Domestic Violence And Sexual Abuse - 881 Words

Every year, people tune into the Super Bowl not only for the game and intermission show, but also the commercials. We look forward to the often creative, memorable, and incredibly expensive ads that make us laugh and remember each brand and product. This Super Bowl XLIX, however, featured many heavier, more serious commercials than usual. A story from an ex 911 operator, first posted in a thread on the popular site Reddit, was transformed into a commercial sponsored by the NFL in response to numerous allegations of domestic abuse against current players. In it, a woman phones the police, forced to pretend to be ordering a pizza in order to not raise suspicion from her abuser, who is in the room with her. The creator of the commercial, No More, is an advocacy group that is working to end domestic violence and sexual abuse. On their website, they cite the 2013 Avon Foundation for Women’s NO MORE study, which found that while nearly two thirds of Americans know a victim of domestic or sexual abuse, those two out of three Americans are still unaware of the fact, and most likely have never even had a conversation with friends or family about it. No More’s Super Bowl commercial is a big step forward – there have not been many, if any, advertisements about domestic and sexual violence broadcast to such a large audience. It helps to illustrate one of the hardest struggles those being abused suffer. Those who have no personal experience are able to see exactly how hard it is forShow MoreRelatedDomestic Violence And Sexual Abuse1478 Words   |  6 PagesLiterature Review Background of Study ​Anger and violence happen at every level in the family, which ultimately destroys the family life, and it happens with couples, parents, children and also siblings. However, females have primarily been the target of violence (Payne Wermeling, 2009). Domestic abuse is often recurring and it signifies that one partner in the relationship threatens the other psychologically, economically and sexually by harming them physically or threatening to harm themRead MoreDomestic Violence And Sexual Abuse Essay731 Words   |  3 Pages Domestic violence has had a traumatic affect on the lives of millions of people in the United States alone (Carretta, 2010, p. 28). Bryant Furlow (2010) states that domestic violence is any physical, psychological or sexual abuse endured by a current/former spouse, intimate partner or simply anyone who is abusing another family member. According to Furlow (2010) domestic violence incorporates elder abuse, child abuse and intimate partner violence. Altho ugh domestic violence can affect all membersRead MoreDomestic Violence And Sexual Abuse896 Words   |  4 Pageswitnesses abuse in his/her home at a young age? Introduction: What is domestic violence? â€Å"Domestic Violence is a pattern of behaviors used to establish power and control over another person through fear and intimidation, often inclosing the threat or use of violence†(Safe Horizon, 2015). Domestic violence includes physical abuse, sexual abuse, emotional abuse, and exploitation; therefore, this is in relation to â€Å"intimate partner violence, battering, relationship abuse, spousal abuse, or familyRead MoreDomestic Violence And Sexual Abuse1431 Words   |  6 PagesDomestic violence by definition is a violent or aggressive way of being within the confines of the home; in most occasions it is typically involving the violent abuse of a spouse or partner. There are various cues that display an abuse relationship; domestic violence is just the definition of the type of abuse itself. Abusive individuals that are most likely to commit domestic violence actions are said to need to feel in charge of the relationship. They will make decisi ons for you and the familyRead MoreDomestic Violence And Sexual Abuse1456 Words   |  6 PagesDomestic Violence is violence between intimate partners. Intimate partners can be people who live together or people who are currently dating or have dated in the past. â€Å"Perhaps a better definition of domestic violence is emotional abuse, physical abuse, or sexual abuse between people who have at some point in time had an intimate or family relationship.† (AAETS). Emotional abuse is when an intimate partner has continuously criticized you, manipulated you with lies, and humiliated you in public orRead MoreDomestic Violence And Sexual Abuse2157 Words   |  9 PagesWhat is considered â€Å"Domestic Violence†? Can just about anyone claim they are victims of Domestic Violence or is there certain types of people that classify for it? Not anyone can claim domestic violence, one must have actual proof of being beaten or abused. Domestic violence is a pattern of behavioral or mental abuse, which involves acts of violence by one person against another in a domestic context, such as in marriage. Intimate partner violence is domestic violence against a spouse or other intimateRead MoreDomestic Violence And Sexual Abuse1857 Words   |  8 PagesIntimate partner abuse has more commonly and it typically has been called domestic violence or spouse abuse. This type of abuse describes any physical, sexual, or psychological harm by a current or former intimate partner or spouse. The definition of intimate partner abuse is any intentional act or series of acts that cause injury to the spouse or intimate partner. Usually the abuse starts as psychological abuse and then gradually turns into physical and possibly sexual abuse. Another reason whyRead MoreDomestic Violence And Sexual Abuse2537 Words   |  11 Pagesonce spoiled with turn into howling screams and name-calling. The flattering gifts turn into physical abuse. This relationship is referred to as domestic violence or intimate partner violence. This happens when a partner or significant other declares power, authority and control over the other partner. To maintain this authority and control, the abusive partner uses emotional, physical or sexual abuse over his victim (Alters 27). Victims will desperately look for an exit out of this relationship, butRead MoreSexual Abuse And Domestic Violence790 Words   |  4 PagesPeople who experience sexual abuse or domestic violence always blame themselves due to guilt and low self-esteem, also because the abuser is very dominant and can make the victim believe that it’s their fault. As Lievore suggested a few number of personal barriers: ïÆ' ¼ Humiliation, awkwardness; ïÆ' ¼ Thinking that what their partner is doing is not a crime and shouldn’t be report as they’d refuse to testify against them. ïÆ' ¼ They don’t want other people knowing. ïÆ' ¼ Blaming themselves or believe that otherRead MoreScenario: Domestic Violence and Sexual Abuse Essay example866 Words   |  4 Pagessituations and help them cope with past experiences. I selected scenario number two. The personal information I would collect from this client is basic demographic information, personal background such as family, trauma history, history of domestic violence or sexual abuse, marital status, financial situation, health, education, housing status, strengths, resources, and employment. I would also collect family history of mental health problems, client history of mental health problems, any hospitalization

Domestic Violence And Sexual Abuse - 881 Words

Every year, people tune into the Super Bowl not only for the game and intermission show, but also the commercials. We look forward to the often creative, memorable, and incredibly expensive ads that make us laugh and remember each brand and product. This Super Bowl XLIX, however, featured many heavier, more serious commercials than usual. A story from an ex 911 operator, first posted in a thread on the popular site Reddit, was transformed into a commercial sponsored by the NFL in response to numerous allegations of domestic abuse against current players. In it, a woman phones the police, forced to pretend to be ordering a pizza in order to not raise suspicion from her abuser, who is in the room with her. The creator of the commercial, No More, is an advocacy group that is working to end domestic violence and sexual abuse. On their website, they cite the 2013 Avon Foundation for Women’s NO MORE study, which found that while nearly two thirds of Americans know a victim of domestic or sexual abuse, those two out of three Americans are still unaware of the fact, and most likely have never even had a conversation with friends or family about it. No More’s Super Bowl commercial is a big step forward – there have not been many, if any, advertisements about domestic and sexual violence broadcast to such a large audience. It helps to illustrate one of the hardest struggles those being abused suffer. Those who have no personal experience are able to see exactly how hard it is forShow MoreRelatedDomestic Violence And Sexual Abuse1478 Words   |  6 PagesLiterature Review Background of Study ​Anger and violence happen at every level in the family, which ultimately destroys the family life, and it happens with couples, parents, children and also siblings. However, females have primarily been the target of violence (Payne Wermeling, 2009). Domestic abuse is often recurring and it signifies that one partner in the relationship threatens the other psychologically, economically and sexually by harming them physically or threatening to harm themRead MoreDomestic Violence And Sexual Abuse Essay731 Words   |  3 Pages Domestic violence has had a traumatic affect on the lives of millions of people in the United States alone (Carretta, 2010, p. 28). Bryant Furlow (2010) states that domestic violence is any physical, psychological or sexual abuse endured by a current/former spouse, intimate partner or simply anyone who is abusing another family member. According to Furlow (2010) domestic violence incorporates elder abuse, child abuse and intimate partner violence. Altho ugh domestic violence can affect all membersRead MoreDomestic Violence And Sexual Abuse896 Words   |  4 Pageswitnesses abuse in his/her home at a young age? Introduction: What is domestic violence? â€Å"Domestic Violence is a pattern of behaviors used to establish power and control over another person through fear and intimidation, often inclosing the threat or use of violence†(Safe Horizon, 2015). Domestic violence includes physical abuse, sexual abuse, emotional abuse, and exploitation; therefore, this is in relation to â€Å"intimate partner violence, battering, relationship abuse, spousal abuse, or familyRead MoreDomestic Violence And Sexual Abuse1431 Words   |  6 PagesDomestic violence by definition is a violent or aggressive way of being within the confines of the home; in most occasions it is typically involving the violent abuse of a spouse or partner. There are various cues that display an abuse relationship; domestic violence is just the definition of the type of abuse itself. Abusive individuals that are most likely to commit domestic violence actions are said to need to feel in charge of the relationship. They will make decisi ons for you and the familyRead MoreDomestic Violence And Sexual Abuse1456 Words   |  6 PagesDomestic Violence is violence between intimate partners. Intimate partners can be people who live together or people who are currently dating or have dated in the past. â€Å"Perhaps a better definition of domestic violence is emotional abuse, physical abuse, or sexual abuse between people who have at some point in time had an intimate or family relationship.† (AAETS). Emotional abuse is when an intimate partner has continuously criticized you, manipulated you with lies, and humiliated you in public orRead MoreDomestic Violence And Sexual Abuse2157 Words   |  9 PagesWhat is considered â€Å"Domestic Violence†? Can just about anyone claim they are victims of Domestic Violence or is there certain types of people that classify for it? Not anyone can claim domestic violence, one must have actual proof of being beaten or abused. Domestic violence is a pattern of behavioral or mental abuse, which involves acts of violence by one person against another in a domestic context, such as in marriage. Intimate partner violence is domestic violence against a spouse or other intimateRead MoreDomestic Violence And Sexual Abuse1857 Words   |  8 PagesIntimate partner abuse has more commonly and it typically has been called domestic violence or spouse abuse. This type of abuse describes any physical, sexual, or psychological harm by a current or former intimate partner or spouse. The definition of intimate partner abuse is any intentional act or series of acts that cause injury to the spouse or intimate partner. Usually the abuse starts as psychological abuse and then gradually turns into physical and possibly sexual abuse. Another reason whyRead MoreDomestic Violence And Sexual Abuse2537 Words   |  11 Pagesonce spoiled with turn into howling screams and name-calling. The flattering gifts turn into physical abuse. This relationship is referred to as domestic violence or intimate partner violence. This happens when a partner or significant other declares power, authority and control over the other partner. To maintain this authority and control, the abusive partner uses emotional, physical or sexual abuse over his victim (Alters 27). Victims will desperately look for an exit out of this relationship, butRead MoreSexual Abuse And Domestic Violence790 Words   |  4 PagesPeople who experience sexual abuse or domestic violence always blame themselves due to guilt and low self-esteem, also because the abuser is very dominant and can make the victim believe that it’s their fault. As Lievore suggested a few number of personal barriers: ïÆ' ¼ Humiliation, awkwardness; ïÆ' ¼ Thinking that what their partner is doing is not a crime and shouldn’t be report as they’d refuse to testify against them. ïÆ' ¼ They don’t want other people knowing. ïÆ' ¼ Blaming themselves or believe that otherRead MoreScenario: Domestic Violence and Sexual Abuse Essay example866 Words   |  4 Pagessituations and help them cope with past experiences. I selected scenario number two. The personal information I would collect from this client is basic demographic information, personal background such as family, trauma history, history of domestic violence or sexual abuse, marital status, financial situation, health, education, housing status, strengths, resources, and employment. I would also collect family history of mental health problems, client history of mental health problems, any hospitalization

