Bad Effects of Electronics Gadget Essay

Gadgets like portable games can have a negative impact on an individual’s health. Technology is an integral part of our day-to-day lives. People all over the world rely on it for things like communication, organization and employment. Not a day goes by when you don’t encounter someone talking on his cell phone, tapping away on a laptop or listening to an MP3 player. While this technology is impressive, there are certain drawbacks in areas like health, public safety and education that should be addressed. Being aware of these dangers can help diminish or reverse these drawbacks. Car Accidents * There is no question that cell phones have become a staple of modern society. Even young children use them, much to the chagrin of their parents or teachers. A common belief is that cell phones can cause adverse effects like brain cancer. However, a study by the World Health Organization (WHO) concluded that this is not true. Regardless, there are other hazards. According to the WHO, mobile phones are a serious problem when driving, increasing reaction time between 0.5 and 1.5 seconds. This short span of time can make a world of difference when avoiding a collision. They further state drivers on a phone have trouble judging speed and staying in their lanes. Even hands-free headsets pose a distraction. The WHO concludes that drivers who talk on their cell phones are four times more likely to get in an accident. Hearing Problems * According to the website Healthy Hearing, one-third of teenagers own an MP3 player, such as an iPod. Dr. Craig Kasper, Director of Audiology at the New York Otolaryngology Group, warns that these devices can cause ear damage if used improperly. If the volume is too high or if the individual listens for a long time, hearing damage can happen. Also, earbuds are more dangerous than regular headphones. Healthy Hearing recommends that listeners keep the volume below 70 percent and limit listening time to between 60 and 90 minutes. If you want to listen indefinitely, turn the volume down to 50 percent Physical Injury and Obesity * Hand-held video game consoles are very popular in the developed world. While they can be entertaining, excessive play can be detrimental. One problem is video game addiction, which can be disruptive to a person’s psychological health. Other reported issues include seizures, neck pain, wrist pain and repetitive strain injury. Prolonged use also contributes to a sedentary lifestyle, resulting in obesity. Academic Impact * Text slang, such as â€Å"ur† instead of â€Å"you’re† is commonly used through cell phone texting. However, a recent study shows that kids and teens are actually letting these obscure abbreviations seep into their normal writing. A recent study by Pew Internet in 2008 revealed that 50 percent of students use informal slang in their assignments. Furthermore, 38 percent admit they have used abbreviations in their schoolwork like â€Å"LOL†, which stands for â€Å"laugh out loud†. Additionally, 25 percent say that they use emoticons such as â€Å"smiley faces† in formal writing. The problem has become so apparent that some U.S. politicians are concerned that the English language and sentence structure is being twisted, negatively affecting students’ learning. The Disadvantages of Gadgets on Students Modern technologies like television and computers provide identifiable educational advantages, such as greater access to information and more compelling presentations of that information. Over-use of technology, though, especially such gadgets as cell phones, iPods and video games, presents a whole range of problems which may interfere with a student’s ability to learn and attend to lessons. 1. Social Networking 2. Students who use their computers or cell phones to participate in social networking sites may post material considered inappropriate by school authorities. They may also develop an unfavorable reputation based on those pictures or comments. Pictures of misbehavior can adversely affect their chances of getting into the university of their choice or of getting a job. Addictions * It is easy to become addicted to gaming, texting, talking on the phone or socializing online. Some students may attempt to do this in class, which disrupts their learning, and at home it detracts from study time. Kids putting in long hours on their gadgets will give less attention to assignments and may be irritable when they are away from their gadgets. They might also sleep less, which can slow down their thinking the next day. Creativity * In the past, children and young people filled up their free time by reading books, socializing, or engaging in active, creative play. A fixation on gadgets reduces participation in of all these, especially the aspect of creativity. Digital worlds can be vast, but they are always structured, not requiring the imagination and inventiveness of unstructured play. Some children become less creative and less able to entertain themselves. Health * Persistent use of high-tech gadgetry can lead to a slew of health problems for young and old alike. A sedentary lifestyle discourages exercise and encourages obesity. The back-lit screens used for computers, iPhones and video games can cause eye problems. Walking around everywhere with music blaring directly into your ears brings on headaches and hearing difficulties. The net effect of all these things, plus the pressure of immediate responses to everything, can become stressful. The Negative Impacts of exposure of electronic devices and gadgets to children These advantages may not be obvious or observed in short period of times. However there are some impacts on the usage of the electronic devices and gadgets games. According to the sources from a survey of Kaiser Family Foundation, children are spending an average of more than 7 hours per day on the electronic device which includes television, electronic games, internet and some mobile devices. These data show that, kids today are easily used up more than 50 hours weekly, which means the time consume is more than working hours of an adult, if we take an average of 8 hour per days for 6 working days. Surveys showed that these young kids know how to play with the smart-phone, make a mobile phone calls and even open internet browsers on their own without any aid. However, on the same survey found that there are lesser kids on the same age range know how to tie a shoelace without help or swim unaided. A concern on children may be fluent in technical driven skillset rather than real-life practical skills. The devices and games tend to keep the children out of touch of reality. It is important to children to spend some time for outdoor activity with family and friends. The times spent on the devices may curb some outdoor activities. When the children play violent games for a long period of time, they are tends to be more aggressive, and they are more prone to confront their elderly and teachers. This may not be a good sign, and may let the children easily involved in fighting and verbally scolding with peers. If children spend too much time on the devices, this may affect their studies and school achievements. The more time the spend they are more crazy after the devices and affects their concentration and focus in their school works. The addiction of games may also make them get used to the sedentary lifestyles, and develop unhealthy lifestyle and poor time management and poor eating habits. Abstract Adolescence is the period of transition from childhood to adulthood. W.H.O. has defined adolescents as individuals aged between in 10-19 years. It is the most fertile and most vulnerable segment. Time management is of paramount importance, especially for the overall growth and development of adolescence. The study was conducted on 400 students in the age group of 10-19 years showed that adolescents spend more of the time in personal cleanliness, playing games and watching television. They did not spend any time meditation or remembering God, moral teachings, caring for old persons, and family, patriotic and national values. There is an imperative need to have a strong need based action programme at the level of – Family/Parents/Teachers in schools & community for guiding the adolescent regarding proper time management. Introduction Management means getting things done with optimal resources. It has been a very important tool in the present world to solve any problem to achieve any success or to have the maximum benefits after putting in minimum inputs. In the modern era time is very precious and its proper management of time is the key to success. Recently it has become even more important and complicated after the introduction of modern scientific techniques, gadgets, especially computers. Adolescence is the period of transition from childhood to adulthood. W.H.O. has defined adolescents as individuals aged between in 10-19 years. Not gold but men can make a Nation great & strong† and adolescent is the largest and most rapidly expanding segment of our country. It is the most fertile and most vulnerable segment. Need less to point out that time management is of paramount importance, especially for the overall growth and development of adolescence in our country. Children Spending Time with Gadgets Gadgets have taken the much cherished time and space which was meant for the parents. Children are hooked on to the gadgets and they have no time for other pursuits. Parents also regularly bring new gadgets for their children in keeping with the peer pressure and giving in to the demands. Should we pamper our children with gadgets? How to curb this menace? Read on. My son loves video games. He always wants the latest games as soon as possible. There is also a lot of peer pressure for him to get these gadgets. I feel I am spoiling him by getting him the gadgets he wants. Should I give in to him when he comes up with something new that he just must have? Today, children are a demanding lot. Every day there are more and more exciting gadgets to acquire. Mobile phones, video games, I pods, computers, music systems, there are newer models available by the day. Sometimes, by the time you get around purchasing something, it is already obsolete. In this scenario, how much should we pamper our children? Why Children Tend to Spend More Time with Gadgets? At the outset, as a working mother, you are probably already erring on the side of indulgence. Working mothers tend to feel guilty about their absence from home and are more likely to give in to their children’s demands. Giving in is also easier, since with a dual income, a home with working parents tends to have greater disposable income. Your son’s wants might not seem difficult initially, but be aware that as he grows, the things he craves will get bigger and more expensive. Should Working Mothers Get Gadgets for Kids? You need to ask yourself if your son really needs the new gadget he craves. Will the amount you spend on it make you uncomfortable? You will know in your gut whether your child should have the latest version of a video game. If you decide against buying the new gadget, you need to talk to him about why he should not have it. Compare the cost of that gadget to a poor man’s income. Put its cost into perspective for him. Ask him to buy it out of his own savings! How to Handle Peer Pressure in Case of Purchasing Gadgets? If it is peer pressure that is making him desire this new item, you need to have a long, hard look at his friends. It is natural that your son will have a need to be liked by his peers and fall in with their behaviour patterns. Ideally, his group should have a positive influence on him and should have values similar to his own. He should choose his friends wisely. It is very tough to stand up to peers. Your son will need your affection and guidance. It has been observed that those children who have either low self-esteem or low confidence are more likely to succumb to peer pressure. Therefore you need to build on his own confidence. It is extremely helpful if he develops personal interests outside of the group. How Does the Usage of Gadgets Affect Children? Sometime, we as parents fail to notice the impact the gadgets have on the development of the child. The child gets hooked on to the gadgets and hardly has time for other things in life. He fails to pursue his interests. Suddenly when these gadgets are taken away from them, they feel restless and irritated. Gadgets bring about behavioural changes in the child. The child prefers to be lonely but with his gadget. So what is the solution? Do we give in to the demands? How to Monitor Child’s Gadget Usage? It is high time now to monitor your child before it is too late. Giving in to demands sometimes is okay but there needs to be a good reason for it. The child should be monitored for the hours spent on gadgets and a time should be fixed for this. Giving in to peer pressure should also be avoided.The best option for you as a parent is to talk to him a lot so as to prevent him from feeling isolated. You could also encourage him make new friends. Let him enjoy the beauty and marvels of nature by taking him out on a picnic or for trekking. All of this takes time and patience. So just take it easy. You can prefer the above ways to make sure that the child is spending less time with gadgets. You can also introduce him to other things. Get him involved and interested in hobby classes so that his attention is diverted and his time is spent fruitfully. With that aspect in mind an attempt was made to carry out a cross section study through the medium of schools, in the adolescents. They were si mply asked questions to describe their daily work schedule in relation to their life style and various routine activities If you’re like many mothers of tweens or teens, you probably often find yourself gazing at the faces of your beloved children — as those faces are bathed in the flickering light of the television or the cool glow of the computer. Observing their glassy-eyed stares, it’s hard not to wonder (and worry), What is this screen time doing to their development? We’ve all heard the recommendation of the American Academy of Pediatrics: just one to two hours a day of â€Å"quality† electronic entertainment for children over 2. Yeah, right. In 2010, a study in the American Journal of Epidemiology reported that most adolescents spend an average of 25 to 30 hours per week watching TV and using computers. And while half of parents surveyed in a 2010 study said they always or often set limits on screen time, 18 percent of their kids really disagreed. â€Å"It’s getting more complicated to measure how much screen time kids are getting,† notes Lisa Guernsey, author of Into the Minds of Babes, a book about children’s use of electronic media. â€Å"We’re no longer talking about the TV in the den that parents can turn off. These days, many teens and tweens have smartphones, laptops, tablets, and iPods that they carry with them.† When you add up the total time kids spend on their electronic devices, you arrive at a truly staggering number: The average American between the ages of 8 and 18 spends more than seven hours a day looking at a screen of some kind, reports a Kaiser Family Foundation study. â€Å"When we conducted a similar survey five years before, we thought children’s screen time couldn’t rise any higher,† says Donald F. Roberts, Ph.D., a Stanford University communications professor who coauthored the study. â€Å"But it just keeps going up and up.† Scientists are now beginning to tease out the effects of all this electronic engagement. Too much screen time may be linked to an increased incidence of risky behaviors, and more social network activity seems to correspond to mood problems among teens. But there’s good news, too. Moderate computer use may be associated with the development of some cognitive and social skills. Here, a closer look at the cons and then the pros of screen time.

