The Deepwater Horizon Oil Spill and Its Political Issues Essay Example

The Deepwater Horizon Oil Spill and Its Political Issues Essay For some, oil organizations, the Gulf speaks to a portion of their generally productive and promising properties. The White House is apparently making an expanded demonstration of forcing BP, however President Obama is confronting political warmth from inside his own gathering for what some state has been a dreary reaction to the oil slick in the Gulf of Mexico. Since the spill started, there has been some extraordinary political discussion with respect to BPs duty, the legislatures reaction, and the degree of the natural harm. Matthew Dowd, political advisor and boss surveyor to previous President George W. Bramble, said the occurrence is probably going to represent a tremendous political issue, like what President Bush looked after Hurricane Katrina. Organization authorities additionally said the legislature will make changes to the manner in which it permits seaward penetrating, including new measures for the allowing procedure, new wellbeing necessities for seaward apparatuses, and what was portrayed as reinforced reviews for boring activities. Having taking in any event incomplete responsibility for emergency, the Obama organization is increasing endeavors to get serious about BP, sending a letter to CEO Tony Hayward whining that his vows to give total and convenient data on the spill have missed the mark in both their extension and adequacy. BP has just consented to put aside $20 billion more than quite a long while to pay for claims coming about because of the oil slick. The organization has paid the U. S. government $390 million for the expense of cleanup and got an extra bill for $128. million from the Obama organization. Obama and his senior White House staff, just as Interior Secretary Ken Salazar, are working with BPs CEO Tony Hayward on enactment that would raise the top on risk for harm claims from those influenced by the oil fiasco from $75 million to $10 billion. Be that as it may, WMRs government and Gulf state sources are detailing the calamity has the genuine possible expense of at any rate $1 trillion. We will compose a custom paper test on The Deepwater Horizon Oil Spill and Its Political Issues explicitly for you for just $16.38 $13.9/page Request now We will compose a custom article test on The Deepwater Horizon Oil Spill and Its Political Issues explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer We will compose a custom article test on The Deepwater Horizon Oil Spill and Its Political Issues explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer Pundits of the arrangement being turned out to be among Obama and Hayward call attention to that $10 billion is a unimportant insignificant detail for a trillion dollar fiasco yet in addition note that BP, if its advantages were nationalized, could bring very nearly a trillion dollars for remuneration purposes. There is discussion in some administration circles, including FEMA, of the need to nationalize BP so as to repay the individuals who will at last be influenced by the most exceedingly terrible oil catastrophe throughout the entire existence of the world. The Obama organization likewise contrived with BP to fudge the degree of the oil spill, as per our government and state sources. After the oil rig detonated and sank, the administration expressed that 42,000 gallons for each day was spouting from the seabed abyss. After five days, the national government increased the spillage to 210,000 gallons per day. Obama assistants focused on that BP would bear the expense of the spill, including the expense of stopping the well, cleaning shorelines and paying for government air and water tests. Independently, anglers and others foreseeing ecological harm documented class-activity suits against the organization. On a day when the securities exchange rose comprehensively and strongly, BPs stock value fell in excess of 8 percent to $52. 56 an offer. In the brains of government officials and planners, the oil has for all intents and purposes become a goliath ink smear, a Rorschach test in which every one of the rival sides sees confirmation of â€Å"the bigger story. † Florida Sen. Bill Nelson approached Obama to step once more from his extended seaward penetrating plans. In a letter to the president, Nelson said he would record enactment to restrict the Interior Department from finishing on Obamas proposition for new seismic and boring movement. He said the inlet spill might be an ecological and monetary catastrophe that unleashes destruction for business angling and the travel industry along the Gulf of Mexico coast. Reference : http://www. nytimes. com/2010/06/30/us/governmental issues/30polmemo. html? pagewanted=1 http://political. com/content/bp-oil slick http://abcnews. go. com/GMA/Politics/bp-oil slick political-cerebral pain obama-democrats-hammer/story? id=10746519 http://washingtonexaminer. com/governmental issue s/white-house/political-issues oil slick may-stick-obama http://release. cnn. com/2010/US/09/14/bp. equity. lawful. activity/record. html http://www. washingtonpost. com/wp-dyn/content/article/2010/04/29/AR2010042902290. html

A Decade of Uneasy Peace essays

A Decade of Uneasy Peace expositions World War II was the most noticeably terrible war that was battled in the twentieth Century, and maybe the most exceedingly terrible war throughout the entire existence of man. The loss of lives in World War II was an amazing 50-60 million dead (Mitchner, Tuffs Global Forces of the twentieth Century 130). World War II additionally introduced the time of atomic weapons. How did this war come to fruition, and would it be able to have been forestalled? War was unavoidable in 1939 because of the disdain of the German individuals towards the Versailles Treaty, destitution coming about because of the incredible wretchedness, the approach of pacification, and Axis animosity during the 1930s. The Treaty of Versailles was the significant arrangement finishing military activities against Germany in World War I. The bargain was marked at the Palace of Versailles, close to Paris, on June 28, 1919, and became effective on January 10, 1920, after approval by Germany and four of the Principal Allied and Associated Powers, Great Britain, France, Italy, and Japan (Mitchner, Tuffs Global Forces of the twentieth Century 22). It was not sanctioned by the United States, which made a different settlement of harmony with Germany in 1921 consolidating a great part of the Treaty of Versailles by reference (Mitchner, Tuffs Global Forces of the twentieth Century 42). The lesser Allied forces, with the exception of China, were likewise parties. Separate settlements of harmony were made with Germanys united, Austria, Hungary, Bulgaria, and Turkey (Mitchner, Tuffs Global Forces of the twentieth Century 30). Rather than making harmony in any case, the Treaty of Versailles caused dissatisfaction and contempt (Elson 29). France felt that triumph was not accomplished, and chose to make progressively military coalitions to close Germany. Italy felt cheated, in light of the fact that the riches of war vowed to her when Italy left the Triple Alliance to joined the Triple Entente in 1915 was not gotten. Germany felt the most sold out, as all the wrongs in the war was nailed to her. This dissatisfaction would in the long run lead to the well known help of Hitler (Elson 31). One of the poin... <!