Domestic Violence And Sexual Abuse - 881 Words

Every year, people tune into the Super Bowl not only for the game and intermission show, but also the commercials. We look forward to the often creative, memorable, and incredibly expensive ads that make us laugh and remember each brand and product. This Super Bowl XLIX, however, featured many heavier, more serious commercials than usual. A story from an ex 911 operator, first posted in a thread on the popular site Reddit, was transformed into a commercial sponsored by the NFL in response to numerous allegations of domestic abuse against current players. In it, a woman phones the police, forced to pretend to be ordering a pizza in order to not raise suspicion from her abuser, who is in the room with her. The creator of the commercial, No More, is an advocacy group that is working to end domestic violence and sexual abuse. On their website, they cite the 2013 Avon Foundation for Women’s NO MORE study, which found that while nearly two thirds of Americans know a victim of domestic or sexual abuse, those two out of three Americans are still unaware of the fact, and most likely have never even had a conversation with friends or family about it. No More’s Super Bowl commercial is a big step forward – there have not been many, if any, advertisements about domestic and sexual violence broadcast to such a large audience. It helps to illustrate one of the hardest struggles those being abused suffer. Those who have no personal experience are able to see exactly how hard it is forShow MoreRelatedDomestic Violence And Sexual Abuse1478 Words   |  6 PagesLiterature Review Background of Study ​Anger and violence happen at every level in the family, which ultimately destroys the family life, and it happens with couples, parents, children and also siblings. However, females have primarily been the target of violence (Payne Wermeling, 2009). Domestic abuse is often recurring and it signifies that one partner in the relationship threatens the other psychologically, economically and sexually by harming them physically or threatening to harm themRead MoreDomestic Violence And Sexual Abuse Essay731 Words   |  3 Pages Domestic violence has had a traumatic affect on the lives of millions of people in the United States alone (Carretta, 2010, p. 28). Bryant Furlow (2010) states that domestic violence is any physical, psychological or sexual abuse endured by a current/former spouse, intimate partner or simply anyone who is abusing another family member. According to Furlow (2010) domestic violence incorporates elder abuse, child abuse and intimate partner violence. Altho ugh domestic violence can affect all membersRead MoreDomestic Violence And Sexual Abuse896 Words   |  4 Pageswitnesses abuse in his/her home at a young age? Introduction: What is domestic violence? â€Å"Domestic Violence is a pattern of behaviors used to establish power and control over another person through fear and intimidation, often inclosing the threat or use of violence†(Safe Horizon, 2015). Domestic violence includes physical abuse, sexual abuse, emotional abuse, and exploitation; therefore, this is in relation to â€Å"intimate partner violence, battering, relationship abuse, spousal abuse, or familyRead MoreDomestic Violence And Sexual Abuse1431 Words   |  6 PagesDomestic violence by definition is a violent or aggressive way of being within the confines of the home; in most occasions it is typically involving the violent abuse of a spouse or partner. There are various cues that display an abuse relationship; domestic violence is just the definition of the type of abuse itself. Abusive individuals that are most likely to commit domestic violence actions are said to need to feel in charge of the relationship. They will make decisi ons for you and the familyRead MoreDomestic Violence And Sexual Abuse1456 Words   |  6 PagesDomestic Violence is violence between intimate partners. Intimate partners can be people who live together or people who are currently dating or have dated in the past. â€Å"Perhaps a better definition of domestic violence is emotional abuse, physical abuse, or sexual abuse between people who have at some point in time had an intimate or family relationship.† (AAETS). Emotional abuse is when an intimate partner has continuously criticized you, manipulated you with lies, and humiliated you in public orRead MoreDomestic Violence And Sexual Abuse2157 Words   |  9 PagesWhat is considered â€Å"Domestic Violence†? Can just about anyone claim they are victims of Domestic Violence or is there certain types of people that classify for it? Not anyone can claim domestic violence, one must have actual proof of being beaten or abused. Domestic violence is a pattern of behavioral or mental abuse, which involves acts of violence by one person against another in a domestic context, such as in marriage. Intimate partner violence is domestic violence against a spouse or other intimateRead MoreDomestic Violence And Sexual Abuse1857 Words   |  8 PagesIntimate partner abuse has more commonly and it typically has been called domestic violence or spouse abuse. This type of abuse describes any physical, sexual, or psychological harm by a current or former intimate partner or spouse. The definition of intimate partner abuse is any intentional act or series of acts that cause injury to the spouse or intimate partner. Usually the abuse starts as psychological abuse and then gradually turns into physical and possibly sexual abuse. Another reason whyRead MoreDomestic Violence And Sexual Abuse2537 Words   |  11 Pagesonce spoiled with turn into howling screams and name-calling. The flattering gifts turn into physical abuse. This relationship is referred to as domestic violence or intimate partner violence. This happens when a partner or significant other declares power, authority and control over the other partner. To maintain this authority and control, the abusive partner uses emotional, physical or sexual abuse over his victim (Alters 27). Victims will desperately look for an exit out of this relationship, butRead MoreSexual Abuse And Domestic Violence790 Words   |  4 PagesPeople who experience sexual abuse or domestic violence always blame themselves due to guilt and low self-esteem, also because the abuser is very dominant and can make the victim believe that it’s their fault. As Lievore suggested a few number of personal barriers: ïÆ' ¼ Humiliation, awkwardness; ïÆ' ¼ Thinking that what their partner is doing is not a crime and shouldn’t be report as they’d refuse to testify against them. ïÆ' ¼ They don’t want other people knowing. ïÆ' ¼ Blaming themselves or believe that otherRead MoreScenario: Domestic Violence and Sexual Abuse Essay example866 Words   |  4 Pagessituations and help them cope with past experiences. I selected scenario number two. The personal information I would collect from this client is basic demographic information, personal background such as family, trauma history, history of domestic violence or sexual abuse, marital status, financial situation, health, education, housing status, strengths, resources, and employment. I would also collect family history of mental health problems, client history of mental health problems, any hospitalization

The Importance Of A Healthy Eating Plan And Exercise

I would like to increase my physical fitness. Since being diagnosed with prediabetes this change has become essential to me. According to American Diabetes Association (2015) Prediabetes is when your blood sugar levels are higher than normal but not yet hit the diabetes marker. There is a higher risk for developing type 2 diabetes. The consequences of pre-diabetes can be the same as type 2 diabetes. However, there is still a chance at lowering my A1C and reversing the diagnosis. Becoming physically fit has many health benefits. With the right plan it will be fun. The plan is to include physical activity in a way that becomes routine, but not dull. The long-term goal is for the adjustments to become a permanent part of my routine. The plan need to combine a healthy eating plan and exercise. I need to transform my diet and exercise habits in a way that increase my physical fitness permanently. There are two, maybe three psychological concepts impacting this choice. The first concept is stress. Physically fitness, will better equip me to deal with stress. According to the American Diabetes Association (2015) when we are under stress blood sugar rises to supply energy for the fight or flight response. The benefits are entwined. If I lower my stress, that will lower my blood sugar. If I become fit. I will lower my stress and my blood sugar. The life stage concept is also impacting my choice to become physically fit. According to the Mayo clinic (2015) Age also plays aShow MoreRelatedPersonalized Nutrition and Exercise Plan Essay example1372 Words   |  6 PagesProper nutrition and exercise is the key to maintaining a healthy weight and lifestyle. A problem that I am suffering from is obesity, and it has been an issue with my family for generations. By following an eating plan designed specifically for me, I will be capable of progressing toward a healthier weight, and hopefully live a longer life. Also included in my personalized eating and exercise plan, is taking steps to stop smoking which will assist me with meeting my goals of losing weight and improvingRead MoreEssay on Nutrition Therapy for Cardiovascular Disease1536 Words   |  7 Pagessoul. This holistic approach can be applied when assessing patients’ nutritional status and helping them implement healthy life choices, while living with a disease and possibly the comorbidities caused by the disease. Specifically, cardiovascular disease (CVD) and the comorbidities associated can be highly preventable with adequate nutrition, regular exercise and management of a healthy weight throughout life. It is the care provider’s duty to educate patients on prevention and risk reduction for CVDRead MoreOutline Of The Priorities : Jordan s Mother1009 Words   |  5 Pagesdeep breathing, guided imagery, meditation, religious rituals, rest periods, quiet environment, exercise, reduc e caffeine, plan ahead, get adequate sleep). c. Interventions: i. Listen actively and encourage the family to discuss specific stressors. ii. Discuss with each family member their daily routine and how they can plan ahead to prevent stress. (Schedule rest periods, schedule 30 mins of exercise, etc). iii. Educate the family on how increased stress can cause worsening heart disease and otherRead MoreThe Power Nine Lessons On Health And Longevity Essay1469 Words   |  6 Pageshealth and longevity, and how I plan to use them in my life. I will use the vitality compass to examine which aspects of my life need the most work, and how I can further use my results as a way to guide my future habits. Vitality Compass The vitality compass is a series of questions that examine several areas of your life. It starts by asking general questions about your age, height, and weight. From there it asks questions regarding diet, relationships, exercise, and your lifestyle. At the endRead MoreEvaluation Plan For Disease Control And Prevention1436 Words   |  6 Pages Evaluation Plan Name Institution Table of Contents Table of Contents 2 Executive Summary 3 Stakeholders 4 Description 5 Logic Model 6 Evaluation Design 7 Gathering Evidence and Justifications 8 Use of Findings 8 References 9 Camhi, S. M., Evans, E. W., Hayman, L. L., Lichtenstein, A. H., Must, A. (2015). Healthy eating index and metabolically healthy obesity in US adolescents and adults.  Preventive medicine,  77, 23-27. 9 CDC. (2013). Community Profile: Nashville/Davidson County, TennesseeRead MoreThe Journal Review Written By Homan And Boyaatzis1691 Words   |  7 Pages obese individuals assess the effects of 5% of diet only or diet and exercise. There were a study that was conducted in a clinical setting. There were forty-eight participants who were dieting only, and there were forty-eight participants who dieting and exercising only. The study was conducted until 5% of the body weight was lost. The participants in 79.6 days for the diet only group and 69.6 days in the diet and exercise group diminish significantly in their weight and cholesterol ( Lopes Read MoreImportance of Healthy Eating1617 Words   |  7 PagesThe Importance of Healthy Eating University of Phoenix October 24, 2010 A growing number of people are becoming aware of the importance of eating healthy. For some eating a nutritious and healthy meal conjures up images of meals consisting of salads only. Everyone knows there is something they could change in his or her life to become healthier. For some it is exercising and eating healthier. When it is concerning healthy eating, it is good to receive educated aboutRead MoreReflection On Self Reflection809 Words   |  4 PagesSelf-Reflection The purpose of this paper is to explain how I will plan to implement effective choices in improving a change in personal behavior and the improvement tours my fitness attitude. Wellness has a broader definition, than health, which it’s definition is the absence of disease and wellness is defined as the optimal health and vitality to living a healthy and fulfilling life. Also, is a process in which we become aware and we make choices to a better lifestyle. Maintaining an excellentRead MoreWhy Diabetes Mellitus And How It Affects The United States1379 Words   |  6 PagesThere are several ways mitigate the chances of becoming diabetic, as well as maintaining low blood sugar levels. Exercise plays a huge role in keeping healthy and maintaining a healthy immune system. Daily TV commercials are continually preaching the importance of just 30 minutes of exercise a day and the importance of healthy eating. The number one thing many people refer to someone with diabetes is that they are â€Å"fat†. Society has put this into our heads that if someone is diabetic, they areRead MoreThe Diet Pill, Alli1696 Words   |  7 Pagesto GSK. We asked questions, evaluated the literature they were including with the Alli plan, and really felt that what we said mattered. Finally, a little over 2 months ago, they gave us the opportunity to try Alli, before it went out to the general public. I was very impressed with the extent to which GSK went to make sure people understood that the responsibility and the ability to succeed on the Alli plan, lies within us. They were not touting a magic pill that would melt off the pounds. They