Shame Is Worth a Try

Dan M. Kahan argues in his article â€Å"Shame Is Worth a Try† that people who understand the potential of shaming know that it is â€Å"cheap, efficient, and an appropriate alternative to short jail sentences† (571). Any crime that is committed must have a punishment linked to it to avoid a repeat of the offense. Serious crimes, for example, those that involve a murder obviously need the jail sentence that comes along with them. Nonviolent crimes, such as theft or littering could receive cheap and personal punishments with the implementation of shaming. Those against shaming are mostly those that view it as a worse and demeaning punishment compared to imprisonment. They would typically support a punishment that would seem more discrete to those the offender knows but shaming is a more personal punishment. Instead of a short sentence in custody, the offender would be required to announce their crime to the public in some manner. Shaming in some cases â€Å"doesn’t seem to hurt as much as imprisonment† (573); imprisonment not only makes the offender feel the shame of the crime they committed, but it also takes away their ability to continue supporting their family. Living in a prison cell won’t allow the offender to continue on in their life. With a jail sentence, a criminal must change their entire life. They must find someone willing to pay their bills, and take care of their children while they are locked up. This not only hurts the offender but it makes it very difficult to continue their life afterwards. Shaming, like any other punishment, is just as susceptible to overuse in some cases. Using shaming in a way that is outrageous as in public flogging or putting an offender in stocks does not help the offender at all. This only hurts the individual and does not provide any shame for the crime. Also, using shaming alongside a jail sentence is not only more harmful to the offender but it also decreases the cost efficiency of the punishment. In â€Å"Shame Is Worth a Try†, Dan M. Kahan provides well executed examples of how using shame instead of a short prison sentence is cheaper and just as efficient but not the views of the opposition. Kahan first shows how shaming is currently used in the American judiciary system. Kahan’s first example is from Wisconsin, where a person caught stealing from their employer will be required to wear a sign around them stating their offense (571). Another example Kahan uses is the fact that drunk drivers in both Texas and Florida and required to place a bumper stick on their car, for a period of time, stating their DUI to the public (571). And finally Kahan states, â€Å"Refusing to pay child-support in Virginia will get you a boot on your car, pink for an abandoned girl and blue for a boy† (572). The examples show just how shaming is picking up in some states in America. Kahan also addresses the violent crimes and their punishments. He reassures the reader that all violent crimes will continue with the same long term imprisonment as they do now. Kahan, along with the examples of shaming, provides statistics that support his cause. Studies performed at the University of Oklahoma state that shaming provides a greater pressure for the general public to comply with the law (573). The threat that one’s neighbors would find out of his or hers offense will keep most offenders from committing the act they planned to do. On the negative side, Kahan seems to be fairly one sided with his examples in this article. He only provides the fact that shaming can be overdone if used alongside imprisonment. I also believe that he could have shown more examples of the â€Å"pointlessly degrading† tactics that could have been used as a shaming device (573). Even though Kahan’s article is very one sided, I would still recommend this article to other college students. I wouldn’t recommend it as a source for alternatives to imprisonment but I might offer it as an example of how to prove one’s point with limited examples. This article is a prime model of how an author can use examples to prove one’s point and persuade their reader. Again, it lacks the full view of the opposition but it is still very convincing.

An Analysis Of Sainsburys Supermarket

An Analysis Of Sainsburys Supermarket Founded in 1869 by John James Sainsbury along with his wife Mary Ann in London and then gradually grew to become the largest grocery retailer by 1922. Sainsbury’s is the UK’s oldest major food retailer with their first store opened in 1869. It strives to keep up with its trusted heritage of quality with best services. Past: In the early 1990’s Sainsbury’s, market leader so far, lost its position to Tesco and in 2004 it came down to no. three after Tesco and Asda. The downfall involved many reasons including changing managements, lack of innovative strategies, failing to assess the impact of loyalty cards scheme, unhealthy acquisition in Egypt and a misleading marketing strategy which failed to communicate the right message to the consumers. Present: Sainsbury’s started to fight back and be noticed after Justin King took over the management role in early 2004 and came up with a revival strategy under the name of ‘Making Sainsbury’s Grea t Again’. The process involved a no. of mergers and acquisitions of small chains in the south east England and the Midlands. The new message of ‘Try Something New Today’ went really well with the media and the consumer led by the famous celebrity chef Jamie Oliver it encouraged buyers to innovate in their kitchens and make their food interesting. Future: The supermarket industry has reached a saturation point in the UK. How long can Sainsbury’s go on opening up new stores at locations such that its stores do not start to cannibalize each other? Using the Ansoff Growth Matrix two future strategies are suggested for Sainsbury’s: Opening up of Sainsbury’s Travels and Tours – Product Development On the basis of the success potential in the travel business, Sainsbury’s might venture into the Travel and Tours business by way of Product Development as per Ansoff Growth Matrix tool for future strategy selection. Sainsbury’s has a very high probability of success as measured with the help of SWOT analysis and assessing the keys to success and the critical factors. Sainsbury’s China – Market Development Sainsbury’s might opt for the Market development strategy by offering the supermarket business to the land of opportunities China. The move will be mad after the necessary PEST analysis has been done and company’s SWT has been assessed with Chinese perspective. Sainsbury’s – Strategic Corporate Development History: 1990 to 2004 Corporations are required to add value by mans of their business. The goal is to manage and control the businesses for a long term and sustainable success. The corporate level strategy deals with the choice of the business and the growth and development related to it. Sainsbury’s enjoyed the position of the leader in the UK supermarket industry up to the early 1990’s. It had sustained its image of a name trusted with quality and se rvice. British like old names with some history behind them. The company started to lose its grip in the early nineties due to a number of reasons. There was a change in management after the longtime CEO John David Sainsbury retired. He was replaced by David Sainsbury who bought about a change in the management style. Although the times were changing and some of the people in the management thought strongly about launching loyalty card schemes and also favored introduction of non-food items in the stores, both the options were rejected by the fresh management.