How to Set Up a Center of Excellence

How to Set Up a Center of Excellence The term “Center of Excellence” is becoming increasingly popular among businesses and a number of organizations are setting up these departments. But what is the purpose of a Center of Excellence? © Shutterstock.com | garagestockThis guide will explain the 1)  basics of a Center of Excellence and the 2)  benefits of establishing one in your organization. We’ll also provide you a 3)  detailed plan on how to set up a Center of Excellence in three steps to guarantee your organization will reap the benefits.WHAT IS A CENTER OF EXCELLENCE (COE)?The primary aim of any business is to become a successful enterprise that reaches goals efficiently. In order to do so, businesses often establish a set of pragmatic principles guiding the management team. However, striving for this type of excellence is often easier said than done.To improve efficiency businesses have began setting up Centers of Excellence (CoE). These can also be referred to as “competency centers” or “capability centers”.The definition of a CoE states that they are a group of people leading the organization and its different structures in a specific focus area towards pre-determined goals. Hence, the aim of a C oE is to improve expertise in a certain area and make the most of its resources to help the business to improve.CoEs provide a focal point for knowledge management, with the overall goal being the ability to capture new knowledge and practices from inside and outside of the business.Whilst in the corporate world, CoEs tend to be a single business unit, organizations working in the field of science and academia can set up CoEs as a cross-organizational project. For example, the Anna Freud Center of Excellence works in the field of youth mental health and involves a range of organizations, such as Yale and UCL.It’s crucial to understand how a CoE differs from other business departments and centers, as the “excellence” term can be misleading.CoEs aren’t supposed to be better than the other operational departments within the business. But instead of focusing on performing operational tasks, the aim of the CoE is to find the best practices and to disseminate them to the other dep artments.Watch the below video the understand an example of setting up a CoE in the focus area of Business Process Management (BPM): The core aspects of CoEsThere are three core aspects to CoEs: the team of the center, the particular focus area of the center, and the purpose of the center.The team of the centerCoEs are built around a team or a group of people, who can be hired either from outside the company or be employees of the business. The team members can continue to hold other positions in the business and work in the role either full-time or part-time.Therefore, CoEs can  be either an on-going part of the business or a temporary setup. For instance, a business might choose to set up a CoE in the event of a new technology adaptation.The particular focus area of the centerCoEs tend to be built around a specific focus area. This could be any area relevant for the company and of particular importance for the business.The typical focus areas include:Technology â€" the adaptation of a new technology system or simply the study of a new technology as a means to improve the business.A business concept â€" the introduction of a business concept such as BPM.Skill â€" improvement and utilization of a new skill such as certain management practices.Other broad area of study â€" for example workplace equality.The purpose of the centerDepending on the focus area of the CoE, it can have a wide range of purposes. The main goals and responsibilities of CoEs include the following:providing research,supporting the organization,offering guidance,providing training and oversight of the employees,governing the organization through appropriate resource allocation.In which cases do companies set up a CoE?Let’s look at the events that might lead to a company implementing a CoE. The center can operate in a number of focus areas. Since the aim of CoEs is to lead the organization towards a better understanding of the particular area, the establishment often involves either:the im plementation, management and use of a new technology orthe adaptation, management and use of a new or particular skill or concept.For example, a company might set up a CoE for business intelligence and use it as a means to gain insight into different areas, such as products, customers and market initiatives. The goal would be to conduct research on the best business practices, help the company implement them and ensure the organization takes full advantage of the new strategies.On the other hand, a company might want to set up a CoE during the adaptation of new accounting software. The goal could be to find the best software, support the organization during the implementation process and provide training to employees.Dig deeper into some use cases for which a center of excellence is set up.Project Management CoE[slideshare id=12893693doc=creatingaprojectmanagementcenterofexcellence-120511072425-phpapp02w=640h=330]Big Data CoE[slideshare id=26696974doc=buildingbigdataanalyticscentero fexcellencev3-130930093241-phpapp01w=640h=330]Business Process Maturity CoE[slideshare id=17723371doc=bpmcoe-awdadvance-130326132442-phpapp02w=640h=330]The benefits of CoEsBefore venturing into the steps an organization must take in order to set up a CoE, it’s essential to understand the benefits of creating one. In short, CoEs can improve business practices and guarantee success.Furthermore, the proper creation of a CoE can guarantee a company:uses its resources in a more efficient way,provides quality services and products to customers,reduces the costs of running the business by eliminating inefficient practices and by cutting the time required for implementation of new technologies and skills.Therefore, CoEs can be essential in the development and measurement of business success. It can help a company achieve consistency, as well as reduce complexity.3 STEPS TO ESTABLISHING A CENTER OF EXCELLENCEBusiness shouldn’t take the implementation of a CoE lightly, as mistakes during the setting up can lead to inefficient practices.In order to gain the benefits of a CoE, organizations must take the time and follow these three steps.Step 1: Define strategy and visionThe crucial part of creating success is to define the strategy and vision of the CoE. Without a clear strategy and a vision, it’s unlikely the CoE will improve the business.In order to guarantee success, you should create a charter for your center. This would be the mission statement of your CoE. Therefore, you should:Think about the purpose of the center. What is the reason for establishing the center? Are you building the center to focus on a technology, a business concept, a skill, or something entirely different? Establish the purpose of the center before you move forward. This will help clarify the governance of the center, as well as the strategy.Think about the goals of the center. What exactly is the center trying to achieve? Are you looking to ease the implementation of a new process, resea rch a new method or perhaps improve the business practices of an area? You should have a clear set of goals the center is moving towards. By having a set of tangible goals, you can better measure the effectiveness and success of the center and ensure it doesn’t slide off course.Think about the scope of the center. What are the issues the center will deal with? How far-reaching is the research or study going to be? What budget will be required and how many employees need to be part of the team? By defining the scope of the center, you place restrictions on projects to guarantee you focus on the key areas of importance.Furthermore, keep in mind the vision of the CoE should always align with your overall business strategy. You want the vision for the center to match the vision you have for the business.Every CoE requires a set of operational standards. Since the focus of the center is to improve the management and operations of other aspects of the business, it would be unwise to set up the CoE without having a clear framework. By defining how the center is supposed to operate and what is expected of each individual, you guarantee a clearer, leaner and more efficient functionality.Finally, you should outline the role of the center within the greater organization. This means the way it approaches other CoEs, either within the organization or in other companies. You should also consider its place in the wider community of SMEs and other such organizations.Step 2: Secure fundingThe second step involves the other important aspect of launching a CoE: the funding. Badly designed CoEs can end up costing the business more money than they bring benefits, so it’s important to pay attention to the funding structure of the center.You should understand that while CoEs can help to reduce operational costs of a business, running a successful CoE isn’t for free. In the long-term, the funding issues might become easier, but at the start, you’ll need quite a bit of capital to get going.In many instances, the senior management of the business will need to support the process, not only in terms of time but also in terms of money. The main question is whether the business can self-sufficiently run the CoE or if outside funding is needed.In most instances, businesses are required to look for outside funding. A good starting point is to find partners for the project. You can look for suitable options in areas such as technology, education or other such related sectors that fit to your CoE’s focus. Ensure these partners have aligned interests and goals in mind before you start dealing with them. You don’t want to form a partnership with a business or an organization expecting different results from the project.There’s no reason for CoEs not to operate with other companies. For example, the CoE could be set up as a Joint Venture of two or more companies.Furthermore, depending on the purpose of your CoE, you might be able to find public funding. For ex ample, if you are setting up a CoE for environmental protection, the government or other environmental agencies might be able to provide extra funding. This is also available for certain academic and scientific purposes.Before you start dealing with the operational issues, you therefore want to create a budget plan. Include estimations regarding the salaries of the staff and the operational expenses. Don’t add any benefits of CoE (such as cutting the cost of new technology implementation) to these calculations.Step 3: Make the center operationalOnce you have defined the strategy and vision of the center and managed to organize the funding, you can start focusing on the operational side of running a CoE.Five key areas of focus must be sorted out in order to establish a CoE. These include: staffing, governance, marketing, measurement of the performance, and the position of the center within the community.StaffingThe first aspect of operations naturally involves finding the right per sonnel for your CoE. As mentioned in the first section, CoEs can either be staffed full-time or part-time. In addition, you can either hire completely new personnel for the center or reassign existing employees from other business units. The right approach depends largely on the purpose of your center, as well as its scope.You need to hire people who are highly qualified and skilled for the required positions. If possible, previous expertise in CoEs can always be beneficial. But the most important thing is to identify the key skills required in order to achieve the objectives you laid out during the first step.GovernanceThe best CoEs are agile, innovative and well governed. Therefore, you need to place governance structures at the heart of the operations. CoEs should have as little red tape and bureaucracy as possible. The purpose of these centers is to find the best practices and this often requires a much more relaxed governance approach compared to operational units.On the other hand, the center’s inner governance structure must be clearly laid out. There should be clear accountability and role structures in the center. This ensures employees are aware of the expectations and requirements they need to fulfill.Ensure the center has plenty of support. Every member of the team must feel able to operate in an efficient and effective manner, without having to deal with operational problems and bureaucratic obstacles. It makes sense if a member of the board of directors is overseeing the center, in order to guarantee high level support within the organization.MarketingBusinesses shouldn’t hide their CoEs from the public. In fact, you should be marketing the center at every opportunity, as this can help to achieve goals quicker and help to find additional funding.Most key areas of CoEs can directly benefit other similar organizations. Just as you would ideally form partnerships with other companies, you should also market the center to these organizations whil e in operation.The knowledge gained by the CoE can provide an organization an additional revenue source. As the following section on the importance of community will show, CoEs shouldn’t be viewed solely as an internal department, but an opportunity to increase external reach of the organization.Measurement of the performanceIt is crucial to measure the performance of the center at all stages. When you are defining the goals, you also want to figure out how to measure them.Every process within the business should be identified and categorized. This allows the team to find the inefficient processes and make changes to them.Define the metrics that matter the most to your business success and find the tools to measure them. Having a business intelligence dashboard in place will make it easier to measure success. In case you dont achieve your pre-defined goals, dont hesitate to wind up your CoE before it consumes more resources.Furthermore, since CoEs often aim at helping the business to implement a new skill or technology, it’s important to measure the success of the skill or technology as well. This can provide essential information for future adaptations and help the business improve its operations as a whole.Focus on the communityFinally, you also want to focus on the community. Businesses operate in a wider culture and as well as adapting to the changes within the organization, they need to focus on the changes taking place outside of the business. CoEs need to be aware of the cultural and operational environment of the community to ensure it can react to external changes.For example, you want to pay attention to how people interact with the business and whether changes within the business result in changes in consumer behavior.Since the focus of CoEs tends to be knowledge management, businesses can be wary of sharing this information with the community or other businesses.Yet, Tableau pointed out in an example of a CoE at UBS that community can help to â €œdeal with problems quickly and encourage people doing innovative work”. Therefore, a community shouldn’t be seen as a hindrance to a CoE, but rather an opportunity to learn more and benefit the wider business culture.THE BOTTOM LINEWhilst the term CoE can be overused in the corporate world, businesses shouldn’t think they are just another business fad. There are real tangible benefits of setting up a CoE and it can streamline your business processes in a variety of ways.However, you shouldn’t take the process of establishing the center lightly. In order to guarantee the success of your center, you must properly define its vision and strategies.Furthermore, ensure the center has appropriate financing by negotiating partnerships and through continuous marketing.Finally, focus on creating a lean management structure that provides knowledge throughout the whole of your organization.