Marketing Strategy and Plan Grey Stratton and Jeremy Northcote

Question: Discuss about theMarketing Strategy and Planfor Grey Stratton and Jeremy Northcote. Answer: Introduction The present analysis formed in a brief essay is going to evaluate a particular article on the concept of brand communities by Grey Stratton and Jeremy Northcote. Hence, the analytical essay hereby will strive to catch the implication of the considered essay for the brand managers and simultaneously will attempt to develop alternative strategic decisions. It is to say; in this respect, that the concept of brand community is indicative of an individual community whose chief goal is to share systems and aspects of value, culture and standards as well as to identify the membership links (Zaglia, 2013). However, this distinct approach has been neglected for a long time in the world of business as company message boards and specifically social media channels efficiently snatched the accountability of brand communities. It is fortunate to note that in the recent era the whole concept of brand communities is enjoying a fruitful rejuvenation from 2015 (Zhou et al., 2012). The considered article impressively inaugurates with establishing a critical and argumentative discussion on different concept regarding aspect of brand communities. The combined effort of the authors has brought some of the most authentic and relevant conceptual ground works of brand communities. As per the information interpreted in the defining section, most of the sound conceptualizations regarding brand communities have been derived from recent postmodern approaches (Stratton Northcote, 2014). However, in the words of Wirtz et al. (2013), the concept of brand communities is predominantly related with links between customers. On the other hand, as stated by Wang et al. (2015), the idea of forming a brand community is a strategic tactic that helps to grow business goals. Nevertheless, it should be considered that a brand community is a group of customers, who are self-employed not just to drive sales but also to build emotional support, to discussion about mutual interest and for status acquisition. The initial segment after the introduction of the concerned article has briefly added these ideas and has given relatively more focus on showing the basic differences between consumer tribes and brand community. As per Stratton and Northcote (2014), there is a huge confusion about the fact that whether consumer tribes are the brand communities or not. Fortunately, the defining section of the article has concentrated on to clear up this very confusion by stating that consumer tribes have concerns with the activity of consumption, whereas brand communities are united for similar affiliation to a brand. It can be said therefore, that in order to set potential implication in front of the eyes of the brand managers, the authors have started with the fundamental points. Therefore, it has to be said that with the help of secondary resources, the article has able to provide a fruitful presentation about the nature of brand communities by cumulating all the major kinds of differentiation among brand communities, consumer tribe, brand followers and any social group (Gruner et al. 2014). It could be learnt from the section that any individual consuming a particular brand on frequent basis does not beco me a part of brand community unless he becomes a brand enthusiast. Nevertheless, it is to say in this respect that while the authors have been attempting to cover every kind of conceptual definitions regarding brand communities with handful of relevant evidences, it should have given a more clear thought regarding the inevitable relation between brand symbol and brand community. In the following sections like defining fundamental features and dynamics of brand communities, the authors have cumulated various company evidences (Stratton Northcote, 2014). However, the authors could have taken resources from other honorary authors instead of Mun iz and OGuinn as it seems that in most the time of evaluation; the article has summoned these names. However, regarding the section that illustrates the rudimentary features of brand community, it can be denoted at first that a brand community can work with the same amount of efficiency like the social media in for making fruitful promotion of a brand (Gruner et al., 2014). According to the articles approach re garding the characteristic features of brand community, mainstream ideology is the predominant attribute of brand communities that distinguish it from the sub-cultural group of mere enthusiasts. The authors in this section has critically differentiated different approach regarding brand and brand community between the brand of Apple and the brand of IBM. On the other hand, it has been discussed in this part that brand communities are dependent upon rituals and traditions. Therefore, it is understandable that preference for a particular brand is related with individual tradition and culture. Hence, it makes a contradiction regarding the fact, which opines that brand communities are not limited geographically. However, one of the accomplishments of the article is that the article itself works as a critical analysis of the exiting concepts and empirical studies and has finally come up with most applicable yet current practices and ideas regarding brand communities. On the other side, probably the most relevant section of the entire article is that part, which gives analysis regarding the dynamic of brand community. This section gives strong implication about the possible benefits of brand communities (Stratton Northcote, 2014). It is a fact that brand communities are one of the most suitable medium for making healthy communication with the consumers. The same has been implied with profound approach in this section. For example, the indicated fact that a brand enterprise and its customers can share a symbiotic relationship through brand communities has been underpinned with thorough giving evident of Apple. Therefore, from the overall assessment, the following can be recommended - Recommendation Advantages A brand community is a group of loyal customers who should be nourished with utmost priority by the companies. It will open doors for more mutual dependence between a company and its target market. Brand communities should not be confused with fan clubs or active enthusiast. Brand companies should give importance on the fact that activity enthusiast, brand enthusiast are part of brand community (Brodie et al., 2013). Therefore, brand managers are required to satisfy brand and activity enthusiast. It would help to maintain a large number of brand communities. Culture and ethnicity are two dominant factors for brand community, therefore brand managers should increase brand awareness considering these two facets. It would help to satisfy brand communities by addressing their preference Table 1: Recommendations (Source: As created by the author) References Brodie, R. J., Ilic, A., Juric, B., Hollebeek, L. (2013). Consumer engagement in a virtual brand community: An exploratory analysis.Journal of Business Research,66(1), 105-114. Gruner, R. L., Homburg, C., Lukas, B. A. (2014). Firm-hosted online brand communities and new product success.Journal of the Academy of Marketing Science,42(1), 29-48. Mousavi, S., Bruce, M., Keeling, K. (2015). Building Brand Commitment in Virtual Brand Communities. InThe Sustainable Global Marketplace(pp. 368-368). Springer International Publishing. Stratton, G., Northcote, J. (2014). When totems beget clans: The brand symbol as the defining marker of brand communities.Journal of Consumer Culture, 1469540514528194. Wang, Y., Ma, S. S., Li, D. (2015). Customer participation in virtual brand communities: The self-construal perspective.Information Management,52(5), 577-587. Wirtz, J., den Ambtman, A., Bloemer, J., Horvth, C., Ramaseshan, B., van de Klundert, J., ... Kandampully, J. (2013). Managing brands and customer engagement in online brand communities.Journal of Service Management,24(3), 223-244. Zaglia, M. E. (2013). Brand communities embedded in social networks.Journal of business research,66(2), 216-223. Zhou, Z., Zhang, Q., Su, C., Zhou, N. (2012). How do brand communities generate brand relationships? Intermediate mechanisms.Journal of Business Research,65(7), 890-895.

Geology fo mars Essay Example For Students

Geology fo mars Essay Geology of Mars by Luke Justis Mars is the planet that is the closest geologically to our own. Still we know little about the planet. All the information that we have is from what we see. We can speculate about the geology of the planet but we will never know for sure what the planet is really made of until we physicallygo there. The information is all from NASA sites or NASA related sites. Mars red color leads us to believe that the planet has large amounts of iron. This red color is the only color that is on the surface besides the poles. There is also a darker area that runs along the equator. It goes around roughly one third of the planet. This is a giant canyon that makes our Grand Canyon look like a scratch. There are also what appear to be old stream channels. This implies that there could have been liquid water on the surface. The surface of Mars is varied greatly between north and south. This has been largely attributed to volcanism and erosion. Mars is similar to our moon in the southern hemisphere. This region is referred to as the Highlands of Mars. The area is pitted with numerous craters that reach between one to four km above the datum. Ejecta from the impact scatter around the crater making a rim like structure. The northern hemisphere is very low compared to the southern hemisphere. In the north the ground level rarely reaches above one km below the datum. This stark contrast between north and south is thought to have happened 3 Gyr ago. The south was continuously bombarded with meteors. The north would get hit but it would erode or volcanic flows would cover it. The north also has evidence of ancient stream channels and at the extreme north and south glaciers are still present in the form of an ice cap. Tharsis: The region known as Tharsis is at the center of a bulge in the planets surface. This giant volcano is 4000 km across and 10 km high. Another bulge is called Elysium and it is about 2000 km across and 5 km high. At the summit of Tharsis are three volcanoes the tallest of these is Olympus Mons. The peak of this volcano is 27 km above the place where Tharsis ends and Olympus Mons begins. The volcano itself was made by periodic eruption over a period of time. The lava is most likely very fluid and would have little pyroclastic activity. The large size of the volcano can be attributed the lack of tectonic activity. Few impact craters on the flank of the volcano suggest that the volcano is relatively young. It is possible though, that volcanism could have been occurring during much of Mars history. Mars volcanoes are very similar to those found on Earth specially those found on Hawaii. Their low shape and large flows are very similar to those in Hawaii. Ash deposits are also very common on Martian volcanoes. Evidence for hydrothermal activity is also another commonly found geologic feature on Mars suggesting even more that there is water on Mars. Water Erosion: The role of water erosion is the most mysterious this geologically about Mars. Large dry valleys and evidence Of ancient flood plains all add to the mystery. Old shore lines in the North suggest that there could have been huge lakes caused by massive floods. The floods could have been caused by the heating of the surface or a change of climate. All these bits and pieces add to the debate of whether or not Mars had large amounts of water like Earth at one time or another. The rate at which the water did carve the stream channels and large valleys is still uncertain. There is supple evidence to suggest that the water ran at a slow pace. The features of these valleys appear to be the product of slow erosion. Branch valley networks are commonly found in the southern hemisphere and some in younger areas. .ufb869a299a5f3ba93db0885e5f8361cf , .ufb869a299a5f3ba93db0885e5f8361cf .postImageUrl , .ufb869a299a5f3ba93db0885e5f8361cf .centered-text-area { min-height: 80px; position: relative; } .ufb869a299a5f3ba93db0885e5f8361cf , .ufb869a299a5f3ba93db0885e5f8361cf:hover , .ufb869a299a5f3ba93db0885e5f8361cf:visited , .ufb869a299a5f3ba93db0885e5f8361cf:active { border:0!important; } .ufb869a299a5f3ba93db0885e5f8361cf .clearfix:after { content: ""; display: table; clear: both; } .ufb869a299a5f3ba93db0885e5f8361cf { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ufb869a299a5f3ba93db0885e5f8361cf:active , .ufb869a299a5f3ba93db0885e5f8361cf:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ufb869a299a5f3ba93db0885e5f8361cf .centered-text-area { width: 100%; position: relative ; } .ufb869a299a5f3ba93db0885e5f8361cf .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ufb869a299a5f3ba93db0885e5f8361cf .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ufb869a299a5f3ba93db0885e5f8361cf .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ufb869a299a5f3ba93db0885e5f8361cf:hover .ctaButton { background-color: #34495E!important; } .ufb869a299a5f3ba93db0885e5f8361cf .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ufb869a299a5f3ba93db0885e5f8361cf .ufb869a299a5f3ba93db0885e5f8361cf-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ufb869a299a5f3ba93db0885e5f8361cf:after { content: ""; display: block; clear: both; } READ: Gamelan - Music of Indonesia Essay The channels appear to have tributaries that increase the size of the main stream channel. 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Becoming A Knight Essays - Knight, Stock Characters, Romance

Becoming A Knight Essays - Knight, Stock Characters, Romance Becoming a Knight During the middle ages, in order to become a knight one had to go through many years of training. A knight-to-be spent at least fourteen years of his life learning the proper conduct and etiquette of knighthood. Once the years of training were completed, often an elaborate ceremony took place when the gentleman was knighted. Once knighted, the man had to live by the code of chivalry. This code had the basic guidelines of a knight's behavior. This code was so respected that abiding by it brought honor and respect from others. The education of a knight began at the age of seven. This was when a boy was taken from his home and sent to the castle of a famous noble, perhaps his father?s lord. Here he served the lord and the lady as a page until he was fourteen years old. One of the many duties of a page was to accompany the lord and lady at all times. He also waited on them during meals, and went with them on various affairs doing whatever was asked of him. As a page, he received religious instruction from the chaplain. The squires taught the page fighting skills, and gave him training in arms. The mistress and her ladies taught the page to honor and protect all women. He also learned to sing and to play the lute, in order to hunt and hawk. The most important thing that he learned during the seven years as a page was how to care for and ride a horse. This was a skill that was essential when becoming a knight, because a horse was his primary mode of transportation. At the age of fourteen, the page became a squire, and at the same time, was formally assigned to a knight. He now learned to handle a sword, lance, and to bear the weight of heavy armor. Along with his continued duties from when he was a page, he now had to carve at the dinner table, and accompany his knight to war. He was constantly receiving instructions from the knight, and attended to the knight?s personal needs. He assisted the knight with putting on his armor, and had to make sure the sword and other arms of the knight were polished. He also had to care for the knight's horse, which entailed grooming, feeding, and constant attention. The squire stood by in battles to give aid in a conflict should the knight be overmatched, and to lend his horse should his master lose his own. It was the squire who picked up the knight when he fell, and took his body away if he was injured or killed. This all lasted for the next seven years of the squire's life. At the end of th! is period, when he was twenty-one, a squire who had demonstrated his competence and worth, either by successful completion of his training or on the actual field of battle, was knighted. The ceremony of the squire becoming knighted was often very elaborate. The squire had to first take a purification bath that symbolized the purity of his new life. After the bath, he knelt or stood all night in prayer before the altar on which the armor he would wear later lay. In the morning they had a religious ritual, with perhaps a sermon on the knight?s duty to protect the weak, make wrongs right, and honor women. After this, in the courtyard in the presence of the assembled knights and fair ladies, the knight's armor was buckled on. He was presented with a pair of golden spurs, which only a knight could wear, a shining new suit of armor, a sword, a shield, a lance, and a charger. After putting on the armor piece by piece, he knelt to receive the accolade. This was a blow upon the neck or shoulder, given by the officiating lord, or knight with his fist, or with the flat of a sword. As the blows were given, the lord said, ?In the name of God and St. Michael and S! t. George, I dub thee knight; be brave and loyal.? He was now a full-fledged bachelor knight entitled to all the honors and privileges

Comparison of Women Status essays

Comparison of Women Status essays In addition to age, gender is one of the universal dimensions on which status differences are based. Gender is a social construction that specifies socially stereotyped roles that men and women are to follow. Women have always had lower status than men, but the extent of the gap between the sexes changes across cultures and time. In ancient Greek civilization, the role of women varies obviously from pre-classical times to the classical period. There was a huge social distinction between the women living in this society. Generally, there were three status levels a woman could evaluate in Ancient Athens; a citizen, a freedwoman and a slave. Citizen women gained their citizenship at birth by being born from parents who were also citizen. This kind of women generally known as respectable and had to follow specific codes regarding their public and private behavior. Freedwomen consisted of the slaves who had acquired their freedom or foreigners from other countries who had settled in Greece to live. Lastly, slaves were mostly foreigners who had been captured from conquered areas or were children of slaves. In Islam religion, there is no social distinction between women living in society obviously. On the other hand, wealth is an effective component which create social distinction between women. Greek women had not have a chance to control own right. If they were married, control went to their husband. If they divorced, control and rights went back to their father. The primary duty of respectable women were in charge of houseworks for instance, raising children, making family clothes etc. Society limited the women time at outside home. "Women run households and protect within their homes what has been carried across the sea, and without a woman no home is clean or prosperous. Consider their role in religion, for that, in my opinion, comes first ...