Americans Attitude towards Abortion Research Paper

Americans Attitude towards Abortion - Research Paper Example Therefore, more men do not support the women right to have abortion for whatever reason. From the graph provided below it can be seen that the higher the level of education the more people support abortion. Its now evident that the attitude towards abortion depends on the level of education. In a bid to find out whether the level of education affects the peoples' attitude regarding abortion, the null hypothesis may be stated as, the peoples' attitude to abortion depends on the level of education that they have i.e. The chi-square value of 31.08 is greater than 9.48773 from the chi-square distribution tables corresponding with 4 degrees of freedom and (0.05) confidence interval. The null hypothesis that states that there is a relationship between the level of education and attitude towards abortion is rejected. This implies that the attitude towards abortion depends on other factors but not the level of education. The horizontal axis shows the increasing status of employment, therefore from the chi test results it is evident that abortion support will depend on employment status, whereby the employed have higher abortion support than the unemployed. The study is about the attitude toward abortion. The study entails data from 1975 to 2000 for over 2,500 households and this data was retrieved from the General Social Survey. Data was also categorized in terms of gender, employment and education. The paper analysis the attitude toward abortion comparing men and women, education attainment and employment, The paper states and test hypothesis which include whether the general support of abortion in America, the other research question is whether more women than men support abortion. The paper also tends to analyze whether there is a relationship between education attainment and abortion and finally the final research question is whether there is a difference in the attitude toward abortion and employment status. Methods used to test the above hypothesis is the use of chi test, the chi square distribution table is used to test the hypothesis and this involves comparing the chi square value given the degree of freedom, whereby a decision is made by determining whether the calculated value is greater or less than the critical value from the table. Result show that the total number of people who support abortion have increased over the years and therefore it is expected that this number will increase in the future, the

Teaching methods - literacy and reading Essay Example | Topics and Well Written Essays - 500 words

Teaching methods - literacy and reading - Essay Example A child’s interest in literature is essential for sound cognitive learning. Children’s writing skills are much influenced by the time and attention of the parents and teachers they receive in this regard. They begin by drawing random lines without any formal sense of colors or shapes. These random lines reflect the child’s approach towards self expression which is quite unstructured owing to the child’s immaturity. A child’s writing skills are much influenced by the time he spends in viewing alphabets and his reflection. The writing skills can be polished by making the child copy a line of words written by his tutor as he sees them. This art of language is naturally acquired by children as they observe people talk around them. However, the case is not the same with 2nd language acquisition. It is much easier for a child to learn his mother tongue as compared to the 2nd language that requires formal guidance and assistance of teachers and parents. The process starts with speaking individual alphabets that are then joined to form words, though not too large in the start. Listening is one of the most fundamental senses that a child is born with. No effort is required on the part of his parents and teachers to polish a child listening skills provided that he is not naturally deaf. In fact, a child’s ability to speak is fundamentally related to his ability to listen. Again, the problem may arise in case of listening and comprehending 2nd language. Children polish their ability to comprehend 2nd language by listening to songs and movies in the 2nd language. Just like listening, viewing is also one of the fundamental senses that are gifted by the nature to every child. The child gets the basic sense of life and the world by viewing and comprehending his surroundings. Without viewing and listening skills, a child can not interact with or respond to his surroundings. No one teaches a child how to see, he

How Do We Create a Set of Priorities in Relation to Population and Assignment

How Do We Create a Set of Priorities in Relation to Population and Environment - Assignment Example It has got to do with the anticipated returns, the risk that becomes potentially faced and the timing of the returns (McMullin-Messier 34). To be able to create a set of priorities, one must have the ability to see what tasks are more vital at each moment and give such tasks more of their energy, time and attention. When one focuses his or her efforts on those top value activities, one can have meaningful and significant, long term consequences. Provision of healthcare should become a priority for all nations worldwide. This is because a great percentage of loss of life is as a result of either lack of or poor health care. This issue also gets surrounded by many political, institutional and environmental constraints. This influences decision making in the health care section because, during the process, there are numerous interest groups and weaknesses in democratic voting mechanisms. If health care does not become a priority, then many parties manipulate the decisions that pertain to the provision of health care and vary the quality of care distributed among the population. This may be extremely risky for a nation because if the population is not healthy then there is a reduction in production. Prioritizing healthcare will lead to better care, affordable care, and healthy people. This will improve health outcomes and increase the effectiveness of care for all populations (McMullin-Messier 89). More resources should be alloc ated to the healthcare sector in terms of money, manpower, machines, and researchers. More opportunities should also get provided for those that are interested to study medicine in order to avail more manpower for this sector. Environmental movements worldwide should also be prioritized because the key goal of such organizations improves the environment and maintain what is still good. They tackle environmental issues worldwide that deal with climate change, air pollution, water pollution, human encroachment, and deforestation.

Reconstruction as Argued Upon by Booker T. Washington Essay

Reconstruction as Argued Upon by Booker T. Washington - Essay Example According to Washington, reconstruction had a serious challenge in its attempt to establish freedom. In the modern era, the procedures of putting an end to war involved a simple method whereby representatives from the warring parties would sit together in a round table and discuss measures to take in order to achieve peace. This depended on things like intensity and duration of war and reasons for fighting thereby, settlements regarding peace would range form harsh to generous. In case of a harsh resolution, the assumption was that these parties would again meet in the battlefield. Regarding America’s civil war, resolution of such kind were impossible as people regarded the warring parties that is, the Union and the Confederacy as unequal. This is because Unions accused Confederacy of their right to exist as a separate nation (57). Having ended the Confederacy’s political independence claim, the Unions perceived that, no any other party that they could negotiate with an ything regarding peace. Therefore, they left it to the federal government to decide on how to treat the defeated Confederates. Washington points out that President Lincoln had proposed an end to civil war in the midst of it. Nevertheless, it worth noting that reconstruction began sometimes prior the war in 1860 when Crittenden Committee attempted to sort for comprise that would reverse the secession course. The committee proposed Constitutional amendments that guaranteed continuum of slavery in areas where it already existed. However, all these attempts were bound to bear no fruits in response to the prevailing mood in the South. Following victories in Gettysburg, Vicksburg, and Chattanooga, President Lincoln hoped that the Confederates would find it reasonable to join the Union if presented with generous terms. In December 1863, he presented an Amnesty and Reconstruction Proclamation stating that those states whose ten percent of their 1860 electorates would swear a loyalty oath to Union and accept to emancipation would get readmission. However, the Congress did not approve of Lincoln’s strategy and responded with a much harsher approach. As Washington puts across that, President Lincoln did not stop his idea of trying to treat the Southerners with generosity. In fact, his second Inaugural Address famously perceived for the inscription on Lincoln Memorial’s wall in Washington in which kind words without malice encouraged treatment with charity and firmness in the right. After Lee surrendered at Appomattox, he again, President Lincoln outlined his plan of generosity for reconstruction. Nonetheless, April 14, 1865 President Lincoln was shot in the head by John Wilkes Booth and died in the morning of the following day. Booth, an actor from Virginia blamed his action on egregious South’s defeat. With his assassination, hopes for a more lenient reconstruction suffered a fatal blow and brought a chilling effect on potential sympathy for the Sou th. With Lincoln dead, Vice President Andrew Johnson accessed the presidency seat according to the Constitution. Apparently, Johnson intended to carry forward generous reconstruction policies when he carried a distinct animus towards the Southern planting class who were rich. Johnson’

A marketing analysis of Procter & Gamble Research Paper

A marketing analysis of Procter & Gamble - Research Paper Example .. 6. Brand Management at P&G†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦... 7. Competition†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 8. Current Market Share†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 9. Individual Product Branding†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 10. Extending the Product Life Cycle of Existing Products†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 11. Summary/Conclusions†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚ ¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 12. Recommendations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 13. Personal Learning through the Study†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Works Cited Appendices A marketing analysis of Procter & Gamble 1. Purpose/Objective of Study The purpose of the research study is to examine the marketing prowess and strategies of the multi-national company Procter & Gamble (P&G), a business reporting $10.75 billion in net income in 2012. How Procter & Gamble is able to accomplish such significant revenues is likely attributable to not only the relevancy and sustainability of its products, but to its marketing prowess to gain consumer attention in multiple international and domestic markets. Th e objective of the study is to determine what aspects linked to marketing theory and practices contribute successfully to P&G’s capabilities to sustain its business longevity. 2. Executive Overview Research has identified that P&G is considerably competent in understanding how to market its products successfully to consumer segments with profit potential. Through a blend of psychographic segmentation and lifestyle-centric targeting and using quality-centric positioning tactics, the business is able to create a successful brand management strategy. Research has indicated that Procter & Gamble not only understands consumer behavior, but is able to translate this important knowledge successfully in its diverse portfolio of brands. Based on the findings, it is recommended that Procter & Gamble conduct further market research to gain a new perspective on the social condition for the contemporary buyer segments. 3. History and background of P&G Headquartered in Cincinnati, Ohio, Pr octer & Gamble was founded in 1837 by William Procter and James Gamble, a candle-making expert and soap producer in early America. By the time of the Civil War, P&G sales had topped $1 million. In today’s economy, adjusting for inflation between 1865 and 2012, this would be equivalent to $14.8 million (Friedman 1). During the Civil War, P&G was contracted to supply the Northern Army with much-needed candles and soap supplies, which provided P&G with much more visibility across the country. By 1911, Procter & Gamble could no longer sustain the high national demand for its products produced in Ohio, requiring development of new manufacturing and logistics centers across the country. Shortly thereafter, the business began producing Crisco which was a revolutionary food shortening product made from vegetable oil rather than the traditional method of using fats extracted from slaughtered animals. While P&G still continued to focus on household soap products, Procter & Gamble diver sified into foods production that drove much of its strategic focus through the 1970s. Procter & Gamble also began sponsoring radio programs with the advent of the consumer radio network, which coined the phrase

Doubt over Tunisian 'Martyr' who Triggered Revolution Article

Doubt over Tunisian 'Martyr' who Triggered Revolution - Article Example This research tells that a revolution process has always been bloody and it has kept the tradition in the Middle East too, especially Libya, where government-backed crimes have been gruesome enough to cross borders and become an international security concern. â€Å"According to an independent survey, civilians - including children - have been murdered, tortured and sexually assaulted†. The weaker majority, in all the Middle Eastern countries, has come under the wrath of unjust dictators, who had still not had enough of power. Security forces are killing the unarmed people upon the higher orders. The situation is of concern for the whole world and the concern is personified in Arab league’s economic threats to Libya. Revolution is in the air of Middle East now and a majority of public and youngsters are determined to stand against the stronger minority of governments. It is shocking to know that even in the 21st century; there are places like Tunisia where people would commit suicide because they are desperate to be heard and to be taken notice of. The centuries-old suppression is showing itself in full bloom throughout the Middle East yet the authorities are showing no justice whatsoever. The purpose is right and justified and people of Middle Eastern countries like, Libya and Tunisia, have every right to raise their voices but it will not happen without undue interruptions like Security forces crimes against the public in Libya and Total denial of justice to Mohammad Bouazizi. Damascus receives an economic embargo as a result of its unlawful killings of public and denial of democracy in the country. â€Å"The foreign minister of the country declares it a war against Damascus†. Damascus is trying to demonstrate a false image by showing public rallies in favor of the government through national media but the world is aware of this old trick. Whereas it has been an open show of intolerance in Syria, we see that in Tunisia individuals have be come prey to the undignified wrath of Ben-Ali.