The Russian Revolution Of The Soviet Union - 1654 Words

The Second World War left Europe utterly devastated once again, by the modern armies of Europe. The Russian Red Army liberated Berlin from Nazi dominance and control in 1945, installing their own governmental ideologies, social, economic, and political terms. Contracting postwar governments, in the post war period immediately after the war known as Zero Hour. Once the Russians liberated Germany any type of governmental stability and law/order just deteriorated. In its wake building East Germany to become known as the German Democratic Republic (GDR) under the control of the Soviet Union. Life and society in general, was controlled by government, not just political institutions but also social institutions as well. The people were always watched and suspected by the elites in the communist party using their network of secrete spies and police. Only later to be overthrown in a domino effect of Revolutions all throughout Eastern Europe towards the final years of the Soviet Union. Th e Russian Communist party took hold of their negotiated part of Eastern Germany in 1945. This came about by them establishing an Eastern Front and liberating occupied nations by the Nazis and charging towards Berlin Germany, during the closing years of the war. After the Soviet Red Army heroically and miraculously defended Stalingrad and hindered Hitler s advance towads Moscow. Berlin in ruins with no form of functioning government. Fear, shame, anger, silence helped lay the psychologicalShow MoreRelatedKarl Marx and The Russian Revolution Essay example967 Words   |  4 PagesKarl Marx, a German philosopher, is known for his revolutionary political ideas during the Russian Revolution. He established the idea of â€Å"materialist conception of history†, meaning how society and the economy is organized is determined by changes material conditions. He published this thesis in his manuscript called The German Ideology. 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If I Could Go Back in Time Essay

If I Was Given One Day in the Past to Change I could never understand the fascination which many people express when they talk about traveling in time. The desire of going into future seemed strange: what for, if I will get there in any case? The idea of going back was rather boring, as I have never been keen on history and the perspective of getting into the medieval period with horrible diseases, wars, uncomfortable clothes and obscure etiquette rules was the last thing I would dream of. However, when I was fifteen, I first felt that going back in time could be a possibility to long for. If I could do it, I would choose a day which is neither historic, nor generally important. It would be July 16, a sunny hot day which changed my life forever. That morning I was lying on the beach. My grandparents had called me earlier and asked if I would like to come for breakfast. I had refused politely and promised to see them in a couple of days, making an excuse of doing some housework. Suddenly my phone rang and I heard my mothers voice, strangely tense and hoarse. I knew immediately that something had happened, but the next phrase was something which could not be real. â€Å"Your grandpa died†. That moment was the first time I experienced the feeling of a loss which could not be made up for. I could not believe that I would never be able to see him again, to ask for advice, to play a game of chess. Even now after many years I regret that I had not had breakfast with my Grandpa that day. I realize that I would have not prolonged his life, but I wish I could have talked to him at least once again and let him know how much I loved him.

What advice would you give the actor playing the part of Othello at 3 key points in the play Free Essays

string(68) " has injected into Othello may well spread to be even more violent\." ‘Othello’ is a typical example of a Shakespearean play, in which a noble, well-respected individual is reduced to a mere mortal, all because of a fatal flaw in their personality. ‘Othello’ tells the story of a highly respected army general, who is happily married, and is used to the high life, but the cause of his downfall, is that while training and working in the army, he did not learn the true meaning of love and trust. This left him very gullible to the deceitfulness and lying of others. We will write a custom essay sample on What advice would you give the actor playing the part of Othello at 3 key points in the play? or any similar topic only for you Order Now ‘Othello’ is set in Venice, which at the time was the height of glamour and culture. It was set here to give the audience an idea of just how much of a commercial center one place can be. Nowadays, we could associate the then popular Venice, to a modern day Paris, or Sydney, because these are the places that are the height of ‘good living’, and are developing new ideas all the time, just like Venice was over 400 years ago. Othello was a black, well-trained army general. The colour of his skin left him vulnerable to racism, as this was very frequent at the time. He would sometimes be referred to as ‘the moor’, and would be regularly teased, all because of the colour of his skin. Othello was happily though married though, with Desdemona, even though the age difference between the two was reasonably large. In the end though, it was his innocence to marriage, which was the cause of his undoing. Othello, being an army general, was very well respected throughout Venice, but it was no surprise that someone would quickly become jealous of his success, and try to snatch it away from him. It could only be the one person, who was aware of his weaknesses and whom spent the most part of his life along side Othello. Lago. Throughout the play, I should want the audiences opinion of Othello to change. At first I would like the actor playing Othello to act very self confident, and very calm under pressure. This will show the audience that at first Othello was a great leader, and could handle almost every situation in a relaxed and chilled out manor. After Lago’s rumours and hints about Desdemona though, I should want the audience’s opinion of Othello to change. Instead of appearing calm and confident, I would like the actor playing Othello to stutter and repeat words, and appear as if he loses confidence about himself. Acting like this, the actor playing Othello, will now panic instead of staying cool, and speak unconfidently instead of his normal poetic and fluent style. In the middle of sentences, he will stop to think about what he is going to say, because he is unconfident of his own ability to choose the right words. This will show the audience how just one flaw in your character, can deteriorate your life away, until you do not believe in yourself. This is what happened to Othello. At the beginning of the play, in Act 1 Scene 2, Othello is confronted by Brabantio, this is because Brabantio thinks that Othello has been ‘tupping’ his daughter, Desdemona. This scene shows how calm Othello can be under pressure, as he reacts to Brabantio’s abuse, in a chilled out way. He says â€Å"Where it my cue to fight, I would have known it without a prompter†, this emphasizes just how controlled Othello is, and to show this, I would want the actor playing Othello to say these words very lightly and calmly, and with this the audience should see quite clearly that Othello has a very controlled personality. Othello also shows how calmly he acts under pressure, when he instructs the soldiers accompanying Brabantio to â€Å"Keep up your bright swords, for the dew may rust them†, this is another great example of how in control Othello is, because instead of reacting like any other person, and threatening Brabantio, he instantly deflates the atmosphere with these words. With this, comes a very effective direct response to Brabantio. This is shown well when he states, â€Å"Good signor you shall more command with years than your weapons†. With this line, Othello makes it clear that he has a lot of respect for Brabantio, even though Brabantio had very recently insulted Othello with abuse such as â€Å"That thou hast practis’d on her with foul charms†, and â€Å"Abus’d her delicate youth with drugs and minerals†. During this scene I should want the audience to see the good side of Othello. I would want them to see that Othello can be a very controlled and clever person, the person playing Othello should show this by keeping his lines fluent and poetic, and using light gestures and body language, in order to keep the situation between him and Brabantio from spilling over. He should seem to pick his words carefully, so that he could not possibly give one reason for Brabantio to feel at all threatened or mad with him. In this scene Act 3 Scene 3, Lago is planting the seeds of doubt in Othello’s mind, regarding Desdemona, and her actions behind Othello’s back. With this, Othello’s mood changes, and so he becomes uncertain and acceptant of Desdemona’s actions. Then, at the end of the scene, Lago has told Othello so many lies, that he explodes in anger, and threatens Desdemona’s life. The audience should then see the contrast in personalities of Othello, and the deterioration in which they have taken throughout the last two scenes. The actor playing Othello repeating words unnecessarily, and stuttering in the middle of sentences should show this. At the start of this scene, Lago can sense that his ploy his working, â€Å"The moor already changes with my poison†. This shows that Lago has detected a change in personality of Othello, and that the poison he has injected into Othello may well spread to be even more violent. You read "What advice would you give the actor playing the part of Othello at 3 key points in the play?" in category "Papers" Othello then enters the scene, and instantly the audience should be able to see the difference in the way in which he acts. One of his first sections speeches contains the word â€Å"farewell† no more than three times. This shows that Othello is suffering under the stress of Lago’s rumours, and so is beginning to repeat words over and over again. Just before that Othello had broken into a traumatised speech, â€Å"I swear ’tis better to be much abus’d than but to know’t little†. This means that he would rather be beaten, than know only a part of what Desdemona is doing behind is back. This shows how much he fears that Desdemona is having an affair. At this point the audience should be seeing the despairing side of Othello, his language has now changed from calm and poetic, â€Å"My parts, my title, and my perfect soul shall manifest me rightly†, into a desperate cry for help and certainty, â€Å"I think my wife be honest, I think she is not†. He then grows to accept the rumours, and so becomes aggressive, â€Å"Villain, be sure to prove my love a whore†. This shows that now Othello thinks Desdemona is cheating on him, he must prove her guilty, this is a sign of acceptance from Othello, and so now he will believe virtually anything Lago tells him. Lago takes this opportunity to anger Othello further with an even bigger lie than before, he goes on to say that he â€Å"lay with Cassio†, and during his sleep Cassio cried out, â€Å"Sweet Desdemona, let us be wary, let us hide our love†. Then he says that Cassio â€Å"kissed me hard, as if he plucked up kisses by the root†. Othello then reacts to this lie with some imagery, â€Å"O monstrous, monstrous! † and â€Å"I’ll tear her pieces! † This shows that Othello has believed everything Lago told him, and is now even angrier than before. Then Lago tells his final lie, this will finish off Othello, and make him so that he will never love Desdemona again, it is about Othello’s prized possession, a red handkerchief. Lago tells Othello that he has seen the handkerchief in the possession of Cassio. This causes Othello to react ruefully, â€Å"If that be†¦ † he says. This shows that Othello has had enough of Desdemona, even though he has not witnessed any of these ‘happenings’. He says that line, leaving the audience to wonder what Othello could well do to Desdemona. And then, in his anger and confusion, he says the line â€Å"O blood, blood, blood†. Repeating the word blood over and over again, can only make the audience think of what is on his mind. The actor playing Othello should use strong body language when angry, bold gestures could be used to indicate that Othello is feeling very mad, and is liable to over-heat at any given time. In this scene Othello discovers that Lago has being lying all of the time, but he has already killed Desdemona. Othello, at first, believes the rumours about Desdemona, â€Å"She was false as water†, where true. Then Othello confronts Emilia about her husbands actions, at first he accuses Lago, â€Å"Thy husband knew it all†, but then, Othello realises that Lago is his best friend, and so convinces himself that Lago was telling the truth, â€Å"My friend, thy husband, honest, honest Lago†. At this point in the play, Othello is feeling sorrow for himself, and how badly his relationship with Desdemona is deteriorating. To show this to the audience, the actor playing Othello must speak unconfidently, and in a quiet voice, this way the audience should be able to see how Othello’s mood has changed from the start of the play, when he has confident and calm. Now that Othello has discovered Lago’s lies, he feels a strong remorse towards him, â€Å"Are there no stones in heaven but what serves for the thunder? Precious Villain! † Othello should now acting as with remorse towards Lago. For the audience to see this, the actor playing Othello should, when talking about Lago, curse his words, and become aggressive, snappy and violent. The audience should now be seeing how aggressive Othello could be, this a big difference from the quiet Othello that they have just witnessed minutes previously. Now that Othello has realises what he has done, he pleads the demons of hell for torture, â€Å"O cursed, cursed slave! Whip me, ye devils†. With this implied, Othello now counts himself as the most unfortunate of men, â€Å"That’s he that was Othello†. Even being an army general, Othello cannot find it in himself to kill Lago, â€Å"If that thou be’st a devil, I cannot kill thee†. This shows the audience just how good friends Othello and Lago used to be. Even though Lago has ruined Othello’s life completely, Othello still cannot kill Lago. Still though, Othello mourns the death of Desdemona, saying â€Å"For in my sense ’tis happiness to die. † Cassio then tells Othello of how â€Å"he himself confessed†, talking about Lago steeling Desdemona’s handkerchief. Othello cannot believe himself, that he thought Lago’s story to be true, he replies â€Å"O fool, fool, fool! â€Å", referring to his own mistake. Othello is now in a state of devastation, and with this he says, â€Å"I kiss’d thee ere I kill’d thee; no way but this, killing myself to die upon a kiss†. With this, Othello gives the corpse of Desdemona one, final kiss, and kills himself, falling upon Desdemona in peace. At the end of the play, the audience should be feeling sorry for Othello, because of the tragedy he has been lured into. With the drama and sadness that his final line brings, this is the only possible feeling that the audience could possibly have towards Othello. His action throughout the final phase of the play, should have been acted out with no energy, because at this time in the play, Othello has been mentally and physically drained. The audience should be able that, through no fault of his own, the fatal flaw in his character was exposed. How to cite What advice would you give the actor playing the part of Othello at 3 key points in the play?, Papers