The Difference in the Use of Language between the Young and the Old Research Proposal

The Difference in the Use of Language between the Young and the Old Generation - Research Proposal Example It is evident that the old generation tends to differ with the young generation in their use of language when they speak. This topic is necessary in the study of language as it illustrates how the language barrier tends to affect communication between the young generation and the old generation (Cissna & Keating, 2007). The purpose of the study This study will focus on the difference in the use of language between the young and the old generation. The difference in language use between the young generation and the old generation arises from factors such as; difference in perspectives between the two generations. The other factor is the difference in the topics that are normally discussed by people belonging to the two generations, and stereotypes also contribute to this difference in language use between the young and the old generation. It is evident that the taboos that people of the old generation were exposed to influence their use of language; they are normally formal in their u se of language (Fletcher, 2007). Stereotypes also influence the difference in the use of language between the young generation and the old generation in that; the perceptions of people belonging to the young generation towards people belonging to the old generation results to a difference in the use of language between the two generations. ... These expectations, therefore, influence the difference language between the two generations (Gibb, 2008). The other factor that results to a variance in the use of language amid the young generation and the old generation is the generational perspective. In this instance, it is evident that people who lived during World War 2 and the Great depression, tend to be formal in their use of language, this is because of the belief instilled in them that the use of language contributes to respect. However, there is a generation referred to as the Baby Boomers who tend to exhibit a communication style that tends to be more personal. The other generation is generation X that exhibits little formality in their use of language. Therefore, it is true to state that the generational perspective also influences the difference in language use between the two generations (Hayes, 2003). The change in technology, which led to, the introduction of computers, phones and social media have also led to a di fference in language use between the young and the old generation. The change in technology has normally led to a generational communication style, which has also affected the language of persons belonging to the young generation. Technology has contributed to the use of slang by people of the young generation, resulting to variation in the language used by people of the old generation that tends to be restrained and formal (Day, 2007). However, the difference in the use of language between the old and the young generation has also been accompanied by some advantages. It is believed that the difference in the use of language tends to bridge the gap between the two generations. It is evident that for there to be a difference between these two generations, it is essential that a

Issues in Human Sexuality Essay Example | Topics and Well Written Essays - 1500 words - 1

Issues in Human Sexuality - Essay Example Traditionally, we believed that the feminine role was an expressive one, and the masculine role as instrumental. Expressive activities of the woman fulfill internal functions, and man, on the other hand, performed the external functions of a family, such as providing monetary support. Gender identity, to a large extent, refers to an individual’s identification with male or female gender roles and behaviors and the labeling of different activities as feminine and masculine, which is largely a social construction based on stereotyped expectations regarding gender and perceived gender differences. It is recognized that individuals’ identification with masculine and feminine personality traits could vary when measured in different contexts or when gender identity was more or less salient to the other variables being examined-as found in the observations. If we closely examine the whole thing, we learn that the gender role is a set of behavioral norms associated particularly with males or females in a given social group or system. All societies, to a certain effect, have a gender/sex system, although the components and workings of this system vary widely from society to society. A persons gender role is composed of several elements and can be expressed through clothing, behavior, choice of work, personal relationships and other factors. There is nothing strange in seeing that people spontaneously categorize stereotypically masculine and stereotypically feminine traits and job labels according to gender even when the task at hand has nothing to do with gender. They are grounded in perceptions of differences between these gender categories.

Development and Diversity Essay Example | Topics and Well Written Essays - 750 words

Development and Diversity - Essay Example Later Thorndike added to the Pavlov’s theory by incorporating the idea of learning occurring when there was a â€Å"bond† between the stimuli and the response (Standridge, 2002). For Thorndike, the learner’s behavior could be adjusted by the presence of strong connections between the stimuli and response. B.F. Skinner added operant conditioning to the milieu and he established the concepts of reward and punishment. Rewards or praise connoted positive reinforcement. This type of reinforcement produced the necessary connections between the stimuli and response as posited by Thorndike. Likewise, punishment was considered to be negative reinforcement which causes the learner to reduce the inappropriate behavior. Skinner believed that although reinforcement increases learning, reinforcement that is given on an irregular basis allows the learning to be added to the long-term memory. Skinner’s operant conditioning was followed by Watson and eventually Guthrie est ablished his â€Å"contiguity (simultaneity of stimulus and response events)† theory (Lefrancois as cited in Standridge 2002). The behaviorist theorists all concluded that behavior could be changed through classical conditioning. In particular, behaviorist theorists combine reward and punishment in order to change the behavior of individuals. Thus, within a classroom setting, rewards and punishment are two dimensions of the behaviorist theory that still have great impact on the day to day operation of the classroom. Firstly, teachers can adopt the strategies to change the behavior of a disruptive student to more appropriate behavior. For example, if a student is continuously shouting across the classroom to other students then the teacher may choose either of two options. One, the teacher may use a simple praise tactic such as smiling with the student when he/she remains quiet in the seat or openly praising the behavior when it occurs. Secondly, the teacher may apply the nega tive reinforcement of ignoring the behavior providing that it does not cause damage to the said student or anyone else within the classroom. In ignoring the behavior the teacher does not give the student the attention that is craved by the student. In addition, the teacher may provide rewards on a minute basis such as praising the student whenever the teacher catches the student displaying the appropriate behavior. This act of rewarding appropriate behavior and negatively reinforcing inappropriate behavior is one example of learning for the behaviorists. In spite of these advantages to the classroom, the behaviorist theory has drawbacks to its use within the classroom setting. Firstly, Standridge (2002) suggests that behaviorists explore the observable behavior of individuals therefore the internal workings such as thought patterns, feelings and emotions are not included in the idea of behaviorism. Further, behaviorism considers learning that takes place due to the interaction of re inforcement and punishment but no consideration is given to behaviors that occur outside of these two elements. Moreover, Piaget suggests that individuals learn through adaption of new information into their schema. The behaviorist th

Marketing Analysis Tools for Business

Marketing Analysis Tools for Business Todays world all businesses around the world become intense competition. Companies have to find their own strongest strategies by using effective marketing tools in order to survive in the business competition. By doing that, there are many marketing tools such as SWOT analysis, PEST analysis, BCG matrix, 4P s, Porters five forces, etc. The main purpose of using these is to help the companies create and enhance their strategies so that their business performance will be improved. On this assessment, it will illustrate SWOT analysis and PEST analysis which give an understanding how they work through the business companies. To begin with SWOT analysis, it is one of the most important marketing tools that is used for analysing the business situations and strategic plannings. It is also useful for determining the new strategies by analysing the internal and external factors (Bartolomei, 2010). This strategy is beneficial for various organisations or businesses. Besides, SWOT analysis is divided into two categories which are examining on the both internal and external factors. Internal factors consist of strengths (S) and weaknesses (W), while external factors comprise opportunities (O) and threats (T) (Novicevic, Harvey, Autry and Bond lll, 2004). Thus, SWOT analysis plays a crucial key in the companies strategies to succeed. There are many examples that support conducting SWOT analysis with the companies. To begin with the first example, Zahorsky (n.d.) claimed that there are plenty of businesses have capability to aware of their inner-performance while the outer-performance are not well enough. Hence, SWOT analysis is very useful for them to examine their companies especially for small businesses. In addition, it is effective to look for the companies growth, comprehend their structure, and improve the competitive marketing and advertising. The second example is Vanichakul (2004), who is the lecturer in Thailands university, explained that SWOT analysis could be used to create the strategic planning and analyse the current situation in order that the organisations would minimise the weaknesses and threats whereas they would maximise the strengths and opportunities. However, he also gave an example that in Thailand the majority of organisations especially schools and universities applied SWOT analysis to not only create their new strategic planning but also determine their performance so as to improve their organisations consecutively. The third example is about Mcdonalds case study (The Time 100, 2009). It was discussed about SWOT analysis which could be used for multiplying the opportunities in strategic business marketing because of the different demands of each customer. Another thing, of which the companies should do, was the regular customers record. Furthermore, the strengths and weaknesses of Mcdonald were referred to brand loyalty, serving time, tastes, convenient food and the quality of food. While the opportunities and threats were referred to its competitors, target groups, menu and facilities. The fourth example is Tasmeen (2009) provided the case study of Ford by conducting SWOT analysis and considering the internal and external environment factors which influenced on Ford s performance. Additionally, the Interpublic Group of Companies was scrutinised the structure, procedures, histories and products by using SWOT analysis so as to enhance its strategic plannings (Aarkstore, 2010). Moreover, The Ashley Furniture Industries was also examined by SWOT analysis. Following this, the result of it included the history, employees, main competitors, essential product and services (Companiesandmarkets, 2010). However, there are several advantages and disadvantages for this marketing tool. Firstly, SWOT analysis is useful for businesses because of increasing the strengths of companies and reducing the weaknesses of companies. Furthermore, the analysis of opportunities and threats is to analyse the external factors, which the companies sometimes cannot control. From these reasons, SWOT analysis will enhance the image of companies and lead to the effective business performance. Secondly, SWOT analysis will help the companies to create new strategies. Due to a better business performance, the companies should aware of their weak points and build their own strong points so as to have their efficient future plans. It is certainly true that SWOT analysis is easy to adapt with a variety of situations such as selection, prioritizing important orders, facing to the unexpected problems, analysis the cause and effect of problems, generating the new project, enhancing the work effectiveness and creati ng the acquisition of knowledge. Besides, Bartolomei s article (2010) supported that the benefits of SWOT analysis are to provide and help the companies to forecast the causes and effects more explicitly. On the other hand, there are some arguments that against the advantages. For instance, there are many misunderstanding of SWOT analysis which causes problems about the quality of information such as skills, experiences, and the researchers. Another example is SWOT analysis should be repeated doing intermittently in order to examine the changes of situations and factors. Moreover, people who take responsibility for SWOT analysis could not have the bias due to avoiding the distorted information. (Novicevic, Harvey, Autry and Bond III, 2004) This part is going to discuss about PEST analysis, which is one of the marketing tools. Companies or organisations use this tool to analyse the external factors including political (P), economic (E), social (S) and technological (T) factors that are difficult to control. However, it also has impacts on the organisational or business performance. In addition, according to Haughey s thinking (n.d.), PEST analysis is the significant part of conducting a strategic planning of project. Firstly it will analyse political factors such as tax rate, labour laws, law enforcement, trade policy and charging fee as well as the certain situation of politics. Secondly, for economic factors, it will consider economic crisis, economic growth, interest rates, exchange rates, inflation and deflation. Thirdly, in term of social factors, it will pay attention to the social value, the social aspects, cultures, believes and medical cares, population growth, longer life period, unemployed rate, crime rate an d safety. Finally, the last factor, which is about technologies, will illustrate conducting Research and Development (RD), mechanization or industrialization, the development of technological motivations and the technological changes. There is an example that conducting PEST analysis with a company, which is one of the tourism industries in the UK, namely Simply Travel. According to the article, PEST analysis was influenced on the customers needs (123HelpMe, 2011). Another example is UNISON, which is the biggest public sector trade union in the UK, conducts PEST analysis in order to reach the demand of its staff and determination. Following the article, it is clearly revealed that the Migrant Workers Participation Project had a good impact on the alien employees outside Britain by using PEST analysis (The Times 100, 2010). Nevertheless, there are many benefits if the companies use PEST analysis. For instance, the companies will be aware of the extensive firm s factors. Not only does it motivate the firms to improve their strategic planning, but the firms also are cautious their risks if they need to gain more profit as well. Besides, the companies will be indicated their opportunities so that they will enhance their effective performances. Despite the fact that PEST analysis will help the companies to understand and create the up-to-date marketing strategic planning, it also has some limitations that affect its actions. For example, the dramatic change in the competitive market leads to the difficult companies situation in the future. Having a lot of information might be problem for finding the real useful information. Many people believe that PEST analysis uses for analysing the macro external environment and it is associated with others components such as their own companies, businesses and competitors (CMI, 2005). To conclude, it is obviously true that every marketing tool has not only many advantages but also many disadvantages. However, it is better to use SWOT analysis simultaneously because PEST analysis can be shown only the external factors. Therefore, SWOT analysis will be covered the internal factors analysis. Additionally, there are some suggestions that the companies should use other tools such as PRIMO-F analysis, Porters five forces in the same time (Morrison, 2010). Although, using both of PEST and SWOT analysis are beneficial, the companies should updated their information in order to avoid obsolete information. Consequently, the companies will be able to understand their performance, improve their strategic planning and compete with their other competitors.