Human Resourses Essay Example | Topics and Well Written Essays - 1000 words

Human Resourses - Essay Example Effective human resource policies should at enhancing job morale, reducing job turnover and increasing individual employee productivity (Patchen 67). Task one: human resource plans The strategic plans of human resource management are aimed at achieving increased employee morale, increased skills and compliance with the rules and regulations of the organization. The plans also aim at adhering with labor laws. Compliance with labor laws. The organization should ensure compliance with industrial labor laws on minimum wages, working hours, safety and occupational laws, pensions and other contractual obligations. There will be effective channels of communication where employees can forward their dissatisfaction with supervisors and other grievances. All the grievances will be arbitrated promptly and all employees will be accorded fair hearing in case of disciplinary proceedings (Lauby 61). Recruitment and interviewing. The organization should implement recruitment and selection practices which result to hiring the best talent. Accurate advertisements which contain the job descriptions and person specifications and other related information shall be placed within a reasonable time. Recruitment shall be fair and timely hiring shall be implemented. Well planned induction shall be offered to all new employees (Lauby 78). Compensation. Compensation shall include both monetary and non-monetary rewards. Compensation should be equitable between work groups and levels of management. Compensation shall be benchmarked to the market rates. Employee performance management. Individual goals shall be aligned to overall organizational goals and objectives. Regular performance appraisals shall be conducted and timely feedback disseminated to all employees. Training and development. Mentoring and coaching shall be offered to all employees. Training shall be aligned with individual goals and organizational needs. Skills audit shall be conducted regularly to identify training needs. Su ccession planning and continuity shall be ensured. Conformity with legal provisions (Lauby 97). The organization shall diversity, privacy, equal opportunity and freedom of information in human resource practices. Discrimination shall be prohibited. Task two: questionnaire The questionnaire will use a rating scale of one to five as follows: (1) strongly agree, (2) agree, (3) neither agree or disagree, (4) disagree and (5) strongly disagree. The list of questions which employees at all levels will be expected to respond to is as follows. 1) Are proud to work for the company? 2) Are you free to express your fear and dissatisfaction in your work? 3) Is your immediate supervisor competent in human relations? 4) Do you feel that you are able to work for the company as long as you do a good job? 5) Does the company offer salary levels which compare with others in the industry? 6) Does your compensation match your skills, roles and responsibilities? 7) Do you receive immediate feedback on y our personal accomplishments and achievements? 8) Is your immediate supervisor concerned with the quality of services you offer? 9) Do you feel the company has adequate health and safety standards in your

Understanding Three Psalms of the Old Testament Essay Example for Free

Understanding Three Psalms of the Old Testament Essay Psalm 78 and Psalm 89 are both referred to as â€Å"maskils. † According to Gordon Churchyard (2004), a maskil may be the name given to verses that teach their readers something of value. The Book of Psalms published by the International Bible Society in the United States, however, explains the word â€Å"maskil† as a literary or musical term (Psalm 78, 1984). The fact remains, though, that every psalm of the Old Testament is unique as a teaching tool of religion. Although neither Psalm 78 nor Psalm 89 have been written by David, and Bible commentators guess that Psalm 132 might have been written by Solomon, the regal heir of King David, all three psalms have an extraordinary message to convey to the believer who may be reminded of the duties of man toward God, and the latter’s promises made to man, through these psalms (Churchyard). Psalm 78 is said to have been written 720 years before the holy birth of Jesus Christ (Churchyard). This maskil of Asaph is a story about the Children of Israel from their experience of slavery under the mighty pharaoh of Egypt until their time under King David, the opposite of the pharaoh in God’s perspective. This psalm is a reminder to the Children of Israel that the God who saved them from the clutches of slavery is ever prepared to rescue them from all troubles, provided that their hearts are loyal to Him, and their spirits are faithful to Him. In the beginning of the psalm, Asaph relates that this reminder is most important for the future generations of Israel, who are expected to be more loyal and faithful to God than were their forefathers. As a matter of fact, their forefathers had proved to be quite disobedient to God. Despite the fact that He showed them miracle after miracle especially at the time of Moses, who was the chosen one of God to lead the Children of Israel out of the clutches of slavery, the Children of Israel expressed doubts in their beliefs about the faithful love of God. Whereas He continued to UNDERSTANDING THREE PSALMS OF THE OLD TESTAMENT Page # 2 shower His blessings upon them, they refused to believe in Him with the absolute faithfulness that should have appeared to them as a necessity given the extraordinary miracles they were being made to witness (Psalm 78). The Children of Israel kept on doubting the love and faithfulness of God even though He had, among other things, punished their enemies by turning their water into blood, and had helped out the Children of Israel in the desert by letting springs flow out of a rock. â€Å"In spite of all this, they kept on sinning;† reads the psalm, â€Å"in spite of His wonders, they did not believe. † The psalm reminds the reader that the consequences of unbelief could be fatal: â€Å"So He ended their days in futility/ and their years in terror. † The Children of Israel had also turned to idol worship despite the physical evidence of God’s care for them. So, God took revenge because He is a jealous God (Psalm 78). Psalm 78 also reminds the reader of the mercy of God when it reads: â€Å"Time after time He restrained His anger/ and did not stir up His full wrath. / He remembered that they were but flesh/ a passing breeze that does not return. † Even though God could have eradicated everybody who showed unfaithfulness to Him, He decided not to do so, seeing as the Children of Israel were not a threat to Him. Moreover, it can be understood from the psalm that God wanted the future generations of Israel to benefit from the teachings and miracles of the earlier generations. Thus, He replaced the pharaoh’s leadership over Israel with David’s godly leadership, once again, as a mercy to Israel. Psalm 78, therefore, ends on a hopeful note: â€Å"And David shepherded them with integrity of heart/ with skillful hands he led them† (Psalm 78). UNDERSTANDING THREE PSALMS OF THE OLD TESTAMENT Page # 3 Psalm 89 also brings King David to mind when the writer of the maskil reminds God of the covenant He had made with His servant, David. Bible commentators believe that this maskil was composed by three different people in three separate periods of time (Churchyard). All the same, the psalm serves as a teaching instrument of religion explaining that it is not God who breaks His promises, but man who refuses to keep His commands time after time (Psalm 89, 1984). God had promised David that He would take special care of His servant as well as his descendants who kept the law of the Lord. Thus, the psalm glorifies God for His covenant, and expresses that the only fortunate people are those that know how to glorify God. Besides, the heavens and everything on earth glorifies the Lord, and the angels too are busy praising Him. Everything is obedient to God. It is only man that has been given the right to oppose God’s law and commandments. Hence, one of the descendants of David, the â€Å"anointed one,† is being ridiculed by his enemies apparently because he has violated the decrees of God. Although the psalm does not provide any information about why the â€Å"anointed one† is being punished, it can be inferred that God is not quickly coming to his rescue because the man has disobeyed the Lord. After all, God had spoken about David: â€Å"If his sons forsake my law/ and do not follow my statutes,/ if they violate my decrees/ and fail to keep my commands,/ I will punish their sin with the rod,/ their iniquity with flogging†¦. (Psalm 89)† God remains faithful to His promise. He would not punish a descendent of David without a genuine reason. God is fair, which is the reason why the psalmist appeals to God toward the end of the maskil with a desperation that may only be reduced or eliminated by the loving mercy of UNDERSTANDING THREE PSALMS OF THE OLD TESTAMENT Page # 4 the Lord. Before praising God and ending the psalm with His praise, the psalmist once again reminds God about the faithfulness He showed toward His servant, David. He also refers to God’s â€Å"great former love† for David. Still, it is expected that God would not go against His promise made to David, which included punishment for his descendants that disobeyed the Lord. The psalmist insists, however, on being forgiven once and for all because he finds that God’s punishments are truly unbearable: â€Å"How long, O Lord? Will you hide yourself forever? / How long will your wrath burn like fire? / Remember how fleeting is my life. / For what futility you have created all men! † The psalmist continues to remind God about his condition despite the fact that God is all-knowing at all times: â€Å"Remember, Lord, how your servant has been mocked,/ how I bear in my heart the taunts of all the nations,/ the taunts with which your enemies have mocked, O Lord,/ with which they have mocked every step of your anointed one† (Psalm 89). Psalm 89 ends with praise of God, informing the reader that the â€Å"anointed one† with his complaints and desperate pleas nevertheless understands that God must be praised despite the pain that the â€Å"anointed one† is suffering from. In other words, God punishes for a wise reason, and even if man does not fully understand his flaws it is important for him to praise God before He answers the prayers of the suffering man. God cannot be blamed for suffering. Rather, man must learn to glorify Him despite the suffering, and thereby open the channel of communication with God who is expected to sooner or later deliver the believer from suffering (Psalm 89). This is, indeed, the most important teaching of this psalm. Psalm 132 also acts as a reminder of the covenant that God made with His servant, David: â€Å"One of your own descendants/ I will place on your throne / if your sons keep my covenant/ UNDERSTANDING THREE PSALMS OF THE OLD TESTAMENT Page # 5 and the statutes I will teach them,/ then their sons will sit/ on your throne for ever and ever. † Another point of similarity between Psalm 89 and Psalm 132 is that both act as pleas for God’s mercy for the sake of David. Thus, Psalm 132 reads: â€Å"For the sake of David your servant,/ do not reject your anointed one. † Yet, this psalm does not offer any complaints or desperate pleas unto God. Rather, this is the â€Å"song of ascents† or the â€Å"song of climbing† that mostly serves to remind the reader of the special importance of Zion and of Israel as a whole in God’s plan (Psalm 132, 1984; Churchyard). The song of ascents discusses the temple of God that David had been planning to build, but which was only completed in Solomon’s time. More than four hundred years after Solomon, Ezra and Nehemiah rebuilt the temple of God, which is why Bible commentators believe that this psalm may have been written by Nehemiah or Ezra if not by Solomon (Churchyard). In any case, the psalm identifies Zion as the dwelling place of the God of Israel, a place of ultimate bliss on earth where abundance would replace poverty and the enemies of God would be crushed â€Å"with shame†. The psalmist agrees that the temple of God and Zion are the places where God must be sincerely worshipped. He invites God to His own dwelling place. Moreover, he prays for the sincere ones of God, His priests and His saints, who would all worship the Lord together in His dwelling place (Psalm 132). Although Psalm 132 does not make a complaint, the fact that it starts out with the remembrance of David, â€Å"O Lord, remember David/ and all the hardships he endured,† allows the reader to infer that David is acting as a spiritual intercessor of his people just as the Messiah is for the Christians. The song of ascents is essentially a song of worship, a reminder to God that UNDERSTANDING THREE PSALMS OF THE OLD TESTAMENT Page # 6 His people remember how to praise and worship Him. Furthermore, His people would like Him to answer their needs with the mention of one of His favorite chosen ones, David (Psalm 132). Thus, all three psalms serve their unique purposes: Psalm 78 as a reminder about the importance of faithfulness and obedience to God; Psalm 89 as a desperate plea made to God with His praise; and Psalm 132 as a reminder to God that His people remember how to worship Him, and still seek His special mercy that was previously shown to David. References Churchyard, Gordon. (2004). â€Å"Free Bible Commentary on Psalm 78, Psalm 89, Psalm 132 in Simple English. † Easy English. Available at http://www. easyenglish. info/. (22 April 2007). 2. â€Å"Psalm 78. † (1984). The Book of Psalms. Colorado Springs, CO: International Bible Society, p. 70-73. 3. â€Å"Psalm 89. † (1984). The Book of Psalms. Colorado Springs, CO: International Bible Society, p. 81-83. 4. â€Å"Psalm 132. † (1984). The Book of Psalms. Colorado Springs, CO: International Bible Society, p. 123-124.