Healthpharm Company-Case-Study-Free-Samples-Myassignmenthelp.com

Questions: 1.Advise Infinity what priority, if any, Infinity would have in relation to its circulating security interest in HealthPharm in the event of HealthPharms insolvency. 2.Advise HealthPharm Ltd on the validity or otherwise of the proposed resolution as a procedure to effect the division of the existing shares into two classes. 3.Advise HealthPharm Ltd what disclosure obligations it would have, if any, in relation to offering its shares for issue on the ASX and advise it on the standard of disclosure required. Answers: 1.Advice to Infinity in case of HealthPharms insolvency Issue: Priority of Infinity Venture in relation to its circulating of security interest is to be analyzed in the event of insolvency of the company Heath Pharm. Rule: According to section 420b Corporations act 2001, the court may give authority to the controller to dispose of the property in the event of the insolvency of the company even though security interest exists in the aforementioned property. Application: A receiver will be appointed by the court on behalf of the party who has some interest in the circulating security of the company in the event of winding up of the company. However it is to be stated that the company must not take the decision of winding up voluntarily (Legislation.gov.au., 2017) The company Infinity Venture must clear all the debts that are attached to the circulating security interests of the Health Pharm Ltd. in the event of its winding up. Conclusion: Thus in conclusion, it can be stated that Infinity Venture, will receive priority in claiming the circulating security interests in the event of winding up of Health Pharma. 2.Advice to Health Pharm regarding the proposal of dividing shares Issue The advice to be given to HealthPharm Ltd. on the validity of the proposal of dividing the shares into two classes is to be discussed and analyzed. Rule: According to the Australian Securities and Investment Commission Act, any company proposing to issue new shares or split the shares needs to intimate the Australian Securities Commission twenty eight days after the commencement of such issue (Legislation.gov.au., 2017) Application: It can be said that the company Health Pharm Ltd. can split the shares into two classes by following the provisions as stated by the Australia Securities commission (Bainbridge, 2015). The company will have to fill a prescribed form regarding the issue of shares, the type of shares it is issuing, the details of the due amount on the shares. Conclusion Thus to conclude, it can be said that the companys decision of diving the shares into two classes is valid and the company has every right in doing so. 3.Obligations of a company in listing its shares on the ASX Issue: Obligations of the company HealthPharm, to list its shares on the Australian Securities Exchange and standard disclosure procedure to do the same is to be followed. Rule: According to Corporations Act 2001, the listing of a companys shares on the Australian Securities Exchange needs to follow certain requirements as stated by the ASX (www.asx.com.au, 2017). The company wishing to list its shares must file a prospectus providing information about its profits and losses, assets and liabilities of the company. Application: It can be stated that the company HealhPharm, to list its shares on the ASX needs to have three hundred investors who are not affiliated, twenty percent of the shares of the company should be free floating and it should have tangible assets worth four million dollars or market capitalization of fifteen million dollars and the same needs to take a property test prior to the admissions. Conclusion Thus to conclude it can be said the Company HealthPharm has to follow the listing process that determine obligations required for listing its shares on the ASX. Reference List: www.asx.com.au. (2017).Asx.com.au. Retrieved 16 November 2017, from https://www.asx.com.au/listings/listing-with-asx/listing-requirements.htm Australian Securities and Investments Commission Act 2001. (2017). Legislation.gov.au. Retrieved 21 November 2017, from https://www.legislation.gov.au/Details/C2017C00326 Corporations Act 2001. (2017).Legislation.gov.au. Retrieved 21 November 2017, from https://www.legislation.gov.au/Details/C2017C00328 Bainbridge, S. (2015).Corporate Law. West Academic

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False Promise of Int. Inst., John Mearsheimer essays

False Promise of Int. Inst., John Mearsheimer essays In his article, The False Promise of International Institutions, John Mearsheimer argues that international institutions are unrelated to political stability, and do not have any major influence on issues of war and peace. In this essay, I will attempt to prove through historical evidence, that in fact international institutions have not become the international stabilizers they were designed to be, therefore they can not be expected to maintain sustainable peace and world order. Mearsheimer defines institutions as a set of rules that stipulate the ways in which states should cooperate and compete with each other (Mearsheimer, p8). In his essay, he refers to the three theories of institutionalism in order to illustrate his lack of confidence in the effectiveness of international institutions. The first, liberal institutionalism, emphasizes economic and environmental cooperation as a means to avoid war. The second, collective security, deals with preventing war by rejecting the use of force, by the immediate squashing of any threat of war, disallowing states to act out of self interest and by using the joint forces of states to combat antagonists. The third, critical theory, takes a revolutionary approach, and strives to change the structure of politics in order to make cooperation inevitable and create circumstances for lasting peace, (Mearsheimer, p14, 15). Mearsheimer disagrees with the competence of institutionalism because states, when dealing with international politics, cannot be divorced from their natural tendencies to follow the concepts of realism. According to realism states in the international system fear each other...aim to guarantee their own survival... and aim to maximize their relative power positions over other states, (Mearsheimer, p11). Mearsheimer claims that, although conditions for stability and cooperation have occurred, cooperation among state...