Free Waste Land Essays: The Current Relevance :: T.S. Eliot Waste Land Essays

The Current Relevance of The Waste Land Eliot’s poem, The Waste Land, is at least as relevant to life today as it was in 1922, when it was first published. All of the themes stated at the beginning of the Norton Anthology's introduction to the poem ("spiritual dryness," a lack of "regenerating belief" to give meaning to life, and death without resurrection) are with us to an even greater degree than they were at the time the poem was first published. (Introduction 2146) The attitudes toward sexuality that are implicitly condemned throughout the work have not changed in any way that Eliot would be likely to see as an improvement, either. "The Waste Land" does not merely present an anthropological description of a culture, however, and the solution proposed by Eliot seems as relevant today as it must have been in 1922. Like Blake, Eliot constructs a personal mythology, but Eliot draws on a larger number of sources than Blake does: various religions from both the east and the west, works of literature from around the world, and works of philosophy and anthropology. Eliot refers to the fragmentary references throughout the poem at the end of the poem by saying, "These fragments I have shored against my ruins" -- that is, Eliot has taken fragmentary references and pieced them together in an attempt to come to grips with the modern situation in which he finds himself. (line 431) The references from the poem are nearly always references to the past, when a cultural heritage was common to an entire people, the themes described in the Norton Anthology's introduction were nonexistent (or were problematic to a much lesser degr ee than in the modern era), and when sexuality found its expression in a context Eliot would have seen as appropriate -- a mature relationship between men and women that expresses both love and physical passion. Perhaps more important than the building of this personal mythology, however, is the solution Eliot explicitly offers in "What the Thunder Said." Eliot weaves in a Hindu story in which gods, devils, and humans each ask their common father, Prajapati, for advice.

Ncell

Methodology We surveyed much more about t Ncell through the use of various sources. Through these surveys we came to know about different aspects about Ncell. But we tried to get more insight of the consumers or the users of Ncell . With this prime motives we all decided to conduct a small Consumer Feedback Survey among the users of Ncell. We asked them the close ended questionnaire as a part of our primary survey . These questionnaire were distributed among the 20 Ncell users To know the diversified customers response we have selected the respondents from many sector llike professionals, Students , housewife and so on.The nature of our questionare were solely based on the satisfaction level,attitude towards product ,features of products. The sample of the questionnaire is presented below: Customer Feedback Survey-Questionnaire Name: Address: Contact: Email: Profession: Please tick the appropriate options Q. 1. What is your view on network quality of Ncell ? a) Excellent b)Good c)Ave rage d)Below Average Q. 2. Which service of Ncell do you use most? a)Call b) GPRS/3G c)Data card d)others Q. How expensive do you think is the price of Ncell service? a)Cheap b)Satisfactory c)Expensive d)Comparatively expensive Q. 4 How much money ( in average )do you spend in Ncell ? a)less then 100 b)R. S 100-250 C)R. S 250- 500 d)R. S 500 and above Q. 5 How does the feedback and customer care service respond to your problems ? a)Very Fast b)Average C)Satisfactory d)Slow response Q. 6 How is Advertising of Ncell? a) Persuasive b) Reinforcing c) Reminding d) Informative Q. How often do you get bonus scheme or offer from Ncell ? a) Frequently b) Very often c) Sometimes d) Rarely Q. 8 If you are using Ncell Internet service, how is it? a) Very fast b) comparatively fast c) Moderate d) slow Q. 9 What factor influenced you to purchase Ncell service? a) Media advertisement b) Hoarding board c) word of mouth d) References e) Non Q. 10 Do you have any suggestions that would help us to imp rove our Ncell service? Signature of the customer: Thank you for your kind cooperationMajor Findings From the customer survey that we conducted with 20 different Ncell customers we have found some crucial results. According to them the network quality of Ncell service is good however some of them said it is excelled. Likewise talking about the services provided by Ncell many of them are using call and GPRS service, the majority of GPRS users are youth among them. Another important result we have found about the price that Most of the respondent said it is comparatively expensive (which mean the Ncell Price is expensive than its major rival NTC).However the service within the Ncell subscriber is not that expensive. The major factors affecting to purchase of Ncel Service are Media advertisement, hoarding board, word of mouth and references respectively. Moreover the advertising of the Ncell is more reinforcing according to the respondents however some of them said it is informative e also. Considering the aforementioned survey discussion now we would like to show here some figures and chart to understand the findings in more specific way. 1. Quality of Network

Determiners What They Are and How to Use Them

Determiners What They Are and How to Use Them Determiners: What They Are and How to Use Them We use determiners in front of nouns to show what they refer to. The difference between â€Å"a hat† and â€Å"my hat,† for instance, is that â€Å"my† shows that the hat belongs to me. This makes determiners very important for clear communication, so make sure you know which terms to use in different situations. Articles (The / A / An) Articles are the most basic determiners to specify what you’re discussing. They  come in two kinds: the definite article (â€Å"the†) and the indefinite article (â€Å"a† or â€Å"an†). The definite article – â€Å"the† – is used when we refer to something specific. If I say â€Å"I am going to the library,† for example, I have a particular library in mind (not just any library). The indefinite article is used when not referring to a specific entity. If I go looking for â€Å"a library,† I’m not searching for a specific library (any library will do). Possessives (My / Your / His / Her / Its / Our / Their) A possessive determiner indicates ownership, like with â€Å"my hat† above. Other singular determiners include â€Å"your,† â€Å"his,† â€Å"her† and â€Å"its.† Plural determiners (i.e., determiners used to indicate something belongs to a group) include â€Å"our† (â€Å"welcome to our party!†), â€Å"their† (â€Å"I don’t want to go to their party†) and â€Å"your† (â€Å"I’m glad I went to your party†). Note that â€Å"your† can be either  singular or plural. Demonstratives (This / That / These / Those) Demonstrative determiners usually tell us about the position of something relative to the speaker. â€Å"This† (singular) and â€Å"these† (plural) indicate something is close. â€Å"That† (singular) and â€Å"those† (plural) usually apply when something is far away. Determiners (This, That, These, Those) As with â€Å"the,† demonstratives  are used when we refer  to something in particular (e.g., â€Å"this cake† and â€Å"that cake† both refer to a specific cake, unlike â€Å"a cake†). We also use â€Å"this† to refer to something we have just mentioned. This makes it possible to follow on from a preceding sentence without having to re-identify the thing being discussed. Quantifiers (All / Any / Some / Every) This category of determiners includes a wide variety of terms relating to quantity, including â€Å"all,† â€Å"any,† â€Å"both,† â€Å"either,† â€Å"enough,† â€Å"a few,† â€Å"some,† â€Å"every† and many others. Like â€Å"a† or â€Å"an,† these words do not specify singular things, but nevertheless tell us something about the noun being described, usually to do with the number or quantity being discussed. In the sentence â€Å"I will cuddle every puppy,† for example, â€Å"every† shows I’m referring to every single puppy in the room, in the world, or every puppy available. In â€Å"I will cuddle any puppy,† meanwhile, the determiner â€Å"any† shows that, while I’m happy to cuddle a puppy, I will not necessarily commit to cuddling all of them. No matter how adorable they are. Sorry, little dude. Youll have to cuddle yourself. [Photo: Jonathon Kriz]

Employee Benefit and Service Impact on Performances and Satisfaction

Employee Benefit and Service Impact on Performances and Satisfaction Performance and Satisfaction Job satisfaction is the attitude or the feeling of accomplishment within an employee in a quantitative and qualitative manner. Compensation holds a great significance in the lifestyle and self esteem of employees. The amount of money an employee earns will determine his/her level of their job satisfaction.Advertising We will write a custom essay sample on Employee Benefit and Service Impact on Performances and Satisfaction specifically for you for only $16.05 $11/page Learn More On the other hand, performance is the desire, ability, capacity and motivation that an individual has to carry out a specific task. The performance of an employee depends on the work setting, the tools provided, and information required to carry out the job at hand. The benefits that an employee enjoys can only be reflected in their performance in the form of a certain level of result-based services. Impacts of Benefits and Service on Job Performance and Satisfaction In the contemporary world, people not only look for jobs that are in line with their profession or careers but also the jobs that will provide them with benefits. Such benefits motivate employees, hence increasing their productivity and their levels of job satisfaction. In most corporate organizations, the benefits and service compensation of employees highly depends on job satisfaction. Thus, enlightened managers receive equal levels of satisfaction from their employees due to the intrinsic and extrinsic benefits they reward them with. Furthermore, the employees of a given organization can have a sense of pride with their employer in an event where they work under a conducive working environment. Skill based compensation is usually linked to various risks especially when employees becomes discontented with their work or when they do not have the opportunity apply their expertise at work. Therefore, positive performance is equitably rewarded through a benefit structure. Consequently, the key aspect of employee job satisfaction comprises compensations, promotions, the level of supervision, and work conditions. It is evident that the form of rewards and benefits arrangements under which employees perform powerfully influences their level of satisfaction. Therefore, the increased satisfaction arising from benefits helps to boost the expectations of employees in terms of presentation. As a result of job satisfaction and contentment, employees usually put in more effort to their work hence meeting the goals and objectives of the organizations that they are working for. Benefits are effective incentives that play a critical role in the attainment of job satisfaction since the employees develop additional commitments and they become more satisfied. This makes them to kindle a sequence of positive actions (Gaurav, 2012).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Lea rn More Benefits enable employees to initiate diverse strategies that will enable them to enhance the performance of their organizations. Notably, desirable benefits will ultimately satisfy the esteem of employees by enhancing their strength and competence making them to be critical to the organizational performance. Employee satisfaction is as a result of how reasonably they are treated because satisfaction arises from individual perception regarding work outcomes and the relative inputs as compared to others. On the other hand, employee dissatisfaction can arise even with similar outcomes in turnover under enhanced benefits for the work environment can fail to offer flexibility and desirable basis of amusement especially when the organizational tone becomes demanding and tedious (Gaurav, 2012). Therefore, benefits should also provide employees opportunities to grow within an organization. This can be attained through performance reviews that accommodate diverse perspective s that help in correcting pessimistic behaviors in addition to rewarding productivity. Therefore, since employee satisfaction affects the bottom-line, it is crucial to have good leadership structures that appreciate the link between organizational performance and employee fulfillment (Kuballa, 2007). References Gaurav, K. (2012). Drivers of Employee Satisfaction and Attrition: A Quantitative Investigation. Chicago: GRIN Verlag. Kuballa, J. (2007). Employee Satisfaction: A Precondition for Economical Success of Service Companies. Boston: Cengage Learning.