Different Cultures Residing In Close Proximity Cultural Studies Essay

Different Cultures Residing In Close Proximity Cultural Studies Essay This report of cross cultural management on the analysis of different cultures residing in close proximity will discuss the differences and similarities individuals share belonging to different cultures and ethnicity. It also highlights the facts about different cultures and the similarities which caused some troubles or helped during the entire course of PALS. We spent quite a time during this complete course of PALS and experienced a lot of different incidents due to which we concluded lot of information about Pakistani culture as well as the fact that managing diversity in culture while working on any thing is difficult and requires expertise. We had two major ethnicities in our group, Pakistani and Chinese. There were few similarities and little dissimilarity in both the cultures. If discussed with reference to the cross cultural theory of Fons Trompenaars. With the five basic dimensions of the cultural model which depicts the way human beings deal with one another, the differences of Pakistani and Chinese culture we encountered will be discussed. Personal Experience In the entire time during our PALS course, we had different conflicts with each other which we had to sort out but one thing that we all noticed was that all of us were comfortable in working as a team, though in the start the females took time in trusting on Shakoor and myself but once they were comfortable, we made a nice group which actually showed that all of us were used to of being a part of some team, group or a family. We behaved properly and tried to even subjugate our own feelings for the sake of harmony among the group members, especially the girls were peace makers. They most of the time used to communicate in a certain way that it never looked as if they disagree over something it always used to be something like you are absolutely right, we should think about it and later on a better time they used to present their own ideas which maintained the accord of the whole group and it felt like a family of five (5) members. Cross Cultural Theory Individualism vs. Collectivism Individualism refers to the way of living which characterises people with their self as most important; it focuses on I most rather than on We whereas Collectivism refers to the way where the actions are based for the betterment of the whole group, team or community (Arrindell, Hatzichristou, Wensink, Rosenberg, Twillert,, Stedema, Meijer 1997). It was concluded from the above stated example that Chinese and Pakistani, both the cultures are collectivists. One Pakistani though but it was enough to conclude that he was more interested in group work, team and association with a certain group rather than working alone and getting credit for that. Part 2 Focus on Self I being the leader of the group had to intervene and interfere in every matter of the group. The major feelings that I experienced during the whole session of PALS were very nice, it was a very nice experience overall, though with a little up and down. Being a part of majority Chinese based group I did not encounter much difficulty in the communication and interaction in the group yet I felt that when two persons belonging to a culture with high context communication, it becomes a little difficult to judge which way to go. Personal Diary Shakoor, the Pakistani male and I myself were discussing about the Activity related to the implications of differences in cultures in the business management of any organization. During the whole discussion I observed that he never disagreed with me directly, wherever he might have had felt the need of disagreement he fell quiet and said something like it is your opinion and I respect that I observed that his way of communicating was high context based. It had two meanings and a person like me belonging to the same type of culture with high context communication was able to understand his way of avoiding any feud between the members. Therefore he always had an indirect way of interacting. Cross Cultural Theory Applied; High vs. Low Context The famous theory of High vs. Low Context Cultures explains that different cultures have different styles of communication. These can be categorized on the basis of the type of culture, it can be high context and it can be low context. In high context cultures, the real meaning of the statement is hidden and embedded somewhere deep and is not clearly stated or written openly that everyone can understand it. People belonging to low context cultures face difficulty while interacting with the high context cultures (Hall Hall 1990). Low Context cultures are those where interaction and communication style is straight forward and simple. Whatever is said is meant in the same way, no double meanings can be applied to low context culture based communication (Kim, Pan Park 1998). The effects of PALS on My Personality The PALS group was supposed to work in harmony and with coordination, one thing which I lacked before entering in to it. I being a dominant person in nature had to listen to everybody and then decide what to do, this made me realize that working in a team and group is far better than working alone because we used to have lots of ideas at one place and then we used to incorporate them in a unique way of our own with mutual consent of everybody. I learnt to work in a team. Part 3 Focus on Other Individuals PALS was targeted towards learning the differences and the similarities of different cultures and to learn the best ways to deal with these differences and cash them for the benefit of the community and if working in an organization then for organizational goals. Personal Diary Once we all members were sitting and were chatting, nothing related to the studies or the PALS, it was then that Li Ran asked every one of us to join her on dinner. We all accepted it except for Shakoor, the Pakistani male; he apologized and said some other time. In our Chinese culture it is taken as an insult if somebody invites you on dinner and one refuses it. But Li Ran did not take it in the same way taken in our culture; she accepted the decline of Shakoor and continued with the discussion in the same pace as it was before Shakoors refusal. I came to the conclusion that Li Ran understood the fact that in Pakistani culture one is free without any obligations of courtesy to refuse and decline any ones invitation to dine together, just with a mere apology. Effects on Each Other Many different incidents took place during PALS which were noteworthy and due to which all the members of the group came to certain rules and the over all harmony of the group was maintained, like at times there was a conflict about the gender biasness from Shakoor, the Pakistani male; he used to be of the favour during discussions and even in the distribution of tasks which depicted that he belongs to a masculine dominant culture, but regardless of that, after some time he became accustomed to the fact that in Chinese culture, gender discrimination is not encouraged, and men and women are dealt at equality. This difference was balanced by both the cultural representatives with mutual understanding and thus the group was based on equality. Cross Cultural Theory Applied Egalitarianism Egalitarianism refers to the belief that explains that everyone is equal; no discrimination should be done on the basis of gender, cast, creed, or ethnicity. It favours the equal free chance to every one (Putterman. L, John. E. R, and Joaquim. S. 1988). Murray N. R. (1970) says that a free market should have liberty for everyone of a fair chance. It should not pose any restrictions on the basis of gender. It was thus concluded that to work in a group or for any betterment of the community or an organization, it is necessary to neglect the factor of gender, cast and creed. Part 4 Focus on Interactions In the PALS course, it was majorly focussed on the interactions and lessening the communication gaps between the members belonging to the different culture and backgrounds. It was so scheduled in the basic course outline that we had to interact and come close to each other in order to reach to certain decisions about the projects, assignments and simultaneously get to know each other. Personal diary I observed that in the start of PALS, the group members were distant from each other, the females became acquainted with each other, but shakoor and I myself were still strangers to the rest of the group. it was shakoor, the Pakistani male; who broke this ice wall and started a proper introduction in a very friendly way, and because of his initiative we got to know each other. It urged me to get to the depth of the fact and I realized that we Chinese are slow and a little reserve with people we dont know and we take quite a time in socializing with people. On the other hand Pakistani culture definitely must be easy in socializing because Shakoor who belonged to Pakistan was at ease in interacting with us, he asked us personal questions as well which according to our Chinese culture were taken as very informal and something to be asked from people you know for years. Another thing which I noticed was that all of us used to use our body language and facial expressions a lot. It was our non verbal communication that established such a relationship among all the members that we never felt a need for disagreement overtly, our facial and body language was enough for that and thus it never came in between us and formed any basis for conflicts in negotiation. Cross Cultural Theory Applied Cultural Influences on Nonverbal Behaviour; Regulators Regulators are the gestures and behaviours that regulate the communication among people in a continuous flow without any hurdle. It is said that regulators are the control factors in interacts and communications (Ekman Friesen, 1969). Thus it was easy to interact in PALS group because of the non verbal communication which all of us were accustomed and attuned to. It did not cause any trouble while discussing and negotiating over something. Part 5 Focus on Cultural Diversity As four (4) out of five (5) of our members of group belonged to china, it was not difficult for me, even as a leader to adjust and control the group. only one person Shakoor was from Pakistani culture. So if discussed from Pakistani and Chinese cultural differences, it can be easily said that there are similarities more as compared to the differences. We came to certain conclusions together as well like both the cultures are high context based, both are family and group oriented, both are good negotiators etc. Personal Diary Once, all of the members of our group went to market. We had to buy few things for our daily use, girls went their way and both I and Shakoor, the Pakistani male went our own separate ways. During my shopping I liked one shirt when I enquired about the price of the shirt I felt it was expensive, I started negotiating on the price and finally settled on the price which was under by budget and the shop keeper was happy too. When all of us friends met for lunch after the shopping and started showing our buying, Shakoor had bought the same shirt I had bought, when I asked about the price thinking that he must have paid higher price for it then I bought on, I was shocked to learn that he had bought on exactly the same price I bought on. I realized then that even Pakistani people are good at negotiating the prices and price factors are important to them in the same way as it is important for us Chinese. Question 2 PALS Group as an Cross Cultural Team If the members of the PALS group were working as a team in an organization, it will have some benefits and some difficulty. Organizations are different from learning institutions, therefore working in organizations on strategies will be different from working on activities and assignments for educational institutes. Cross cultural teams can be managed and trained according to the needs and targets of an organization. There can be many ways to do that like Improving Common Characteristics for effectiveness Improving common characteristics among diverse cultural representatives means that whatever characteristics are common to all (in this cane both) the cultures should be developed in such a way as to target it for the benefit of the organization. For example both Chinese and Pakistani cultures have people with good negotiating skills; it can be so designed that the cross cultural team comprising Chinese and Pakistani could make a nice strategic negotiating team which can be utilized at the time of strategic alliances and bidding negotiations as well as at price settlements. Intercultural Assessment and training Programs We encountered moments in our PALS course where we had to adapt and adjust to the Pakistani culture as well knowing the fact that it is not common in our Chinese Culture, I would come to the conclusion that if same policy is adopted while working in an organization, that is accepting and adjusting to the norms and values and practices of people belonging to other cultures can create a very strong team which in turn will be good for the Companys target and aim. Training programs can be arranged for the team members creating such situations in which it is bound for them to choose the option of way of other cultures and so become accustomed to it. Common Language One of the most important factors that form a basis of successful team is common language that is medium of interaction and communication. If a team with members especially belonging to different cultures have to work together for a common goal should have one common language as well, which in our case was English (Barbara, 2001). One of our members, would not declare the name here, had week English, due to which that person was unable to participate equally in the discussions as others did. This never created any difficulty for us because we had Chinese too as our common language but yet in any organization it could have created troubles during interactions. Dealings with immigrants As Shakoor, Pakistani male is an immigrant, so dealings with an immigrant are different. We four people had one common language, Chinese but he was not aware of Chinese Language so we in the start used to use Chinese language as our common language and he used to feel like an outsider but then suddenly we realized that he was the one to break the ice among we members and then we started using English as our common medium of interaction. Shakoor then was comfortable among us. So if dealing with an immigrant in an organization one must be careful in the language and the words he uses, should be known to everyone belonging to that team.