Mathematics Curriculum in the US Research Paper

Mathematics Curriculum in the US - Research Paper Example As people compete in the modern century, they stand on the main changes threshold in the United States curriculum of mathematics education. This paper seeks to identify some of the main changes in the mathematic curriculum in the US and highlight how teachers will make some adjustments in their teaching styles to accommodate these drastic changes. Discussion An increasing anxiety in the US concerning the mathematics education state is evident. The challenge is evident in the poor USlearners’ performance on different global evaluations. People have assumed that they only require one established mathematical skill body in preparation of the twenty first century careers. This assumption has led to increased anxiety. The reality is; diverse mathematics skills sets are crucial foundation for various careers. Therefore, the current mathematics skills must be altered and reshaped to reflect such fact. The fundamental premises of this discussion is that mathematic curriculum in the Un ited States is and has been undergoing drastic changes in the recent past and teachers must restructure the curriculum of mathematics in the United States - in terms of methods of teaching and the content of their teaching materials- to be competent and competitive in the modern world. Therefore, if students are to develop current mathematic knowledge and confidence in order to utilize that knowledge – and be individually and professionally competitive and competent in the 21st century - teachers and instructors have a crucial role to play in reshaping their tactic and techniques to fit and adjust to the constantly changing mathematic curriculum of the US. This restructuring entails a lot more than just inventing new teaching materials or retaining educators, (Russell, Corwin, Mokros, Friel & Stone, 1992). Similarly, changing some parts is insufficient, what is needed is a total reshaping or redesigning of the school content of mathematics curriculum, as well as the teaching methods. Some of the main changes in the US mathematic curriculum The crucial changes include first alterations in the mathematical operations requirements. As the US economy adapts to the current information era requirements, workforce in all sectors such as hotel secretaries and clerks, travel agents, mechanics of automobiles and many others should learn to explain and interpret competently modern IT controlled procedures. Various jobs presently need analytical and not peculiar mechanical knowledge and skills, therefore, all learners require increasingly mathematical intelligent in colleges as a preparation for such opportunities. In addition, the intensive utilization of financial, graphical, and statistical information in everyday magazines, and public media and debates demands increased quantitative literacy standards for efficient engagement in democratic community, (Russell, 1997). In the United States, there exists a shift towards the standards of common core, demanding an c ombined and an increasingly comprehensive mathematics curriculum. Even though, United States has witnessed a complete sample paper, it is clear that increasingly multi-dimensional queries will be extremely based on problem-solving standards, requiring the learners to utilize various skills to attain various solutions. Such a new move is increasingly encouraged, but from the perspective of teachers, such a change must be carefully introduced. To attain successful outcomes, the new questioning style must aid students realize where maths is applied in daily life. This is crucial chance to change the pseudocontext tradition of textbooks, whereby fake actual world samples contain a mathematical query. Common core evaluations and other functional knowledge present a crucial opportunity to indicate the mathematics

Analyzing the major challenges i faced as a member of a writing Essay

Analyzing the major challenges i faced as a member of a writing community (IMPORTANT worth 20% of my grade) - Essay Example Despite the advantages associated with excellent writing skills, international students face challenges in development of effective writing skills. The challenge is adverse when the English is not the student’s first language. Students from Arabic and French speaking African countries face massive challenges because they must study English as a language before developing the necessary writing skills. Language learning is the process that requires time. For instance, early introduction to language leads to a better understanding of the language. For this case, students study English language at an old stage when in college. Such late introduction to a new language will adversely affect the writing skills of the students. For my case I started studying language in high school and despite the aggressive learning approach, I have not reached a satisfactory level. Therefore, the main challenge is to understand the language and developing the necessary skills with the focus being on the writing skills and style (Briggs 56). The introduction of the various languages at the infant stage of life may be beneficial for the students compared to the current college approach employed. The main challenge in international writing is the understanding of the Standard English for academic use, which affects article or publication quality. Language understanding and proficiency is vital in the development of the necessary writing skills and can be improved through practice and writing. In addition, there are five domains, which an international student can experience difficulties when developing academic writing skills (Briggs 20). The first challenge is the difference in culture. Difference in culture leads to culturally coined problems. The assumed and actual differences in the concepts of academic writing between the country of origin and host country can affect the writing significantly. In fact, it is a considerable challenge for international students because of the difference in understanding and perception. Some words may be translated to give a different meaning to the whole situation. The use of slang within the college causes a challenge because it affects understanding and meaning of words for international student. Academic writing approach between the different nations illustrates the difference in writing concepts which will be evident in the writings. According to Briggs, the observation by teachers indicates that the problems related to cultural adjustment, language and learning are products of cultural differences. The main challenge with culture is the difference in the learning style between country of origin and study country. For instance, the Middle Eastern culture does not encourage male and females interacting freely in the learning environment (Briggs 56). Therefore, the students may face the challenge when studying in the western countries which have no gender related restriction. Such changes will affect the international student and in turn reduce or lead to poor academic success. Culture is a vital issue in learning for international students because it affects perception and understanding. The international students are faced with general-linguistic problems, which result from linguistic knowledge or competency of the student. These are problems that cannot be accounted for by the students because of the second language deficiency (Briggs 23). Additionally, the ability of the student to

