really was happening. Montresour knew his victim and took the time to control his feelings against Fortunato. Then he planned and found the way to trick him.Even with the unexpected reaction at the end he kept going accordingly what he planned and closed the tomb with hurry. The Narrator was tempted by a deep hate that the old man’s eye produced for him. He took advantage of the closeness and helplessness of his victim and decided to let his angry run exposing himself to that excitement until death, and in the end his uncontrollable emotions made him confess the crime. In conclusion, you will never hi de completely your feelings, it doesn’t matter how clever or dumb you are, emotions always are going to find a way out.

Stroke Epidemiology In Southwestern Iran Health And Social Care Essay

Introduction:Harmonizing to the World Health Organization definition, shot is the rapid patterned advance of marks and symptoms caused by bound or widespread break of encephalon map which has vascular beginning and takes more than 24 hours ( 1, 2 ) . Stroke can be by and large divided into two classs: Ischemic and hemorrhagic ( 1 ) . The disease is the 2nd prima cause of decease in the universe and considered as the 3rd in the United States and other industrialised states ( 3-8 ) . 55 million deceases occur each twelvemonth in the universe where 10 % of them are due to stroke ( 9 ) . In the United States about 780,000 shots occur each twelvemonth ( one every 40 seconds ) while 87 % is ischaemic and 13 % is haemorrhagic type. Annual mortality of the disease in this state is 150,000 people ( one out of every 4-3 proceedingss ) so it is estimated that one out of every 16 Americans die due to stroke ( 9 ) . In aˆâ€ ¹aˆâ€ ¹the Middle East and North Africa deceases happening within 28 yearss of the morbid varies from 10 % in Kuwait to 31/5 % in Iran ( 4 ) . This disease, which two-thirds of all instances of it occurs in developing states, although preventable but is increasing ( 12, 13 ) . Prognosiss suggest that by 2030 deceases from shot will duplicate in the Middle East and North Africa ( 4 ) . Increasing age is such major hazard factor for the disease that after age 55, the hazard of shot doubles every 10 old ages ( 7 ) . High blood force per unit area as the most common preventable causes of the disease is an other hazard factor ( 11 ) . Other hazard factors include: diabetes, smoke, fleshiness, deficiency of exercising, eating a diet high in cholesterin and salt, intoxicant, atrial fibrillation, and household history of OCP usage ( 7, 11, 14, 15 ) . In add-on gender is deciding factor in this disease ; In general shot is more likely to happen in work forces However, du e to the longer life anticipation of adult females on one manus and the high incidence of shot in older ages in the other manus, the figure of instances in adult females is more than in work forces ( 16 ) . Another note is that shot as the most of import factor for physical disablement in the universe, is one of the chief factors need long-run infirmary attention which led to a important addition in the cost of intervention ( 7, 8 ) . In general, the direct and indirect costs ( including old ages of lost benefits ) related to the disease in the United States is about 5.65 billion yearly ( 17 ) . Consequences from few surveies in Iran shows incidence of shot about 43 instances per 100,000 people that 67 % is ischaemic and 23 % is haemorrhagic type ( 18, 19 ) . The most common hazard factor which has been achieved is high blood force per unit area with prevalence about 54 % ( 18, 19 ) . Incidence of shot was somewhat higher in adult females in all age classs ( 51-53 % ) However, in the age group 45-15 old ages occurs more in work forces ; while the mean age of incidence is in the 7th decennary of life. Death within 28 yearss of shot in a survey was 19.2 % , and in another 1 was 31.5 % ( 18 ) . Another survey refers to the unknown state of affairs of this disease in the Middle East and mismatch with informations in Western states ( 1 ) that one time once more makes clear the demand for more surveies in this respect. The lone survey conducted in Shiraz investigates early encephalon bleeding due to high blood force per unit area in patients referred to Shiraz University of Medical Sciences infirmaries during 2002-2004 ( 20 ) . Sing the preventable nature of the disease, it is necessary to make more surveies to find hazard factors and implicit in causes in a peculiar population in order to Sketch and be after for the bar of it ( 18 ) . Sing that no epidemiological survey have been conducted to clear up assorted facets of shot in Shiraz since earlier, this survey was conducted in Shiraz Namazee learning Hospital as a referral centre for shot patients in Fars state and southwesterly Iran to obtain general information about the position of the disease in this part.Material and Method:We conducted this hospital-based survey between August 2010 and January 2011 in Shiraz Namazee learning infirmary. This infirmary is one of the chief referral centres for neurological diseases in southwesterly Iran and affiliated with the Shiraz University of Medical Sciences, Shiraz, Iran. As this survey was a cross-sectional one, all patients admitted in exigency and neurology ward with diagnosing of shot based on their clinical manifestations and imaging ( MRI or CT scan ) during this period were included. Patients with transeunt ischaemic onslaught and those who released by themselves during hospital coarse were excluded. Three medica l pupils with supervising and part of one neurology occupant completed the informations assemblage sheet by reading patient paperss during and after study period. It contains the most of import informations about these patients including age, sex, type of shot, drug history, hazard factors, degree of consciousness, neurologic marks, continuance of hospitalization, result and prescribed medicines after discharge. We analyzed our informations with SPSS version 16 and considered P-Value less than 0.05 important.Consequences:305 CVA patients were investigated that 269 ( 88.2 % ) had ischaemic and 36 ( 11.8 % ) had hemorrhagic shot. 64 ( 21 % ) had recurrent stroke while others experienced their first of all time shot. 133 ( 43.6 % ) adult male and 172 ( 56.4 % ) adult female between 27- 97 old ages old ( mean:68.33 ±12.99 ) were classified to six age groups that most of them were between 61-80 old ages old, although informations analysis did n't uncover important difference between mortality rates ( Table 1 ) . Average age of ischaemic shot was 68.6 ±13.1 and hemorrhagic was 66.2 ±12.1. 15.1 % of all patients expired during their hospital coarse while 11.4 % of ischaemic and 40.6 % of haemorrhagic shots lead to decease ( OR:5.34, 95 % C.I. :2.35-12.11 ) . Most common hazard factors among all patients were high blood pressure and ischaemic bosom disease ( figure 1 ) . Hyperlipidemia, ischaemic bosom disease and diabetes had important different prevalence between age groups in a manner that their most prevalence were between 41-50, above 60 and between 41-60 old ages old, severally ( figure 2 ) . In another categorization we categorized the patients into two groups: under and above 45 old ages old. 5 % were under 45 and 95 % were above 45 old ages old. CVA type and mortality rate was non significantly different between these two groups. Most common neurologic marks of patients were right side failing, left side failing and dysarthria ( figure 3 ) . In facet of degree of consciousness, 6.3 % were comatose, 7.2 % Stuporous, 22 % confused and 64.5 % were witting that 78.6 % , 31.3 % , 16.3 % and 5.6 % of them expired during their hospital coarse severally ( figure 4 ) . Mean systolic blood force per unit area in dismissed patients was 148.2mmHg and in expired patients was 144.7mmHg. Besides mean diastolic blood force per unit area in dismissed and expired patients was 84.5mmHg and 86.6mmHg severally. Mean systolic blood force per unit area in ischaemic shots was 145mmHg and in haemorrhagic shots was 160mmHg ( P=0.006 ) . Besides mean diastolic blood force per unit area in ischaemic shots and haemorrhagic 1s was 83mmHg and 90mmHg severally ( P=0.013 ) . Most common drugs used among patients was antihypertensive drugs ( 43.3 % ) and acetylsalicylic acid ( 26.9 % ) . Statins ( 32.7 % ) and acetylsalicylic acid ( 31.6 % ) were most common drugs prescribed for ischaemic patients who were discharged. Median yearss of hospitalization for both types of shot and both discharged and expired patients was 2.