The Maesks Lines Philosophy

The Maesks Lines Philosophy The Maesrsk Line Company is the global containerized division of the A.P. Moller. The company delivers its services across the world through ocean transportation services. They built their vision and their mission from a strong constant care, heritage of uprightness, and innovation, and this vision has made a path for their business operations since Maersk lines first vessel sailed in 1904. The focus and commitment to this vision made them able to expand the business and become largest ocean carrier of the world. And they are constantly recognized as the most reliable container shipping company. A.P. Moller Maersk Group headquarters at the waterfront in Copenhagen, Denmark The fleet of the maersk line is consist of more than 600 vessels and the total number of containers is more than 3,800,000 TEU*. This shows a comprehensive and reliable coverage worldwide. Maesks Lines Philosophy: We share the same values and principles of business with the maesks line group to be a known, highly respected and world-class group. The founder Mr. A.P. Moller wrote Loss should not hit us, and constant care is needed for it. These words are highly followed and having deep meaning at the company. Word constant care is highly focused on the safety and good health of the employees and others in the industry and environment around them. Our Values: The core values of the Maersk line group are the demonstration n of constant care, regard for our employees, humbleness and uprightness and the protection of the name of the company. The success lies in the fulfillment of these values while carrying out the business. Our business principles: The maersk fundamental business principles is comprises of how do we conduct our business, these principles are applicable on national as well as international legislation. Environment: Our constant care also revolves around the protection of environment. We maximize the use of the resources and handle the waste. The policy regarding environmental protection is we focus on the protection of the environment and environmental consideration is our first priority in conducting our business. Our mission: We provide opportunities in global commerce. Company facts and information: Maersk Line is the leading container shipping company all over the world. It has more than 600 vessels and more than 3, 800, 0000 (a container is 20 feet long). It shows the comprehensive and reliable coverage all over the world. http://www.maerskline.com/globalimage/?path=/media_room/company001 What is container shipping? Containerization, it is large and worldwide system of intermodal cargo transport by using standardized containers. This can be sealed and reloaded onto container ships, trucks and planes, railroad cars. Before the containers were introduced, it was time consuming and expensive to handle the cargo for sea transportation. The containers have brought change in that and it made transport easier and affordable than ever before. All the types of commodities and the type of goods can be carried and loaded in the box; as a result the modernized container shipping has changed the ways of transportation around the world and played a vital role in globalization. Sustainability: Since it is a biggest shipping line in the world, Maersk Line plays a vital role in facilitating efficient and reliable supply chains for many companies. It is recognized that the position of maersk line as an enabler of global trade have brought great opportunities. Global trade of manufactured goods has increased over 100 times, from 95 billion USD to 12 trillion in the last 5 decades. Today 90% of global trade is done through ocean transport and containerization have played very important role in this development. Awards and Recognition: Maersk Line wins Shipping Company of the Year award in the Middle East (14 December 2012) Maersk Line takes home two Global Freight Awards (26 November 2012) Maersk Line wins Lloyds List Environment Award for the Middle East and Indian Subcontinent (19 October 2012) Maersk Line wins Clean Excellence Award (25 September 2012) Maersk Line wins Social Media Campaign of the Year Award (17 September 2012) Maersk Line wins 2012 Best Global Shipping Line Award (7 June 2012) Maersk Lines à gnes Hernà ¡d wins Best Young Manager of the Year (20 February 2012) Maersk Line Wins Shipping Line of the Year Award (1 December 2011) Maersk Line wins two awards at AFSCA 2011 Maersk wins European Business Award 2010 Maersk Line Best Global Shipping Line, Best Shipping Line for Asia-Europe, and Best Green Service Provider Shipping Line 2009. Maersk Line awarded Container Shipping Line of the Year 2007 Maersk Line wins Best Global Shipping Line 2006 Maersk Sealand named Best global shipping line 2005 HR Processes: i. Recruitment and selection at Maersk Line: Maersk Line strictly follows the Equal employment opportunity Law while hiring candidates for a particular department. They make sure no discrimination take place throughout the procedure of hiring an employee. The advantage of strictly following such law is that Maersk Line never faces any problem pertaining to legal complexities and law suits regarding the hiring of candidates. The recruitment process starts with the submission of online application by a candidate and a confirmation pop-up appears on the screen. A reply will be sent within few days so that the applications can be reviewed carefully. Applications are reviewed on the basis of some standard tools so that company can make it sure that a candidate is eligible for giving interviews. The mediums of recruitment which they prefer are: Employment Agencies: These agencies make links between the employers and employees. Internet: The advertisements on different job websites, which capture the a huge pool of candidates who can apply to get the job they are capable for. Social media can be a great source for discovering passive candidates those who are employed but open to changing jobs for the right opportunity who represent nearly half of all currently employed talent. Because the desired opportunities rarely exist on job boards, and job seekers are participating in communities all over the web With the advent of social media, companies have more information than ever on job candidates, and the process of evaluating those candidates can be lengthy. In the past, companies tried to determine candidate fit through their rà ©sumà ©s. Today, employers perform web searches on candidates, learn more about them from social media, and examine their work samples.. Social media is like a goldmine of information. In the future, it will not only emerge as a strong source for hiring but also serve to enhance the employer brand, says SY Siddiqui, chief operating officer administration (HR, finance, IT, company law and legal, Maruti Suzuki India. Social media enables employees and employers to connect and communicate in a more cohesive manner. Recruiting through social networking websites is more cost-effective compared to traditional forms of hiring that include placement consultants, posting advertisements in different forms of media and participation in job fairs Employee Referrals Its an internal recruiting method which identifies their potential candidates from the existing workforces social networks. This scheme encourages existing employees to choose the suitable candidate for a particular job from their social networks. A referral bonus is given to referring employee as a reward. It is the most efficient and cost effective method for recruitment. Announcement on the official website They announce the new jobs on their official website i.e. www.maerskline.com. Website has the particular portion of vacancies and the whole process of how to apply is mentioned. Evaluation of internal labor supply When evaluating an employee for a periodic review, a raise, or a promotion, we need to have a checklist to measurable performance, this applied consistently to all members of our department. ATTENDANCE: We check the employees attendance, and we check either employee had a negative impact on the departments productivity or morale? Also we check if the employees attendance has been exemplary? ATTITUDE / COOPERATION: We evaluate what is the employees attitude towards department, towards company and towards the work in general? Is he or she feels pleasure or unpleasant to work? Is the employee reasonably flexible when asked to perform a job function outside his or her normal duties, or to work outside his or her normal hours for a special project? COMMUNICATION SKILLS: We check does the employee have the ability to adequately communicate with managers or with customers? Have there been any issues created or solved due to the employees communication skills? FOCUS: Is the employee able to maintain focus on the task assigned to him or her? IMPROVEMENT FROM PREVIOUS EVALUATION: We see if the employee moves towards improvement from the previous performance evaluation? INTEGRITY: We strictly monitor the employees ethical behavior in the workplace? Does he or she respect the privacy of other employees and of customers? DEADLINES: Is the employee able to consistently meet productivity requirements and project deadlines? QUALITY OF WORK: We take a record of feedbacks given by the customers regarding the quality of employees work? RELIABILITY: We also identify employees who are reliable in especially bad situations? We check the level of competency and dependability. MANAGING STRESS:- How does the employee deal with changes in the work environment? and how does the employee interact with other members of the department when tensions are high? PERFORMANCE LEVELS Needs Improvement :- In this case employee has not fully met the requirements of the job or is not able to perform in a way that the job duties required. Here employee needs additional training or practice to meet standards. Meets Standards In this case employee faces no difficulty applying the technical knowledge requirements of the position. Exceeds Standards Here employee often exceeds standards in some aspects of the job and consistently meets standards in all remaining aspects. They prefer Internal Labor Supply over External: Those positions which are at higher levels and become vacant due to transfers, deaths, demotions and promotions, are filled by the internal employees who are already familiar with the required managerial roles and responsibilities of those positions. These positions are then posted on the notice boards throughout the PSO offices and are also posted on a software device that is displayed on almost every computer desktop at PSO offices. The interested employees are screened, interviewed and positioned. The criteria of selecting the internal employee depend on requirements of the qualification, age and experience recommended by the line manager ii. Selecting and interviewing Process: Selection process: Advertise Test 1st Interview 2nd Interview HIRE There is a predetermined criterion for hiring of candidates, which includes Logical and personality Test It is the standardized instruments of testing individuals character of psychological makeup. It also reveals the aspects of how logical the candidate is. These tests play an important role in making the selection process easier. Behavioral Interviews These interviews discover the behavior of an interviewee. It reveals that how an interviewee acted in particular situation faced in the past. And it will predict that how he or she will act in the future. In traditional interviews there is a series of question asked, that has the straight forward answers Like what challenges did you face? How did u handle them? Or what are your strengths and weaknesses?But in the behavioral interviews questions are more pointed and more specific than questions in the traditional interview. Like describe any example of a goal reached by you and how did you achieved it? or how did you work effectively when you were under pressure? In order to get selected, candidates must fulfill the criteria they are tested upon. English grammar English Comprehension Basic Mathematics Identification of Resources required in particular Department: Need Analysis Departmental Goals Organizational Goals Interviewing Process: Two structured interviews are generally conducted of a candidate at Maersk Line. The first interview is conducted by Human Resources which are focused on the candidates personal skills and capabilities. They use online or hard copy assessment tools to try to form an objective picture of candidates personal characteristics and logical capabilities and a feedback is provided as a part of the process. The second interview is normally conducted by the hiring manager who makes the final hiring decisions and focuses on the specific qualities and skills which are required for the particular job. The whole recruitment process usually takes 4 to 6 weeks; it could be vary depending on the locations. iii. Orientation and Trainings: Training and development is a continuous process, and is designed to bring about a change in attitude of employees with respect to the job they are doing, the people around them, the new procedures, the new techniques and skills that they can use. It is also to make them more conscious of their responsibilities and how to perform them effectively. Therefore, all training is planned and coordinated in a systematic manner by the company, in term so identifying following needs and the skills required in the company. The training and skill development efforts are not confined to a formal class room course but extended in all directions, hence, helping to improve the productivity of employees by imparting useful knowledge and training in the areas, which are neglected, and to add up to the most of their strengths. The growth of the employees is not only a short term vision of enhancing inputs through skills based on training but also an effort for the long term development of employees by education and planned management development inputs. Types of Training at Maersk Line: Orientation Program: Newly inducted employees are given a short orientation course to familiarize them with the company, organizational functions, activities, policies, procedures and programs. This type of training program may be arranged on individual basis or group class room training, depending on number of participants available. The duration and contents of the course is determined to meet the needs of individual concerned in consultation with respective departmental heads. Depending on the type of job, newly hired employees, as well as the promotes assigned to new field of activities, are given on the job training for a period ranging from one week to four weeks, as may be deemed