Employee Motivation And Organisational Performance Commerce Essay

Employee Motivation And Organisational Performance Commerce Essay As the hospitality industry keeps on growing, the competition has turned into a battle now. During this tough time it is very pragmatic to hold on to our loyal guest even though there is a ceaseless change in the organization. To overcome this challenge of holding our loyal customers and to keep on attracting new guests, it is very important that the employees are highly motivated. This research critically analyses the factors affecting the motivation of the employees in an organization, it evaluates the effects on the performance of the organization due to motivated employees. It suggests a relationship between the employee motivation and the organizational performance. The research was carried out by taking interviews of the employees as well as the executive member of the hotel in order to get hold of perspective of both the sides. The important factors have been acknowledged and critical analysis has been done. The findings of the research exhibits that the organisation is constantly doing well but there is always a scope of improvement. It also gives the recommendation to improve the organizational performance by motivating the employees. 1 .INTRODUCTION When we think of the term hospitality, different things come in our mind. The first thing what we can think of is hotels. Many people also think about the famous pineapple which held an important part in history when it came to the term hospitality. Hospitality word comes from Latin language i.e.hospitalitem, hospes, and hostis (friendliness to guests) mean to welcome with warmth and care. Hospital also comes from the same source with the concept of caring about human beings who are ill and who want care, support and love. When we speak about hospitality we talk about guests and not customers, as the word guest brings out the full dimension of hospitality and in real terms. The word customer appears less welcoming and it focuses on financial transaction. In hospitality industry we need to greet our guests with a warm and genuine welcome. In order to achieve this we need to create a surrounding which is totally different from outside world. We are talking about warm and hospitable sur rounding with a prompt, pragmatic and professionally delivered service which requires employees who are willing to deliver it. Now the word service comes Latin word servitium meaning act of serving, demonstrates a creative and incorporating function with many shades and intricacies. The meaning of hospitality and service are almost intertwined, it can also be said that if hospitality is strategy than service is tactics. (Sturman et al., 2011). Now in this ever growing hospitality industry, consumer expectation and demands for quality in increasing and consumer tastes is varying on the other hand. To deliver service in this cut throat competition internationally and nationally is very difficult and it requires highly motivated staff. Customer loyalty is another big issue in todays hospitality industry, in order to overcome this issue there has to efficient, motivated staff. Employee motivation is by far the most serious issues in any of the organisation. It is very important to understand and use the motivation technique for managing the people in hospitality industry. Furthermore, customer satisfaction is highly affected by customers perception of employees effort. (Mohr and Bitner, 1995 cites in Kusluvan, 2003.p.339) and effort is what motivation is about. There has been tremendous amount of research done for different employee motivational theories which are conducted outside hospitality industry. Many empirical studies which are done in past on motivational theories have somewhat failed to show the direct linkage between employee motivation and organisational performance. It has been always said that employees are the biggest asset for any organisation and there has been efforts to motivate them without knowing the exact factor that is behind the employee dissatisfaction. To improve any organisations performance three things are very necessary which are productivity, labour efficiency and staff turnover. This is quite evident that if the employee is happy and motivated then the productivity is going to increase by itself. If the employees are happy then loyalty towards the firm increases and it ensues less staff turnover and higher labour efficiency. This research will review the empirical studies done by other researchers on employee motivation and will integrate all the theories and hypothesis in one discussion. The author will also establish a direct linkage that how employee motivation affects organisations performance, how employee motivation helps in increasing loyalty towards the organisation. 1.1 AIM OF THE RESEARCH The aim of the research is to study the relationship between the motivation of the employees and organizational performance. 1.2 OBJECTIVES To critically analyse the employee motivational factors affecting the growth of an organization. To study the relationship between the motivation and organizational performance. To critically evaluate the interpersonal relationship and effects of communication on the level of motivation of employees in West India quay Marriott. To suggest recommendations based on the research and analysis in order to increase the motivation of employees and hence the productivity of an organisation. 2 .LITERATURE REVIEW In order to become good in anything, the only talent you need is motivation Charles de Gaulle. Literature review gives a proper framework to evaluate and critically analyse the various motivational theories and conceptual models which are necessary for the operational functioning of an organization. It relates to various working models of motivational theory used by the organization to keep their employees motivated and increase the productivity of the organization. It is very necessary to understand that the motivational level of the employees working in a particular organization should be on optimum level because of this ever changing dynamics and structure of the hospitality sector. A detailed critical evaluation of the various motivational theory and many empirical research done recently is been carried out by the author, so that a proper understanding of steps which are necessary to launch a proper motivational program for the employees is fulfilled. 2.1 MOTIVATION CONCEPT Its very difficult to give an exact definition of motivation because it varies from individual to individual and culture to culture. The word motivation derives from the Latin verb movere and means to move (Pintrich Shunk, 2002, p.5. cited in Lins (2005).According to Pintrich schunk, the motivation refers to the process whereby goal-directed activity is instigated and sustained (2002.p.5).The term motivation is like a force which moves arouse and direct people. Work motivation therefore refers to a personal desire to work hard and work well to the arousal, direction, and persistence of effort in work settings (Rainey, 2009, p.248.cites in Vellnagel, 2012).Motivation can be referred to as the willingness to exert maximum level of efforts toward organizational goals, conditioned by the efforts ability to satisfy some individual need (Robbins, 1993, cites in Jang, 2008, p.17). Motivation is defined as the direction and persistence of actions (Mullins, 1992 cites in Jang, 2008, p.17).Mullins also states that the motivation is the driving force which drives an individual towards certain goals and expectation. Now the term motivation is explained by various people in the past like Abraham Maslows in his motivation hierarchy, Hertzbergs concept of intrinsic and extrinsic motivating factors. Maslow (1943) explains in his theory that every human being has five needs which are in hierarchy. Hertzberg (1966) critically analyses in his motivation hygiene theory that there are two factors affecting the individuals satisfaction or dissatisfaction with work. Employee motivation research is done by many people to name few of them are Charles and Marshall (1992) and Simon and Enz (1995) but kovachs instrument is the most comprehensively used for all the employee motivation studies. According to Kovach there are ten factors affecting motivation of the employees when he c onducted a study consisting of ten industrial workers in United States, which are as follows: Good wages. Tactful obedience. Job security. Appreciation and praise for work done. Feeling of being involved. Sympathetic help with personal problems and opportunities for growth and advancement. Good working conditions. Personal loyalty to employee. Interesting work. (Kovach.1980, 1987) Kovach in his long study between 1946 and 1986, found a very slow changes of industrial workers wants and needs. For example, higher ranked appreciation and praise was replaced by interesting work. Also it was seen that good wages was always ranked 5th among the ten factors which shows that good wages may not be the most important factor what the employees are seeking when it comes to job. The following changes were based upon the general improvement of Americans standards of living and quality of life. Thereafter Charles and Marshall(1992) simulated Kovachs study among 255 employees of seven Caribbean hotels and the study showed very different results compare to what Kovachs result was. The result showed that the two most important factors of job motivation were good wages and good working conditions. These findings were supported by Simon and Enz (1995), who conducted a survey among 278 hotel employees in different hotels located in United States and Canada. Simon and Enz study showed that good wages, job security and growth were the three most highly ranked factors for job motivation among hospitality employees. These studies can be related to Maslows hierarchical theory of motivation where it is critically analysed that the human behaviour is affected by five needs system in which the most primitive or the basic one is at the bottom of the pyramid and accordingly promotes itself to the most mature one .The five needs of the human being in the Maslows pyramid are as follows Being needs Deficit needs (Created by author Adapted from Maslow 1954) 2.2 EMPLOYEE SATISFACTION The definition of employee satisfaction can be either an overall feeling about the job, or as a linked set of approaches about various aspects of the job (Spector, 1997). Locke (1976) defined employee satisfaction as a satisfying or optimistic emotional state resulting from the appraisal of ones job or job experience. Levy -Garboua and Mont Marquette (2004) defined employee satisfaction as a guide of preference for the experienced job against outside opportunities qualified on information available at time. A comparison is made in the given definition between the real job experience in the past and the mental experience of outside opportunities available. It also contains the comparison between future expectations of own job and outside opportunities in the future(Levy-Garboua et al.,2007).Employee satisfaction is an important variable which gives a general preview of the employees attitude towards their job and workplace. Hence employee satisfaction is the expectations of an employe e about workplace and attitude towards his job. As a result, job satisfaction is a function of the extent to which ones needs are satisfied in a job (Togia et al., 2004).Considering the different definition of employee satisfaction author argues that expectation can vary from employee to employee from monetary gains to career advancement. Depending upon the needs of the employees, organisations carry out the motivational training program. In this modern time various hospitality industry are concentrating more on HRM i.e. Human Resource Management. Different HRM policies consist of various techniques. In one of the similar research carried out in UK comprising of four organisations showed the link between employees perception of these high commitment performance management practices by HRM and their commitment towards an organisation. The research carried out in UK consisted of 524 questionnaire responses collected from four organisations. The findings in the research clearly posit t hat there is a strong relationship between employee perception on HRM practices and their commitment towards the organisation. The performance of the employee is elevated when there is a trust on HRM policies and employee pursue it as fair (Farndale et al., 2011p.16).HCPM (high commitment performance management) practices achieve their goal of higher commitment provided the practices followed are perceived to be fair by the employees which in turn benefits the overall performance of the organisations (Dirk And Ferrin, 2001 cites in Farndale et al., 2011 p.16). HCWPs should therefore include performance management elements which allow employee engagement (Gardner et al., 2001 cites in Farndale et al., 2011 p.16) and prospects for development, but it also needs to be made on procedures and interactions that are considered fair by employees. Now, the author would like to add that since employees make most important aspect of any organisation, so definitely all the HRM practices put for ward should be benefiting the employees rather than just profitability of the organisation. Having said that, HRM practices should also be pragmatic enough to avoid overdoing of any procedures or practices. The core Motivational idea related with HRM performance research is simple and intuitive. If the people enjoy the work they are given and they do the work with full of their abilities and work harder, they will be motivated to perform at a higher level when given the opportunity to do challenging and enjoyable work. Employees want challenge and personal growth (Walton, 1972.p.71 cites in White and Bryson, 2011.p.4). McDuffie (1995, p.201 cites in White and Bryson, 2011.p.4) argues that employees will only offer discretionary effort if they believe, among other things, that the company will make reciprocal investment in their well-being. Furthermore, another author Appelbaum et al.(2000.p.46 cites in White and Bryson,2011.p.2) posits Jobs that are challenging and make use of worke rs skills are intrinsically rewarding. As HRM is designed to provide jobs that are more satisfying and involving for employees it is natural to assume linear increments in motivation as with Appelbaum et al. (2000.p.46).But authors like Becker and Huselid (2006) and McDuffie (1995) put forward views which are contradictory and they said at after certain level of threshold point the motivation of employees follows a non-linear effects. A contrary view adopted by Marxian labour process theorists is that HRM implies labour escalation and that can have negative incremental effects (eg.Ramsay et al.2000 cites in White and Bryson, 2011.p.3).Finally there is the non-linear model of Godard (2001) where HRM initially has positive effects but at later stages turns negative at high levels of implementation due to work strain. Here author argues that although HRM practices are very much necessary for any organisation and in order to reap profitable results it should strongly signal employees. H RM practices should not be confined to only on specific opportunities for employee participation and personal development but also whether the HRM practices helps in total transformative development that conjures employee identification. 