Monaco grand prix economic impacts Essay Example | Topics and Well Written Essays - 1250 words

Monaco grand prix economic impacts - Essay Example They are typically organized by variable combination of national governmental and international non-governmental organizations (Sylt and Reid, 2010).† The Monaco Grand prix has great economical impacts; first and foremost it leads to technological development of mass communication especially satellite television. This development means that revenues from television to host the events increase overwhelmingly. The television rights are sold very highly like the rights to host Olympic games in 2000 in Sidney was over US$1 billion (Sylt and Reid, 2010). There is also a lot of corporate sponsorship which provide huge sums of money to the host countries. The event is also useful in marketing products and showcasing various country attractions hence attracting tourism and foreign investments. This event is one of the most significant events ready to transform the country. This leads to an increase in the volumes of tourists who come to the event for various reasons (Sharkey, 2011). In return, the huge visitor or tourist volumes increase the revenue received from the tourist and hence boosts the local trade. To host such an event, a lot of marketing and publicity has to be done, this leads to the host country being known world wide and having a positive image which in return boost tourism even during the non pick periods (Sharkey, 2011). Hosting such a mega event gives the host country a chance to be put on the world map, by providing significant exposure to the world. They serve as a platform to show the cultural, economical and political power of the host. By hosting such a significant event it shows that the country has entered the international scene as a major figure. This has been the case for countries like Singapole, Japan which hosted the 2002 FIFA World Cup, South Korea etc which little was known about them but after hosting sporting events their economies emerged and the political status became known

Definition paper on Patriotism Research Example | Topics and Well Written Essays - 1250 words

Definition on Patriotism - Research Paper Example The eagle is strong, ferocious and majestic. This is how patriotic citizens of the United States view themselves and their nation. Finally, patriotism invariably is connected with support of the armed forces. These are the men and women that serve their nation every day. They are willing to put themselves in harm’s way for the defense of the country that they love. A good workable definition of patriotism then would simply be a love of one’s homeland (Bennett, 2008). While all of these symbols of patriotism are powerful in their own way, they do not capture the true meaning of patriotism. There are three key activities that define true patriotism. Patriotism is defined by education that teaches you about your rights, engagement that brings your rights as a citizen to life, and courage to stand and speak for what is truly in the best interest of the nation. The first key to being a patriotic citizen is education. Often, we only think of education as something that happen s in schools. This type of formal education is vital for patriotic citizenship. Learning about the structure of the American government as outlined in the Constitution is an important first step. A basic understanding of the history of the documents that lead to the establishment of the United States of America and the current Constitution is essential if a citizen is to really be patriotic. Anyone can get misty-eyed at the sight of a bald eagle soaring through an azure sky superimposed over the image of the flag waving in the breeze. This is not true patriotism. A real patriot must know why the government works the way it does (Haynes, 2009). Patriotic citizens must know what their rights are or they may find themselves in a situation that they are loosing rights that they never even knew they had. Understanding important concepts found in the Constitution such as checks and balances, representative democracy and due process are essential for patriotism to exist because these ideas are the foundation that underlies the symbols of patriotism. All citizens need to know the content of the Bill of Rights and other Amendments to the Constitution. Without this academic knowledge, patriotism is nothing more than emotions generated by familiar symbols of the nation. Once an academic understanding of the rights of citizens has been obtained, it is then necessary for the patriot to transfer that knowledge to his or her daily life. It is important for the citizens of the United States to know what due process looks like in the real world so they can know if their rights have been taken away. They need to understand how Freedom of Speech and Freedom of Assemble allow them to do the things they do and say the things they say so that these privileges will not ever be lost due to apathy. An understanding of what Constitutional rights look like in real life allows people to participate in the next element of patriotism. Acquiring the education necessary for patriotism is not a passive process. In a formal setting such as school textbooks must be studied, homework must be completed and tests must be passed. This requires effort. Informal learning about rights and responsibilities of patriotic citizens requires effort as well. Much of this learning occurs while actually living life. That is why the act of engagement is so vital for patriotism. There are many different ways a person can engage in the political process. Patriotism requires citizens to engage on each of these levels. The first level is to meet legal

Arms Trade Is Big Business Research Paper Example | Topics and Well Written Essays - 750 words

Arms Trade Is Big Business - Research Paper Example In fact they are spending even more to strengthen their military assets than on health and social development sectors. There has started a race of arms among all the countries a craze of gaining ultimate power and influence.1 There can be no denial to the fact that arms trading involve huge investments and great boost for economy. Millions of dollars are earned every year from the arm trading deals. With the export of arm, huge amounts are invested for the up gradation of security as well as on research and development.2 The other major benefit of arms dealing is national security and defense. It has always been and still is the main concern of every country. On this plead only a huge sum is spent by every single country to gain access to the most up to date and modern technology in the field of arms and weapons. Huge sums are also being spent in creating most effective weapons of mass destruction that can annihilate maximum percentage of enemy area in minimum time. In order to gain power in a certain area countries help each other by trading arms among each other to gain power and influence upon other countries in that area that pose threat to them. Along with this, arms trading provide jobs opportunities. A huge number of people are involved in this weapon making business, supporting number of families.3 With the positive aspects of making economy flourish, providing employment as well as ensuring security on national level, arms trading negative impacts on overall humanity cannot be ignored. An immense number of people are dying due to this legal as well as illegal trading of arms. It is the main threat to global peace as it is endangering civilization on everyday basis. The impact of nuclear bombings on Japans should have been a wakening call to the world, but in fact it has increased the battle of obtaining the most destruction able weapons. The influential nations sell arms to the third world in order to spend money to create even more disastrous weapons than are sold. While the third world countries are trying to create their defense stronger to protect themselves from the foreign invasion, and so are trying to spend every dime on the procurement of deadliest weapons they can lay their hands on. As the former U.S. President, Dwight D. Eisenhower, so rightly put the whole situation, in a speech on April 16, 1953, by saying â€Å"every gun that is made, every warship launched, every rocket fired signifies, in the final sense, a theft from those who hunger and are not fed, those who are cold and are not clothed. The world in arms is not spending money alone. It is spending the sweat of its laborers, the genius of its scientists, the hopes of its children†¦This is not a way of life at all, in any true sense. Under the cloud of threatening wall, it is humanity hanging from a cross of iron.†4 His words so rightly justifies the scenario of the present world, where children are dying of hunger and cold and the people elected to provide for their needs are busy making weapons and bringing the world to the brink of another deadliest ever war. With every trade of weapon, the looming sense of danger gets stronger. This weapon traded has no surety of being

Internet Marketing Essay Example for Free

Internet Marketing Essay Topshop is clothing store selling clothes, shoes and jewellery; they have stores in nearly all towns across the UK. Topshop also has an online store that you can buy they’re products from and they deliver to your home for a small price. You can order your chosen products wherever you are in the world, as they deliver worldwide. Also on the Topshop website you can choose the language preferred to shop online making it easier for people to use. If you change the language to shop on the Topshop website the currency automatically changes. This allows the business to sell globally, which will make them a lot more profit. Topshop also use social networking sites and mobile apps to support their communication, as they have a Facebook and Twitter page to promote their products and answer any questions from customers. Also Topshop have a mobile app so you can save, send and share all your favourite looks, and shop the pieces you’re after from their website. This is a great way of promotion as everyone today uses social networking websites, so it’s a way for them to be seen and keep up to date with what people are wearing and what people want. Topshop can also promote their last minute promotions such as sales through their website and mobile app. There are plenty of advantages for this, as not only is it money efficient it’s quick and Easy and can be seen by a lot of people. Using their website to promote sale is money efficient as they already have the website and the staff working it, if they printed out flyers or advertised in magazines etc. it would cost a lot more and it would probably be seen by less people. Topshop also sells ranges from different designers other than themselves; I think they do this to attract customers who buy from them specific designers to buy from them. Also this gives them a lot more variety and they will make a profit from it. ASDA also have an online store, which they sell everything from food to car insurance. ASDA tries to engage customers on their website by the use of videos, slide shows, animated backgrounds and their own radio station you can listen to online. They do this so people will want to look further into the website and hopefully buy the advertised products. Also the slideshows appears on the home page of the website, so people can see everything they provide on the first page. ASDA have a lot of competitors such as Tesco, Sainsbury’s etc. so they are constantly updated and new things to their website to beat the competitors. ASDA have identified new market development opportunities such having an in store opticians and pharmacy, doing this not only helps them make a profit but it keeps them ahead of their competition. River Island communicates with their customers through their website very well as they give customers a choice to make an online account; this is so the customers can keep record of their orders, order faster and efficiently. This helps them understand their customers as they know what their customers want and it benefits them as they know what sells the most and is popular with their target audience. River Island’s website provides the opportunity for the customers to use their online size guide for both men and woman, so their customers buy the correct sizes that customers will feel comfortable in. I think this is really effective for both the business and the customer, as the business will have fewer complaints and returned from the wrong sizes. For the customer this is good because you know that you will defiantly buy the size that fits and you don’t need to worry about sending them back or not having an outfit on time.

Cell Phone History - The Evolution of the Cell Phone :: Expository Essays

Cell Phone History - The Evolution of the Cell Phone Cell phones have become a part of mainstream culture. Recently they have become more affordable and accomplish much more than making and receiving calls. Along with the growing popularity there is also growing concerns about safety and health. In this paper we will address cell phone history and how they have evolved. We will discuss health concerns such as tumors and talking while driving. Finally, we will talk about all of the technology that cell phones can accomplish such as receiving Email and buying stocks. History: In 1921 the Detroit Michigan Police Department first used mobile radio in a vehicle. Digital wireless and cellular roots started in the 1940s. In the 1940s new frequencies between 30 and 40 MHz were available. There was an increase of availability in channels which police systems were encouraged to use. Mobile units were available within private companies, individuals, and public agencies. In St. Louis, 1945 the first mobile telephone system in the US was introduced. Along the highway between New York and Boston a Public mobile system carried greater frequency distance in 1947. In 1n 1949, the FFC authorized separate radio channels to common carriers. A new system was developed with automatic channel selection in 1964. With this new system each call allowed customers to dial for themselves and it eliminated the need to push-to-talk operation. In 1975, in Chicago, AT&T was authorized to develop a cellular system. After this AT&T and Bell labs work with other cellular vendors to develop their cellular phones. Their phones were made so consumers would have the quality products available to use on cellular networks. There are many reasons why the mobile wireless has not progressed further in the last 60 years, this is because of cautiousness and federal regulation. The Federal Communications Commission controlled frequency availability. Their regulations and unresponsiveness had the most significant factors hindering radiotelephone development. The Federal Communication Commission delayed the technology in America by ten years. Health: Brain tumors and eye cancer are two health concerns of cell phones that are currently under investigation. Many people have heard rumors about whether or not cell phones are responsible for these health problems, but answers never seem to be found.

Interpretation :: essays research papers

Humans are set apart from all other animals for one reason. We have the power of imagination and thus power to interpret what we read. Therefore, we can argue that the written word is the most meaningful of all types of communication. It is valid to say that if ten people read a book and were asked to retell the book in their own words that we’d hear ten different versions of the same book. In today’s society, our interpretations are feared. We might interpret anything contrary to the author’s intentional meaning. The author could then possibly be liable for any actions we take after reading his works. Don Quixote is one who consciously decides to interpret his books of chivalry as the right way of life and concurrently decides to live his own life in that manner. â€Å"I remember reading that a certain Spanish knight . . . having broken his sword in battle, tore a great bough or limb from an oak†(69). Since Don Quixote had read about this particular knigh t, he justifies it to himself that he too could also tear a limb from a tree and uses it as a makeshift lance. When Sancho asks if Don Quixote had any pain, he replies, â€Å"I do not complain of the pain†¦because a knight errant is not allowed to complain of any wounds†(69-70). Again, Don Quixote is going by a set of rules of chivalry that he obtained from his reading. At night, Don Quixote refuses to sleep â€Å"but thought about his Lady Dulcinea, to conform to what he had read in his books about knight errants spending many sleepless nights in the woodland and desert dwelling on the memory of their ladies†(70). I do not believe that Don Quixote is mad, as some may say, but that he is only interpreting what he has read to suit him. If Don Quixote were a real human in today’s society his family could very well sue the publishers of the books that he read, claiming that the books drove him to insanity and should not have been published. However, if all wri tten works were feared in that context, then it is also a possible that all books are to be feared. This is shown when Don Quixote’s niece helps a priest and a barber to burn Don Quixote’s treasured books of chivalry. When the barber suggests that â€Å"These do not deserve burning with the rest, because they do not and will not do the mischief those books of chivalry have done†(61).

Project on Shree Cement Ltd.