necessary. They make sure that people are empowered to do their job well Indoor simulators: Job knowledge is an essential part of everyones responsibility in any position. Since technology, methodology, processes are changing at a fast pace, it is imperative that employees should learn new skills and techniques through specialized and technical courses organized within the company. Seminars and constructive discussion groups: Seminars are conducted to spread the awareness regarding different programs plus it provides a platform for the employer and the employees to socialize. Group case studies play an important role in a constructive discussion between the employees. Practical exposure and experiences: As a trainee in their company an employee will be given a responsibility from day 1 and will be provided with a proper toolkit enabling him to experience a real job. The Maersk group runs a trainee program which provides opportunities to get solid and a broad shipping knowledge. The applicants will be the part of business represented in many countries they are looking for energetic, passionate about shipping and eager to learn individuals who can apply as a Chartering or Operation Trainee in this program. Chartering Trainee: as a chartering trainee, he or she will be responsible for fixing the vessels and cargos. You are to ensure that the vessels sail with the right cargo. Operation Trainee: As an operation trainee employee will be responsible to make sure that the operations of vessels are efficient and safe. And will have to perform following tasks. Issuing voyage instructions Appointing agents Planning bunkering Market voyage analysis Handling insurance and legal matters The trainee will have a broad network of stakeholders including agents, ship managers, port captains and charters. iv. Performance Management: To maintain a sustainable Performance of an employee, Maersk Human resource management measures some of the main factors which has a high impact on employees performances. Work output Personal Competency Goals achieved Performance appraisal Methods at Maersk Line: HR managers should be very careful while selecting methodology used to measure performance of an individual. Maersk Line uses the following methods. MBO Each employee is assign with the specific tasks and goals, and then the progress of those goals is reviewed periodically. Goal setting is done by mainly focusing on the Organizational goals. Secondly the departmental goals are assigned to different departments working in the company, then these goals are discussed with the employees and employees get to know what is expected from them, which defines their individual goals. Finally the progress of these goals is reviewed and employees receive feedbacks. Paired ranking method Ranking employees by making a chart of all possible pairs of the employees for each trait and indicating which one is the better employee of the pair. Forced distribution method Similar to grading on curve; predetermined percentages of rates are placed in various performance categories. Example: 15% high performers 20% high-average performers 30% average performers 20% low-average performers 15% low performers Goals achieved The process starts when HR throws performance appraisal forms to different departments. This appraisal form has two sides: Employee Development Report-1 (EDR1) Employee Development Report-2 (EDR2) EDR-1 In EDR1 employee he identifies the Key Performance Indicators (KPIs), the employees themselves set the objectives and targets for the following year. EDR-2 In EDR2 it is the line manager who rates the employee performance by quoting significant performance achievements and deficiencies for the past year. He indicates what development and training will employee need in the future according to the highlighted areas in the current year. When both of them end up the negotiation then the appraisal form is sent to HR department for further follow up of the respective training or development arrangements. This way the Performance appraisal system reaches to end. These performance appraisal methods are very useful in order to maintain competition and for employees to focus on Key performance indicators (KPIs). And the results extracted from these methods become the basis of promotion, rewards, incentives, bonuses, or layoff and punishment for an employee. Compensation Benefits: Since the Maersk line is very careful in maintaining the equality among their employees, they never face any equity issue. The wages and salaries are set on the basis of employees Education Experience Market conditions Human capabilities The pay raise is given to an employee on the yearly basis. Maersk line negotiate the salary with a candidate on his own terms and conditions only when the job is highly skilled, when company wants to retain its loyal employee and when an employee is an exceptional performer. v. Career Development at Maersk Line: Maersk line is highly involved in investment in training and education. Over the years A.P. Moller maersk group has its own training system which is implemented over the years and constantly updated. And it is directed towards meeting the global and international organizations particular requirement. Their experience shows that the employee cannot be evaluated solely on the basis of written applications and the examination results. It is essential that the personal impression of the individual behind the papers should be evaluated. Everybody who is formally eligible and has the qualification required for the certain position, can expect to be invited for the interview with Human Resource Department at Maersk line. Maersk Line believes that career development is one of the most important steps in maintaining organizational performance. Maersk Line always helps its employees to build their career and achieve their personal goals by giving their best. And contribution which is made by the company is: Job enlargement Job enlargement is a job design technique wherein there is an increase in the number of tasks associated with a certain job. In other words, it means increasing the scope of ones duties and responsibilities. The increase in scope is quantitative in nature and not qualitative and at the same level. Task related training is not required much since the person is already aware of the same or doing it for some time. Benefits of Job Enlargement The following are the major benefits of Job enlargement Increased Work Flexibility: There is an addition to the number of tasks an individual performs. There is thus an increased scope of carrying out tasks that are versatile and yet very similar in certain aspects. No Skills Training Required: Since the individual has already been performing the task in the past, there is no great requirement for imparting of new skills. However people and time management interventions may be required. The job thus gets more motivational for the one performing it. Job Rotation Job Rotation is a management approach where employees are shifted between two or more assignments or jobs at regular intervals of time in order to expose them to all verticals of an organization. It is a pre-planned approach with an objective to test the employee skills and competencies in order to place him or her at the right place. In Maersk line we offer Job rotation which is a well-planned practice to reduce doing same type of job everyday and explore the hidden potential of an employee. The process serves the purpose of both the management and the employees. It helps management in discovering the talent of employees and determining what he or she is best at. On the other hand, it gives an individual a chance to explore his or her own interests and gain experience in different fields or operations. It is important to recognize when the employee is ready for promotion, because if an employee will not be promoted at the right time he might get demotivated. Maersk line recognizes such employees when there is availability of position and employees exhibition of competencies for performance in the new role. In case, when the employee leaves the organization when his/her promotion plan is ready, the HR gives someone else dual responsibilities for the time being. PROBLEM IDENTIFIED AND SUGGESTED SOLUTIONS i. Problem: There are number of potential drawbacks in different stages. One of the greatest concerns regarding relying too much on employee referrals could become the reason of limited diversity at workplace. Hiring from the same existing networks may bound a company to capture diverse pool of candidate, it is good for reducing cost expenditure but on the other hand it could become the big hurdle for the company if the company is relying on such method too heavily. This simple method could have many risks, e.g. when there is a need to fill particular Job the simple question is asked from the existing employees i.e. Is there anyone in your mind who can fill this Job? In response to this question employees may think of the potential benefits for their close ones in their network, rather than thinking constructively for the organization. It is not necessary that every time a new employee comes in through reference is beneficial for the company, it carries risks with it, it could take time to measure his/her effectiveness, and if the new employee is not prod uctive, eventually it will increase the cost of the company and employee will become the liability on the company. Solution: There is certain planning and strategies which can save the company from these problems Communicate the benefits to employees for the successful referrals; give them rewards, incentives and bonuses for the successful referral. This strategy can change the way employees think when they are asked to bring the best candidate for the particular job, now they will think of the best candidate in their mind, who will serve the company most efficiently and effectively. The reward amount should be sufficient enough to motivate the employees who make referrals but not too much that may lead them to make referrals of unqualified candidates. The bonuses should be given in installments because the effectiveness of the new employee cannot be measured in few days, it may take time. In order to be safe from a big loss company should make payments of bonuses in installments. The company may limit the number of bonus qualifying referrals that is made by each employee per year. This will reduce the number of employee referrals per year. The mandatory qualification and specifications should be clearly mentioned and delivered to the employees who make referrals. It will reduce the risk of getting unqualified employees. All the requests for employee referrals should be added to the pool of the candidates. ii. Problem: The advertisement for the Job which is offered by the company is very much important in order to gather a better pool of candidates. Maersk Line is highly dependent on the internet as medium of advertisement for the jobs. They dont prefer NEWSPAPER for the advertisement of their Jobs; as a result they are missing a large number of candidates who prefer Newspapers to find jobs. Solution: In order to get better employees a company must have a large pool of candidate so that it can be used for hiring employees when there is a need to fill the job in emergency. Newspaper plays an important role in spreading awareness among public. Since its an oldest and most popular medium of advertisements civilized and educated people read newspaper as a matter of habit in all over the world. Therefore it has a wide and general appeal. The message can reach a large number of audiences quickly. Choosing the best newspaper is also important, so the Maersk line can improve its pool of candidates by spreading word through Newspaper. iii. Problem: When we asked them; Has it ever happened that an employee might have left the Organization due to some reason; while the HR had plans for his promotion ready? Yes No They chose YES, And then we asked the next question; With Reference to the above scenario, what did the HR do? (If the above Question is answered as a NO, then suppose a scenario with the above details answer this question, what would the HR do?) Promote an immediate subordinate Bring in a Contingent Employee Give someone dual responsibilities for the time being Hire an individual from a pool of already collected CVs. They chose the third option which is Give someone dual responsibilities for the time being It may create a problem we identified, because in case of fulfillment of the job which has been left empty by the previous employee due to any reason, Maersk Line shifts the tasks to other employees. This creates a burden on them. Assigning dual responsibilities to an employee may become the reason of his/her demotivation. The workload given to someone more than his/her capacity may push them towards demotivation. As a result that employee may leave the Job which actually creates a problem for the company. Solution: It is normal that when employees get better options and more secured jobs they switch their jobs. If we see the answer of first question we asked, it shows that maersk line has issues with their employees regarding their promotions. The timing of the promoting employees is not accurate, that is why it leads employees to leave the job right before the promotion. The main problem is to put dual responsibilities on existing employee rather than promoting him/her to that post. The Maersk line lacks the succession planning; they prefer distributing the responsibilities instead of immediate fulfillment of the empty position. Because it is the best time to get benefit, by promoting the employees to fill the job and if the company doesnt find any potential candidate among the existing employees who can fill the post, then they should focus on the pool of the candidates. It ensures that the collected CVs are not useless iv. Problem: Maersk Line doesnt have any well defined strategy to retain their employees who are really important for the companys growth. It usually happens in Maersk Line that employees leave the organization due to some reason; while the HR had plans for their promotion ready. Recruitment is an expensive process, and when employees leave the jobs it is actually a loss in the cost incurred in the recruitment process. Solution: Hiring employees is an important stage but to keep them in your organization is also very important to be safe from the high employee turnover costs. In order to retain the employees, maersk line should create some tactics to retain their employees. These tactics may include: Offering competitive benefits: Give rewards and incentives Provide some small perks: Conduct stays interviews in addition to exit interviews Promote whenever poss