2.3 FACTORS AFFECTING EMPLOYEE MOTIVATION As we saw in research done by Kovach, Charles and Marshall, Simon and Enz that there are many factors which affect employee motivation and satisfaction. These factors keep on changing depending upon the needs of the employees at different time. As Maslow in his famous theory said that the human needs are divided into five basic needs. Then Herzberg came up with dual factor theory stating that man has two sets of needs one of an animal to avoid pain and another of a human to grow psychologically. During all these after much empirical research it has been found that there are many factors which affect employee motivation. In order to measure job satisfaction and motivation of an employee, its very important to measure different facets of the job which is generating employee motivation. Now, Facets of job satisfaction can involve any aspect of the job such as pay, colleagues, supervisors, organisational factors and work conditions (Coomber and Barriball, 2007 cites in Akman et al., 2011 p.677). Pearson (1991 cites in Akman et al., suggests that the employees wait for their job to provide a combination of features (e.g. pay, promotion and autonomy) for which the employee has certain favourable values. Furthermore, while discussing the factors Luthans (1992 cites in Akman, 2011.p.677) posits five factors which affects the employee motivation. These factors are pay, job characteristics, working conditions, management politics and working colleagues. While pay was considered as external factor by Luthans (1992) other factors like job characteristics have been defined as internal factors (Rose, 2003 cites in Akman, 2011.p.677). Mcafee et al., (1995 cites in Akman 2011.p.677) investigated effects of discretion, result feedback and process feedback on employee job motivation. It was found that only discretion and result outcome doesnt affect employee job motivation but it is very necessary to give them process outcome also. Drummond and Stoddard (1991 cites in Akman 2011 .p.678) add to the discussion that employee satisfaction contains an evaluation of various features of the job. These characteristics are working conditions, pay, and relationships with colleagues and supervisor, organisational policies and nature of the work itself. When talking about characteristics of job like working hours, It has been proven in the research that employees who get flexible working hours are more happier and content and they give back more to the organisation. Berg et al., and Dockery (2004,2005 respectively cites in Atkinson and Hall,2011.p.101) posits that flexible working hours helps to promote active states such as being pleased and cheerful because they feel that they are treated well. It also helps to generate passive state which reflects in feelings like contentment and calm, since there is reduction of work-life stress and this all was possible because of flexible hours provided to the employees. Furthermore author adds to the discussion that if the employees are happy, it shows in the overall productivity of an organisation. Basically it is a two way effect if the employee feels that they are taken care of by the organ isation, employees tend to reciprocate this gesture by generating revenue or profit. Management has to create trust among the employees which is another factor that is important for employee motivation. Various people investigated about employee motivation and job satisfaction and among one of them were Kazemzadeh and Bashiri (2005 cited in Akman et al., 2011.p.678) who identified ten main groups which are as follows: Management and personnel relationship. Relation between employees. Employees job satisfaction. Education. Wage and salary. Other welfare facilities. Employees commitment. Job promotion. Performance. Organisations systems and processes. Another author named Bodur (2002 cites in Akman et al., 2011.p.678) suggested that work content, age, gender, educational level, working conditions, location (rural or urban), co-workers, salary and working hours are some of the factors related to job motivation and satisfaction.Kuo et al.,(2010) cites in Akman et al., (2011,p.678) that both job characteristics and employee empowerment are important factor in order to maintain high employee commitment and loyalty towards the organisation. Taking the research even further Jun et al., (2006) investigated direct and indirect relationships among top management commitment, HR-focused TQM practices, and employee satisfaction and employee loyalty. They found a strong relationship between TQM practices and job satisfaction loyalty. Author would like to add further that factors affecting employee motivation can differ from employee to employee depending upon their needs and desires. For e.g. one employee is looking for monetary gains then mon ey will be motivating factor for him and if another employee who is looking for career advancement then promotion and rewards, recognition will be motivating factor for him. 2.4 RELATIONSHIP BETWEEN EMPLOYEE MOTIVATION AND LOYALTY TOWARDS ORGANISATION Loyalty is an emotional state it signifies the relationship of an employee with the organisation for which they work and that has implications for their decision to remain with the organisation (Allen and Grisaffe, 2001 cites in Akman et al., 2011.p.682).According to another definition loyalty means as attachment to the organisation specially when one is having strong believes in organisational goals and values and has a strong desire to maintain membership of the organisation. Furthermore Becker et al., (1995) defined loyalty in Akman et al., (2011.p.682) as a strong desire to be a part of the organisation and put high levels of effort for the sake of an organisation and definite belief in the goals and values of the organisation. Thus, loyalty is strong belief in goals and values and a desire to be a part of the organisation. Chen (2006) cites in Akman et al., 2011.p.682) that while job motivation represents an effective response to specific features of the job with proper attitude, employee loyalty is in effective response to the whole organisation. Furthermore, empirical evidence suggests that employee motivation and satisfaction are precursor to organisational loyalty of employees. This suggests that organisational loyalty of employees develop from job satisfaction and motivation and which nullifies the effects of staff turnover. Also, author will like to add to the discussion that loyal employees help in organisations growth as they believe in goals and values of the organisation. This also reduces the staff turnover issue leading to high profitability by saving money on recruitment and training of staff. 2.5 LINKAGE BETWEEN EMPLOYEE MOTIVATION AND ORGANISATIONAL PERFORMANCE For any organisation its employees are the major assets to look for. Employees are the people who help the organisation grow in terms of profitability and revenue. In order to keep the employees motivated HR has a major part to play. One of the first empirical studies carried out to show the linkage between Employee motivation by HR and organisational performance was done by Arthur (1994). Arthur in his study posits that the explicit sets of HR policies, practices and systems that were designed to enhance the employee commitment (e.g. empowerment, due process, high wages and benefits, etc.) was linked to three proficiency measures of firm performance (i.e. productivity, labour efficiency and staff turnover).A similar study was carried out by Huselid (1995) a year later which showed a similar sets of 13 of HR practices known as high performance work system, was related to both efficiency (i.e. employee turnover) and financial measures (i.e. sales, profit, and market value) of firm per formance. There were many studies which were carried out after that which highlighted the important relationship between employee motivation by HR and firms performance. Furthermore author adds to the discussion that although initially efforts broadened the understanding of about this important relationship, a number of scholars challenged the authenticity of the research. One of the most commonly voiced concerns was that most of the research till date used cross sectional research design (Gerhart et al., 2000 cites in Tracey, 2012. p.910). But research has proved that the relationship between employee motivation and firms performance cant be denied. As one the studies carried out by White and Bryson (2011) posits that if the employees believe in the HR policies and practices they feel motivated and it reflects in their work which leads to higher productivity. 2.6 DIFFERENT MOTIVATIONAL THEORIES USED IN HOSPITALITY SECTOR There are several motivational theories which are used in hospitality sector to improve the employee motivation. Author has briefly evaluated few of them in the below tree diagram. (Created by author adapted from Vellnagel 2012) Furthermore, the difference between the content theory and the process theory is that content theories focuses on factors which leads the individual feel motivated within inside whereas process theories concentrates on the dynamics of motivation and how it takes place. Content theory consists of: Maslows needs of hierarchy theory. Hertzbergs two factor theory. Achievement motivation theory. ERG theory. Process theory consists of: Vrooms Expectancy theory. Goal setting theory. Adams Equity theory. Porters Performance Satisfaction Model. As the concept of motivation is very broad and since it would go beyond his scope of work author has liked to discuss and analyse only selected theories of motivation in the research. 2.6.1 CONTENT THEORIES The content theories supposed that all the individuals have same sets of needs (Fincham, Rhodes: 2005 cited in Vellnagel 2012).They gave importance to the reasons for motivated behaviour (Tosi, Mero, Rizzo: 2000, p.129) of individuals. The most famous of all the content theories are Maslows hierarchy of needs(1943),Hertzberg two factor theory(1959),the job characteristics approach(Hackman,Oldham:1980) and McClellands achievement power theory(1961). 1. Maslows Hierarchy of needs theory The most simple and well known motivational theory was put forth by Humanistically oriented psychologist Abraham Maslow (Arnold et al, 2005.cited in Vellnagel 2012).In 1943 Maslow put proposed a theory of humans function namely according to the sequential hierarchical order of the development of five basic needs (Latham, 2007. cited in Vellnagel 2012).According to Maslow if any of these needs are fulfilled then the individual goes on to fulfil the other needs. If the all the needs are satisfied then the level of motivation goes down. 2. Hertzbergs two factor theory In 1959, Hertzberg proposed a theory on his findings that the man has two set of needs, one of an animal to avoid pain and the other of a human to grow psychologically. These findings led him to put forth a dual theory of motivation which is being used for management training and work motivation program worldwide. This theory critically analyses the factors which makes the employee feel happy at work and leads to job motivation and these factors were called motivators for obvious reason. These motivators are intrinsic factors which are directly affecting the inner feelings and self-esteem of the employees (e.g. Career advancement, achievement, work itself, responsibility, job growth).On the other hand factors which lead to job dissatisfaction are extrinsic factors and are related to external working conditions, relationship with colleagues and supervisors, wages, personal life and these are called hygiene factors. (House, R.Wigdor, L.2006) 2.6.2 PROCESS THEORIES The process theory aims at the identification of relationships among dynamic variables which make up motivation (Mullins, 2001.p.237).They look at mental processes which cause the motivation in an individual. The process theory is all about how behaviour is being created. There are various classical process theory like Adams Equity theory (1963), Expectancy theory by Vroom (1964), Lathams and Lockes goal setting theory (1984). 1. Adams equity theory An American behavioural psychologist named John Stacey Adams, proposed the Equity Theory in 1963 which is possibly the most readily understandable psychological process(Riley,2000.p.26 cited in Vellnagel,2012).Equity theory aims at an individual feelings of how fairly he has been treated in comparison to others. According to this theory people develop a belief of what is fair reward for ones job contribution that is an exchange. Most exchanges involve a number of inputs and outcomes. People compare the exchanges with their employer to exchanges with other insiders and outsiders. If an employee then believes that he is unfairly treated then he will seek justice. 2. Vroom expectancy theory A sophisticated theory of motivation was put forth by Victor Vroom in 1964 and it focuses on the concept of expectancy (Van der Wagen, Davies.1998, p.31 cited in Vellnagel.2012).Instead of aiming on the factors of work which maintain and energize behaviour (Latham, 2007.p.44 cited in Vellnagel, 2012).The theory was inspired on thoughts that a individuals activity leads to a certain behaviour and then this behaviour leads to a certain result. Vrooms theory consist of three variables which are expectancy(E),instrumentality(I) and valence(V) due to which it is also called as the valence-instrumentality-expectancy theory. Both expectancy and instrumentality are possibilities or probabilities. It is about what the individuals estimates to be the likelihood of good performance leading to valued rewards, and of effort leading to good performance. The product of the three variables equals the force (F) of an individuals motivation to perform. Therefore F=E*I*V FINDINGS In order to find the research study satisfactory an overall practical approach of all the four motivational theories should be considered. Maslows theory was one of the basic motivational theories but it was also one of the most criticised theories. The reason was because it was vague and didnt predict behaviour; also it was based upon the socio-philosophical approach reflecting only middle class of white Americans from mid twentieth century (Buchanan,H,2010.p.269).It should also be noted that even though Maslows theory was criticised but this theory has huge influence on todays management practice. The two factors theory put forth by Hertzberg was another motivational theory which was not spared from criticism. Its believed that there might be a gap between what people think motivates them and what actually motivates them. People could relate their success to their personal efforts and blame people or the organization for the failure. However, the two factors theory describes the employees needs and also the rise in motivational level after the redesigned job (Fincham, R.2005.p.200). The two process theory are good but not good enough. The best Adams equity theory is best when comparing salaries. As it is well known fact that money can be measured but education. Knowledge, training and effort are not measurable. Same can be said about the Vrooms theory of expectancy, after a critical analysis its been found that Vroom theory is a nice mathematical approach but when it comes to identifying and quantifying the expectancy of a certain motivation to a task, it is becomes very complicated and also the practical approach is very low (Fincham,R.2005.p.209 et seq.) 3. METHODOLOGY 3.1 Introduction This part of the research concentrates on the methods that need to be adopted in order to conduct the research. Research can be defined as the systematic approach of seeking solutions towards a problem. Research comprises of investigation, recording and analysis of evidence for the sole purpose of gaining knowledge. Every research has this issue of choosing the most appropriate method so that the objectives