ACKNOWLEDGEMENT I take this opportunity to present my gratitude to all who helped me during the course of the project for their aspiring guidance, invaluably constructive criticism and kind advice throughout the project work. I am sincerely grateful to them for sharing their sincere and revealing views on a number of issues related to the project. I express my heartfelt thanks to Mr. Gopal Tripathi for their support & guidance at SHREE CEMENT LTD. I would also like to thank my project external guide Mr. R. K. Shrivastava and all the people who provided me with the required facilities of working conditions conducive for my project work. PREFACE As we are stepping into the 21st century with the era of modernization & globalization, organizations are seeking to bring continuous improvement and required changes in all fields of activities. One key area is to build a pleasant working environment within the organization and to study the behavior of the employees for the purpose of identifying the scope of improvement in the organizational effectiveness. The main objective of this project is to get the hands on experience of the office and management and various systems and procedures on effective working. INDEX Table of Contents S. No. Contents 1. Acknowledgment 2. Preface 3. Company Profile 4. Vision of the company 5. Research Methodology 6. Objective of Recruitment & Selection 7. Importance of Recruitment & Selection 8. Recruitment – The Challenges 9. Sources of Recruitment 10. Recent Trends in Recruitment 11. Recruitment Policy of Shree Cement Ltd. 12. Selection – The Challenges 13. Selection Process at Shree Cement Ltd. 14. Probation And Confirmation 15. Training and Development 16. Conclusions 17. Bibliography COMPANY PROFILE BACKGROUND:- Over the last decade, a significant change in business environment has caused organizations around the world to transform their business model in order to maintain leadership. This change is hyper-competition – a state that renders traditional competitive advantage unsustainable. Rapid product introductions to battle the pressures of commoditization is impacting organizational bottom line faster than ever before. Shree Cement Ltd. is an energy conscious & environment friendly business organization. Having Nine Directors on its board under the chairmanship of Shri. B. G. Bangur, the policy decisions are taken under the guidance of Shri. H. M. Bangur, Managing Director. Shri. M. K. Singhi, Executive Director of the Company, is looking after all day- to- day affairs. The company is managed by qualified professionals with broad vision who are committed to maintain high standards of quality & leadership to serve the customers to their fullest satisfaction. The board consists of eminent persons with considerable professional expertise in industry and field such as banking, law, marketing & finance. Shree cement a leading cement manufacturer of North India, has been participating in the infrastructure transformation for India for over two decades. It started operation in 1985 and has been growing over since. Its manufacturing units are located in Beawer, Ras in Rajasthan. It also has grinding unit at Khuskera near Gurgaon. It has 3 brands under its portfolio viz. Shree Ultra Jung Rodhak cement, Bangur Cement and Tuff cement. Its record of steady profitability and healthy operating margin was maintain in 2007-08 as well. It registered a growth of 51% in net sales which stood us at rs. 2065. 7 cr in 2007-08. Its net profit increase by 47% to rs. 260. 37 cr. During the year. Shree always strives to sustain it reputation as a respected corporate citizen. Its acknowledges that is operation have multiple impacts on the environment and communities in which it operates. Its business strategies and performance demonstrate a high level of commitment to preservation of environment and soci al development apart from economic success. HISTORY OF COMPANY:- 1979 – The Company was incorporated on 25th October, at Jaipur. The Company was promoted by members of the Bangur family and others. Shree Digvijay Cement Co. Ltd. , Graphite India, Ltd. and Fort Gloster Industries, Ltd. took active part in the promotion of the Company. The Company manufacture's cement & cement products. †¢ To reduce fuel and power consumption, the Company adopted the latest dry process, four stage preheater precalcination technology of clinkerisation and air swept roller mill grinding system for raw material and coal grinding. †¢ The Company entered into agreement with F. L. Smith & Co. A/s Copenhagen, a designer and manufacture of cement plants, its associates F. L. Smith & CIA. Espanola S. A. Madrid and with Larsen & Toubro Ltd. , Mumbai for the supply of plant equipment and services for the proposed project. 1984 – 70 No. of equity shares subscribed for by the signatories to the Memorandum of Association. In Oct. /Nov. 1, 53, 99,930 No. of equity shares issued of which 1, 06, 99,930 shares reserved for firm allotment as follows: †¢ 48,00,000 shares to Shree DigVijay Cemen t Co. Ltd. ; †¢ 11, 00,000 shares each to Graphite India, Ltd. and Fort Gloster Industries, Ltd. And †¢ 36, 99,930 shares to Directors, their friends etc. Including upto 25, 00,000 shares to NRIs With repatriation rights. The balance 47, 00,000 shares offered to the public of which 18, 80,000 shares offered for allotment on preferential basis to Non-Residents. 1985 – Commercial production commenced from 1st May. 1986 – A diesel generating set of 13. 6 MW was installed for captive power generation 1987 – 46, 00,000 shares issued to financial institutions in conversion of loans. 1991 – Production of clinker and cement declined due to a major shut down of the plant for implementation of modernization/renovation/modification work. †¢ The Company undertook to set up a new cement plant of 0. million †¢ TPA capacity in Rajasthan †¢ 7, 96,000 No. of Equity shares issued to financial institution in conversion of loan. 1992 – 36,00,000 shares allotted to FLT Ltd. a wholly owned subsidiary of P. L. Smith & Co. Denmark under financial collaboration agreement. 1993 – The Company undertook a scheme of implementing second stage of its licensed capacity to incr ease its capacity to 3300 tones per day. †¢ The Company issued 21975 – 16% each with equity warrants and these will be converted as per institutional guidelines. †¢ 2, 40,021 shares issued in pursuance of scheme of Amalgamation. 994 – The Company issued 10, 00,000-16% Secured Redeemable NCD of Rs 100 each on private placement basis. †¢ A scheme of amalgamation of an existing leasing and finance Company with the Company was prepared for undertaking leasing activities and other financial services on large scale. †¢ M/s. Mannakrishna Investment, Ltd. is a subsidiary of the Company. 1995 – The Company undertook the implementation of new unit of 124 MT capacities per annum named Raj Cement. †¢ 43,95,000 No. of Equity shares on surrender of detachable optional share warrants attached with 16% unsubscribed non-Convertible Debentures of 100 each. 996 – The Company commissioned its second cement plant – Raj Cement with a capacity of 12. 4 lakh tones per annum in Beawer. †¢ 58, 06,204 rights shares issued (prem. Rs 10 per share) in the prop. 1:5. 1998 – Shree Cement, the Calcutta-based PD-BG Bangur group company, has decided to issue preference shares aggregating Rs 15 crore to mobilize long-term funds. †¢ Shree Cement's expansion in capacity by 12. 4 lakh tones at the new unit in Beawer has made it a leading cement manufacturer in North India. †¢ IC RA has downgraded the rating of the NCD programme of Shree Cement Ltd (SCL) from LAA to LA. The Rs 372-crore 1. 25 million tonne cement plant near Ajmer was commissioned during the year after considerable delay due to an explosion in the electro-static precipitator. †¢ Shree Cements has an installed capacity to produce up to two million tones of cement per annum in Rajasthan and has an equity capital of about Rs. 34 crores. 1999 – The company has been awarded the first prize for energy conservation in 1998 in the cement sector. â⠂¬ ¢ SCL, belonging to the house of Bangur’s, is one of the largest cement manufacturers in North India, having the installed capacity of 2 million tones. Its plants are located in Rajasthan. The new plant was set up at Beawer with the capacity of 1. 24 million tpa in Rajasthan. †¢ Unit I and Unit II of the company receives National Award for ‘Best Electrical Energy Performance' and ‘Best Thermal Energy Performance' in the Cement Industry for the year 2000-01. †¢ Decides to change the Accounting year to April – March each year and accordingly the current year is only for nine months. †¢ Appoints Mr. M K Singhi as the Executive Director of Shree Cements. In pursuance to the IDBI, companies approve for early redemption of privately placed under noted cumulative redeemable preference shares. †¢ Change in Management Structure: Mr. B G Bangur re-appointed as executive chairman and Shri H M Bangur re-appointed as the Managing Director for a period of five years. 2003 – Members approve for the delisting of its shares from 4 stock exchanges of Jaipur, Kolkota, Delhi and Chennai exchanges. †¢ C onfers the Runner up National Safety Award by the Ministry of Labour, GOI, in recognition of outstanding performance in Industrial Safety achieving longest accident free period. Receives permission for delisting of shares from Delhi Stock Exchange. †¢ The company has been conferred National Award for Excellence in Energy Management 2003 instituted by the Confederation of Indian Industry (CII) and Sohrabji Godrej Green Business Centre. †¢ -Delisting of equity shares from Madras Stock Exchange Association Ltd. 2004- Company conferred ‘BEST PRODUCITY AWARD-2003' by the Rajasthan state Productivity Council in recognition of productivity measures and productivity improvements achieved. Rajasthan Chamber of Commerce & Industries, Jaipur presents ‘RCCI Excellence Award' to Shree Cement Ltd in recognition of Overall Best Corporate Governance Practices and Disclosures in Annual Report among all companies having registered office in Rajasthan. †¢ -Delist from The Ca lcutta Stock Exchange Association Ltd (CSE). 2007- Shree Cement Ltd has appointed Shri. Amitabha Ghosh as Director of the Company w. e. f. May 14, 2007. PHILOSOPHY:- †¢ Let noble thoughts come to us from all over the world. – Rig-Veda Shree Cement Ltd is a professionally managed company. The company always believes in complete transparency and discharge of the fiduciary responsibilities which has been assumed by Directors as well as by the Senior Management Executives and/or Staff. Therefore in order to ensure the continuity thereof though, not written but otherwise ingrained, the Board of Directors has approved of the following Code of Conduct for all Directors as well as for the Senior Management Executive and/or personnel and other employees. VISION:- †¢ To sustain its reputation as the most efficient cement manufacturer in the world. †¢ To drive down costs through innovative plant practices. To increase the awareness of superior product quality through a realistic and convincing communication process with consumers. †¢ To strengthen realizations through intelligent brand building. BUSINESS ETHICS:- †¢ Enforce good corporate governance practices. †¢ Inculcate integrity of conduct. †¢ Ensure transparency and credibility in communicatio n. †¢ Remain accountable to all stakeholders. †¢ Encourage socially responsible behavior. [pic] METHODOLOGY The cement industry is marked with a high level of attrition and therefore recruitment process becomes a crucial function of the  organization. At Shree Cement Ltd. , recruitment is  all time high  during May-June and Oct-Nov. The recruitment  is high during these months due to the fact that March and September are half year closing and  business  is high during Jan-Mar. Thus it is only after March that people move out of the  companies. Since my summer training was in the months of May-June, it gave me the opportunity of involving myself directly with  the recruitment  process and analyzing the process so that suitable recommendations can be given. This project is centered on identifying best hiring practices in the  cement industries. It therefore requires great amount of  research  work. The methodology adopted was planned in advance so as to collect data in the most organized way. My area of focus was  the recruitment  and selection n training particularly at Shree Cement Ltd. I was directly involved with  the recruitment  for candidates for the production profile. I was particularly involved with the sourcing of candidates for the regions such as M. P, U. P and Rajasthan. Before any task was undertaken, we were asked to go through the HR policies of Shree Cement Ltd. o that we get a better understanding of the process followed by them. †¢ The first task was to understand the various job profiles for which recruitment was to be done. †¢ The next step was to explore the various job portals to search for suitable candidates for the job profile. †¢ Once the search criteria were put, candidates went through a telephonic interview to validate the information mentioned in their resume. †¢ A candidate matching the desired profile was then lined for the first round of Face to Face interview in their respective cities. Firstly  the candidate  had filled up the personal data form(pdf). †¢ Then the candidates  INTERVIEW EVALUATION SHEET  Ã‚  which is provided by interviewer was crosschecked by the HR team. If they think that  the candidate was good to hire or not. †¢ When a candidate cleared his first round, he is then made to take an  aptitude test. We created the  aptitude test. It the HR department, which has the exclusive rights to assign test, test codes to the candidates. Each code was unique and could be used only once by a candidate. †¢ Once  the candidate  completed his first assessment, his scores were checked. If he cleared his cut-off he was given another test. †¢ Since we received many resumes, it was essential that a  database  be maintained to keep a track. It was convenient method than to  stock  up piles of papers. SCL has their own  database  , They update all the records of the new joinees in that tracker. That database containes all the information of a candidate such as name, contact number, location etc. †¢ The external guide maintained a regular updating of the  database. †¢ Understanding what kinds of  database  are maintained and how they help in keeping a record. They maintaining a track of test codes given, the  database  for employee referrals,  Database  for the resumes received through mails and response of advertisement. RESEARCH  METHODOLOGY Date Source Primary  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  : –  Through Personal Interviews Secondary  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   : –  Through Internet, Journals, New s papers and Misc. Sample Area: – Work had done in Beawer regional Office. Sample procedure: – Random sampling. PROJECT SCHEDULE :- First week  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  : – Training program from the company. Second week  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   : – Collecting the primary and secondary data. Third and Fourth week  Ã‚  Ã‚  Ã‚  : – Study Recruitment & Selection Process Fifth week  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  : – Analysis of Data Collection. Sixth week  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  : – Final Report preparation and presentation OBJECTIVES OF THE RECRUITMENT AND SELECTION Every task is undertaken with an objective. Without any objective a task is rendered meaningless. The main objectives of this are: †¢ Attract and encourage more and more candidates to apply in the organization. †¢ Create a talent pool of candidates to enable the selection of best candidates for the organization. †¢ Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. IMPORTANCE OF THE RECRUITMENT AND SELECTION †¢ Recruitment is the process which links the employers with the employees. †¢ Increase the pool of job candidates at minimum cost. †¢ Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. †¢ Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. †¢ Meet the organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. †¢ Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants RECRUITMENT Recruitment is the discovering of the potential applicants for the actual and anticipated organizational vacancies. This being the critical factor, any organization has to have we ll defined policies & practices aligned with the organization’s mission and vision since it injects fresh blood in the organization. Organizations work hard to find and attract capable applicants. Their methods depend upon the situations since there