Augustan Poetic Tradition Essay -- The Outlaw Seamus Heaney Poetry Ess

Augustan Poetic Tradition "I do not in fact see how poetry can survive as a category of human consciousness if it does not put poetic considerations first—expressive considerations, that is, based upon its own genetic laws which spring into operation at the moment of lyric conception." —Seamus Heaney, "The Indefatigable Hoof-taps" (1988) Seamus Heaney, the 1995 Nobel laureate, is one of the most widely read and celebrated poets now writing in English. He is also one of the most traditional. Over a decade ago, Ronald Tamplin summed up Heaney's achievement and his relation to the literary tradition in a judgment that remains sound today: "In many ways he is not an innovative poet. He has not recast radically the habitual language of poetry. He has not challenged our preconceptions with a new poetic form nor has he led us into the recognition of new rhythms and metres. Instead he has worked with what was to hand and brought to it great powers of expression and art as well as a significant subject matter" (Tamplin 1). At the same time, Sidney Burris was making a similar point: "Readers of his verse must continually remind themselves that Heaney, perhaps more so than most other contemporary poets, is a deeply literary poet, one whose consolations often lie in the invigorating strains of the poetic tradition itself" (Burri s ix). For Heaney, those strains are primarily formal. "I rhyme / To see myself, to set the darkness echoing," Heaney writes in "Personal Helicon," the final poem in his first collection, Death of a Naturalist (1966). Although rhyme here signifies, more generally, writing in verse, whether rhymed or free, Heaney is certainly drawn to rhyme and closed forms. He is especially partial to rhymed tr... ... Wilson. "The Poetry of Seamus Heaney." Critical Quarterly 16 (Spring 1974): 35-48. Fussell, Paul. Samuel Johnson and the Life of Writing. New York: W. W. Norton, 1971. Girard, Rene. Violence and the Sacred. Translated by Patrick Gregory. Baltimore: The Johns Hopkins University Press, 1977. Heaney, Seamus. Poems 1965 - 1975. New York: Farrar, Straus and Giroux, 1980. ____________. Preoccupations: Selected Prose 1968 - 1978. New York: Farrar, Straus and Giroux, 1980. O'Neill, Charles L. "Violence and the Sacred in Seamus Heaney's North." In Seamus Heaney: The Shaping Spirit. Edited by Catharine Malloy and Phyllis Carey. Newark: University of Delaware Press, 1996: 91-105. Parker, Michael. Seamus Heaney: The Making of the Poet. Iowa City: University of Iowa Press, 1993. Tamplin, Ronald. Seamus Heaney. Milton Keynes: Open University Press, 1989.