Company Introduction, Market Segmentation, and Product Positioning Essay

The key to successful product implementation in today’s national enterprise system is the effective marketing of a new product with the company’s line of existing products. As stated by Lacobucci (2012), marketing is defined as an exchange between a company and its customers. The customer wants something from the company or firm and vice versa. In previous times, a company would manufacture a product they thought the customer would want or need. The customer purchased that product because of a pending need, which basically meant that marketing used to be product oriented. However, marketing today is more that an advertisement for goods and services in an attempt to attract new business. We live in a customer orientated and empowered marketing environment. We realize the importance and ramifications of having an exchange with our customers and developing a relationship with them. It is this exchange of information between our company and our existing as well as future customers that secures our position in our target market. Our company is a regional tool distributor located in the northeastern section of the United States. Our customer base consists of several major retailers, nationally known in the retail and wholesale tool industry. We used the brand label Blue Steel Tools for marketing and distribution of our products to discuss the implementation of an effective plan to market a new product line, the Illuminated Power Wrench. This paper will analyze market, identify our market segment for sales distribution and discuss the reasoning for the segment. Discussing the target market and why the targeted customers were specifically selected. We will do the SWOT analysis; describe the unique market position and the expected service provided in meeting the needs of the target audience. 1. Identify the marketing segment for the product and provide a rationale for this segment. The definition of a market segment as stated by Lacobucci (2012) is a group of customers that shares similar inclinations towards our brand. To define market segment further for our needs, it is an identifiable group of individuals, professionals or organizations that share one or more characteristics or needs in an otherwise homogenous market. In our case, our product will have a very wide market of consumers and small business owners and employees. Therefore we will need to reduce the market segments to larger chunks. Market segments generally respond in a predictable manner to a marketing or promotion offer. The market segment for the new product will vary widely due to the versatility of our product usage. Our main segment approach will focus on the wholesale distribution to retail repair supply stores who carry lines of tools for resale to the private and business consumer. These market segments will include businesses such as Lowes and Home Depot, retail tool distributors such as Harbor Freight Tools, automobile parts stores such as Advance Auto Parts and tool catalogue companies such as great Northern to name a few. As we analyze this segment we ask the question if this segment is viable and can we profit from using it. Other considerations are accessibility and measurability. This segment is small enough to manage our sales and distribution, but large enough to reach the ultimate user of our product. This market segment possesses the potential and versatility to sell and distribute our product to the target consumer market with a widely diversified audience in the retail industry. The bases for this segmentation include similar demographics, geographical locations, and psychological make-up of customers and behaviors of users/purchasers. In other words, the customer base for our segments meets the desired user of our end product. Anyone who builds or repairs something whether they are a novice or professional is a potential customer. Therefore, by using this method of market segmentation for product distribution, we will successfully sub-divide a large homogenous market into clear identifiable and manageable segments that have similar needs, wants or demand characteristics indicated by Lacobucci (2012). 2. Discuss the target market and provide rationale for this target market. The target market defined is the particular market segment at which a marketing campaign is focused. As stated earlier, this product has been designed for the retail tool industry. We have targeted segments in the industry that will be the most successful in reaching the consumer and generating a demand for our product through steady sales. Lacobucci stated the first perspective in assessing segments target is to have a view of the segments themselves and the primary concern is the segment be profitable. This in turn will become a profitability issue for our company as we continue to hold a place in the small tool market and generate profits with continued sales. The second perspective examined was if the market or segment fit with who we are. In this case the answer is yes. The ultimate target for this product is the consumer. The greater exposure we have, the higher propensity for sales growth. The illuminated ratchet screw driver is a quality tool for use by not only the novice home self repair person; it will also meet the needs of the professional repair person, no matter what the industry. The illumination system in the handle of the wrench will appeal to the vehicle mechanic working in the close quarters of an engine compartment, the electrician repairing the circuit breaker box, the computer repair technician working in between electronic circuitry as well as to the basic consumer performing handy maintenance projects. This tool will come with the standard wrench lugs and have availability to accessories such as wrench tips to enhance its versatility to meet the needs of a wider target audience. The wider target audience is customers of our targeted market segments. Therefore the target market is our pathway to the ultimate user of the product is consumer sales. The strategic sales objective of these retail establishments coincides with our strategic vision of reaching the ultimate user of our products, satisfying their needs and increasing the likelihood of additional product sales. 3. Perform a SWOT (strengths, weakness, opportunities and treats) for the company. As we move forward in the marketing of our product, we need to our own corporate strengths. Lacobucci (2012) suggests the use of a SWOT analysis in identifying our strengths, weaknesses, opportunities and threats. The strengths and weaknesses characterize our company in relation to competitors where the opportunities and threats characterize the broader environment such as the tool industry, suppliers, the government and etc. Our strengths are in our track record in t he tool industry. We have provided quality products at competitive prices. Another perceived strength is in the management of our company. The senior management of Steel City Tools has provided a strategic vision with clearly defined attainable goals for market position and sales. However a perceived threat is in the foreign market. A number of tool company’s efforts have been over shadowed with a cheaper duplication of products from foreign markets. The US has been plagued with a reduction in the manufacturing industry due to globalized markets, elimination of trade barriers and outsourcing. The end result is our market segment (distributor) could purchase a similar product cheaper and increase their gross margin and not purchase our product for resale. Another threat we are not prepared to react to is loss of a major distributing customer. With more and more businesses merging, we could lose a distribution source with no warning. One of our weaknesses is we have focused on sales east of the Mississippi, thus limiting market expansion. However, this could be turned around as a future opportunity for market expansion. An easy way to expand our market is to establish a retail division and use infomercials through the cable television network to accept mail order/telephone order select product sales such as our new illuminated power wrench. However, a marketing effort of this nature would require careful consideration must be given to the geographical area so as not to alienate our primary segment customers. A move of this nature would require additional capital investment and careful analysis of this type of expansion would be necessary to minimize risk of project failure. The SWOT is useful in clarifying our marketing questions. The key is to address our shortcomings so as not to give the competition an upper hand and not raise concerns with our customers and capitalize on our strengths for continued success. 4. Create the market position for your product and service. Explain your rationale. Product positioning, according to the Encyclopedia of Business, involves the tailoring the entire marketing program to include product features, distribution, price, quality and service to meet the needs of the consumer within the specific market segment. In this manner, the product positioning is part of the overall market segmentation. Product position takes place in our distributors store, or target market segment and tells us how we can strive most effectively in that market segment against our competition which are also present on display. The key is to understand the consumer perceptions of the product and the marketing behind it. Quality, reliability, affordability, unique features, benefits to the customer is just a few attributes of product positioning. According to Lacobucci (2012) positioning is often about modifying the four P’s of marketing (position, price, place and promotion). In the case of our company, our reputation is a reflection of the position to provide a quality product at a competitive price while leading the market in innovation. Our company performance is attributed to the quality of our employment staff. Our employees are at the core to our success. We have established core values for our company’s work force by creating a positive work culture with recognition of the whole person concept. The strategic leadership from the top on down to the employee fosters productivity with reward and recognition to enhance their performance in support of the company operations to include our marketing efforts. Thus the positive and proactive personality of our company in meeting its marketing objectives is a direct reflection of the quality of every member of the Blue Steel Tool Team. As we continue to grow and develop products for sale, we position our products at a distribution sales point or market segment with the greatest customer exposure for maximum market penetration. We will service our product to the satisfaction and benefit of the customer so as not to jeopardize customer confidence as well as the business relationship with our market segment. The product we create and the service we provide are a direct reflection of not only our company, but that of our distributors. Our products are designed to meet the working needs of our professional as well as consumer clientele with a level of quality that meet or exceed expectations at the best value. References Lacobucci, D. (2012) Marketing Management: 2012 custom edition. Mason OH Market Segment Defined Retrieved from http://www. businessdictionary. com/definition/market-segment. html Morley R. (2006), Trumpet Print Edition: The Death of American Manufacturing, February 2006 Retrieved from http://www. thetrumpet. com/index. php? page=article&id=1955 Reference for Business Product Positioning: Encyclopedia of Business, 2nd ed. Retrieved from http://www. referenceforbusiness. com/small/Op-Qu/Product-Positioning. html Target Market Defined retrieved from http://www. businessdictionary. com/definition/target-market. html