Constitutions and by Laws of Ssg

Northside High School Science Club Constitution and By-Laws Article I: Purpose of the Northside High School Science Club The primary purpose of the NHS Science Club is to encourage scholastic effort, foster scientific literacy and interest in science. Article II: Membership Membership in the NHS Science Club is open to students presently enrolled in a science course or were enrolled in a science course the previous semester, has/had an average of 80 and has shown interest in science. Once a student becomes a member, he/she must participate as an active member of the club.Failure to maintain at least an average of 80 each nine weeks will result in probation during which time the student cannot participate in club activities. If the student fails to improve the science course grade to an 80 average for the second consecutive grading period, the student will be dropped from the club membership roll. Activities in which the student must participate may include club meetings, Science Olym piad, Envirothon, other science competitions, and special projects. Article III: Dues Each member must pay a $20. 0 membership fee for dues by the first meeting of the school year. Article IV: Attendance Club members must report to club meetings on the designated days and must remain during the entire time period of the meeting. If a member is not eligible to attend or desires not to attend a meeting, he/she must attend the regular scheduled class for that period when held during the regular school day. A majority of the meetings will be held during nonschool hours for guest speakers, practice for competitions and/or special projects.Failure of a club member to attend club meetings and participate in special projects may result in a student being ineligible for future club membership. Article V: Advisors The Science Club advisor(s) must be a science teacher. He/she must attend scheduled club meetings. The advisor(s) must show an interest for the betterment of the club. The advisors( s) must approve the agenda for each meeting. Article VI: Projects All club projects must be approved and voted on by a two-thirds majority vote.The club will choose whether or not to have a fund-raising project. Article VII: Officers Section 1. Officers will be elected by secret ballot. Nominations will be made at the first meeting of the school year. The advisor(s) will tally the votes and announce the winning officers. Section 2. President The president of the club will be a junior or senior. He/she will preside over all meetings using order to conduct all procedures. It is the president’s responsibility to plan social activities for the club meetings. Section 3.Vice President The vice president’s job will be to assist the president as needed, to help maintain order, and to preside over meetings in the president’s absence. Section 4. Secretary The secretary will be responsible for all club correspondences, keep accurate records of meetings and an accurate roll of members. Section 5. Treasurer The treasurer is to keep accurate records of money collected and spent. All money is to be turned into the advisor(s) so that it can be deposited into the club account. Section 6. The Executive CommitteeThe executive committee will be made up of the four officers listed above and the advisor(s). The committee will plan projects and activities for the club. Article VIII: Goal It is the goal of the Science Club to strive to promote excellence in scholastic achievement in the science courses offered at Northside High School. As well, the club members will strive to provide opportunities for students to further their interest in all fields of science and to educate the student body of Northside High School and the community about the preservation of the environment and its natural resources.