is no best recruiting technique. However, the job descriptions and specifications are essential tools, especially for the management in large organizations. THE CHALLENGES: ? Attract people with multi-dimensional experiences and skills ? Infuse fresh blood at every level of the organization ? Develop a culture that attracts people to the company ? Locate people whose personalities fit the company’s values ? Devise methodologies for assessing psychological traits ? Induct outsiders with new perspective to lead the company Search for talent globally, and not just within the country ? Design entry pay that competes on quality, and not quantum ? Anticipate and find people for positions that do not exist yet The process of identification of different sources of personnel is known as recruitment. Recruitment is a process of searching the candidates for employment and stimulating them to apply for jobs in the organizations Recruitm ent is a process of searching the candidates for employment and stimulating them to apply for jobs in the organizations. It is a linking activity that brings together those offering jobs and those seeking jobs. Recruitment refers to the attempt of getting interested applicants and creating a pool of prospective employees so that the management can select the right person for the right job from this pool. Recruitment process precedes the selection process, that is, selection of right candidates for various positions in the organization. PROCESS It is a positive process as it attracts suitable applicants to apply for available jobs. The Process of recruitment: ? Identifies the different sources of labor supply ? Assesses their viability ? Choose the most suitable source or sources Invites applications from the perspective candidates for the vacant jobs. The aims of recruitment are: ? To obtain a pool of suitable candidates for vacant posts ? To use and be seen to use a fair process ? To ensure that all recruitment activities contribute to company goals and a desirable company image ? To conduct recruitment activities in an efficient and cost-effective manner FACTORS AFFECTING RECRUITMENT Ther e are many factors that limit or affect the recruitment policy of an organization. The important factors are: ? Size of the organization and the kinds of human resources required. Effect of past recruitment efforts. ? Nature of Workforce market in the region. ? Working conditions, wages and other benefits offered by other concerns. ? Social and political environment. ? Legal obligations created by various statutes RECRUITMENT POLICY STATEMENT In its recruitment activities, the company will: ? Advertise all vacancies internally, ? Reply to every job applicant without any delay, ? Inform job applicants the basic details and job conditions of every job advertised, ? Process all applications with efficiency and courtesy, ? Seek candidates on the basis of their qualifications, ? Aim to ensure that every person invited for interview will be given a fair and thorough hearing ? The company will not: Discriminate unfairly against potential applicants on the basis of sex, race, religion, caste, etc. ; ? Knowingly make any false or exaggerated claims in its recruitment literature or job advertisements. SOURCES OF RECRUITMENT [pic] The various sources of recruitment are basically grouped into two categories: ? Internal Recruitment (recruitment from within the enterprise) Transfer Promotion Employee referral ? External Recruitment (recruitment from outside) Advertisement Management consultant Educational institute Employment agencies Casual caller E-recruitment Although recruiting may bring to mind employment agencies and classified ads, current employees are often your largest source of recruits. Some surveys even indicated that up to 90% of all management positions are filled internally. Filling open positions with inside candidates has several advantages. Employees see that competence is rewarded and morale and performance may thus be enhanced. Having already been with your firm for some time, inside candidates may be more committed to company goals and less likely to leave. Promotion from within can boost employee commitment and provide managers a longer-term perspective when making business decisions. It may also be safer to promote employees from within, since you're likely to have a more accurate assessment of the person's skills than you would otherwise. Inside candidates may also require less orientation and training than outsiders. Yet promotion from within can also backfire. Employees who apply for jobs and don't get them may become discontented; informing unsuccessful applicants as to why they were rejected and what remedial actions they might take to be more successful in the future is thus essential. Similarly, many employers require managers to post job openings and interview all inside candidates. Yet the manager often knows ahead of time exactly whom he or she wants to hire, and requiring the person to interview a stream of unsuspecting inside candidates is therefore a waste of time for all concerned. Groups may also not be as satisfied when their new boss is appointed from within their own ranks as when he or she is a newcomer; sometimes, for instance, it is difficult for the newly chosen leader to shake off the reputation of being â€Å"one of the gang†. A. INTERNAL RECRUITMENT ? Promotions and Transfers This is a method of filling vacancies from within through transfers and promotions. A transfer is a lateral movement within the same grade, from one job to another. It may lead to changes in duties and responsibilities, working conditions, etc. , but not necessarily salary. Promotion, on the other hand, involves movement of employee from a lower level position to a higher-level position accompanied by (usually) changes in duties, responsibilities, status and value. Organizations generally prepare badli lists or a central pool of persons from which vacancies can be filled for manual jobs. Such persons are usually passed on to various departments, depending on internal requirements. If a person remains on such rolls for 240 days or more, he gets the status of a permanent employee as per the Industrial Disputes Act and is therefore entitled to all relevant benefits, including provident fund, gratuity, retrenchment compensation. Filling vacancies in higher jobs from within the organization has a benefit of motivating the existing employees. It has a great psychological impact over the employees because a promotion at the higher level may lead to a chain of promotions at lower levels in the organizations. Job Posting Job posting is another way of hiring people from within. In this method, the organization publicizes job openings on bulletin boards, electronic media and similar outlets. One of the important advantages of this method is that it offers a chance to highly qualified applicants working within the company to look for growth opportunities within the company witho ut looking for greener pastures outside. ? Employee Referrals Employee referral means using personal contacts to locate job opportunities. It is a recommendation from a current employee regarding a job applicant. The logic behind employee referral is that â€Å"it takes one to know one†. Employees working in the organization, in this case, are encouraged to recommend the names of their friends working in other organizations for a possible vacancy in the near future. In fact, this has become a popular way of recruiting people in the highly competitive Information Technology industry nowadays. Companies offer rich rewards also to employees whose recommendations are accepted – after the routine screening and examining process is over – and job offers extended to the suggested candidates. As a goodwill gesture, companies also consider the names recommended by unions from time to time. POSSIBLE BENEFITS AND COSTS OF EMPLOYEE REFERRALS ? Recommender gives a realistic picture about the job. The applicant can weigh the pros and cons carefully before handing over the CV The applicant is more likely to accept an offer if one is made and once employed, to have a higher job survival. ? It's an excellent means of locating potential employees in those hard-to-fill positions. The recommender earns a reward and the company can avoid expensive recruiting search – in case the candidate gets selected. Recommenders may confuse friendship with job competence. Factors such as bias, nepotism, and eagerness to see their friends in the company may come in the way of hiring a suitable candidate. ADVANTAGES OF USING INTERNAL SOURCES Filling vacancies in higher jobs within the organization or through internal transfers has various advantages such as: ? Employees are motivated to impro ve their performance. ? Moral of the employees is increased. ? Industrial peace prevails in the enterprise because of promotional avenues. ? Filling of jobs internally is cheaper as compared to getting candidates from external sources. A promotion at higher levels my led to a chain of promotion at lower levels in the organization. This motivates employees to improve their performance through learning and practice. ? Transfer or job rotation is a tool of training the employees to prepare them for higher jobs. ? Transfer has the benefit of shifting workforce from the surplus departments to those where there is shortage of staff. DRAWBACKS OF INTERNAL SOURCES Internal sources of recruitment have certain drawbacks such as: ? When vacancies are filled through internal promotions, the scope for fresh talent is reduced. The employees may become lethargic if they are sure of time bound promotions. ? The spirit of competition among the employees may be hampered. ? Frequent transfers of emplo yees may reduce the overall productivity of the organization. EXTERNAL SOURCES Every enterprise has to tap external sources for various positions. Running enterprises have to recruit employees from outside for filling the positions whose specifications cannot be met by the present employees and for meeting the additional requirements of manpower. Companies commonly use the following external sources of recruitment: Media Advertisements: Advertisements in newspapers or trade and professional journals are generally used. The advantage of advertising is that more information about the organization, job description and job specifications can be given in advertisements to allow self screening by the prospective candidates. ? Management Consultants: Management consultancy firm helps the organizations to recruit technical, professional and managerial personnel. They used to specialize in middle level and top-level executive, but today they even help firms in recruiting fresh graduates & po stgraduates in the industry. Educational Institutes: Educational institutes at all levels offer opportunities for recruiting recent graduates. Most educational institutes operate placement services where prospective employers can review credentials and interview graduates. ? Recommendations: One of the best sources for individuals who perform effectively on the job is recommendation for the current employee. An employee will rarely recommend someone unless he or she believes that the individual can perform adequately. The recommended often gives applicants more realistic information about the job than any other source. Casual Callers : The organizations that are regarded as good employers draw a steady stream of unsolicited applicants in their offices. This serves as a valuable source of manpower. The merit of this source of recruitment is that it avoids the costs of recruiting workforce from other sources. ADVANTAGES OF USING EXTERNAL SOURCES The merits of external sources of recru itment are: ? Qualified Personnel: By using external sources of recruitment, the management can make qualified and trained people to apply for vacant jobs in the organization. ? Wider Choice: When vacancies are advertised widely, a large number of applicants from outside the organization apply. The management has a wider choice while selecting the people for employment. ? Fresh Talent: The insiders may have limited talents. External Sources facilitate infusion of fresh blood with new ideas into the enterprise. This will improve the overall working of the enterprise. ? Competitive Spirit: If a company can tap external sources, the existing staff will have to compete with the outsiders. They will work harder to show better performance. DRAWBACKS OF EXTERNAL SOURCES The demerits of filling vacancies from external sources of recruitment are: Dissatisfaction among Existing Staff: External recruitment may lead to dissatisfaction and frustration among existing employees. They may feel that their chances of promotion are reduced. ? Lengthy Process: Recruitment from outside takes long time. The business has to notify the vacancies and wait for applications to initiate the selection process. ? Uncertain Response: Here candidates from outside may not be suitable for the enterprise. There is no guarantee that the enterprise will be able to attract right kind of people from external sources. OTHER SOURSES In the search for particular types of applicants, nontraditional sources should be considered. For example, Employ the Handicapped associations can be a source of highly motivated workers; a forty-plus club can be an excellent source of mature and experienced workers etc. Recruiting Sources Used by Skill and Level SKILL/LEVEL RECRUITING SOURCE Unskilled, Semiskilled & Skilled Informal Contacts Walk-ins Public Employment Agencies Professional Employees Informal Contacts Internal Search Managerial Level Walk-ins Private Employment Agencies Public Employment Agencies RECENT TRENDS IN RECRUITMENT ? Outsourcing Under this arrangement company may draw the required personnel from the outsourcing firms or agencies or commission basis rather than offering them employment. This is also called leasing of human resources. The outsourcing irms develop their human resource pools by employing people for them and make available the personnel to various companies (called clients) as per their needs. The outsourcing firms get payment for their services to their clients and give salary directly to the personnel. The personnel deputed by the outsourcing agencies with the clients are not the employees of the clients. They continue to be on the payroll of their employees, that is, the outsourcing agencies. Several outsourcing companies or agenc ies have come up which supply human resources of various categories to their clients. A company in need of employees of certain categories can approach an outsourcing company and avail the services of it human resources. The advantages of getting human resources through the outsourcing agencies are: 1. The companies need not plan for human resources much in advance. They can get human resources on lease basis from an outsourcing agency. 2. The companies are free from industrial relations problems as human resources take on lease are not their employees. 3. The companies can dispense with this category of employees immediately after the work is over. ? Poaching or Raiding Poaching means employing a competent and experienced person already working in another reputed company, which might be a rival in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions. Whatever may be the means used to raid rival firms for potential candidates, it is often seen as an unethical practice and not openly talked about. In fact, raiding has become a challenge for human resource managers of modern organization. ? Website or e-Recruitment Many big organizations use Internet as a source of recruitment. They advertise the job vacancies through the worldwide web (www). The job seekers send their applications or Curriculum Vitae, CV; through e-mail using Internet, which can be drawn by the prospective employer depending upon their requirements. RECRUITMENT POLICY OF SHREE CEMENT LTD. OBJECTIVE: ? To accomplish the company to plan its manpower requirements in order to meet the organizational objectives and needs. ? To obtain and retain the right human resource material of appropriate skills, knowledge, aptitude and merit which will enable the company to grow and develop into a premier consultancy organization. MODES OF SOURCING: Internal sourcing is more widely used in practice as compared to external sourcing. Except in the lowermost grades, where direct recruitment is unavoidable, there is no specific quota for recruitment from outside. The company provides opportunity for its employees to grow from within the organization by acquiring the necessary qualification, skills, knowledge and training. Even so the company recruits from the open market to positions for which suitable candidates are not available either internally or on deputation from the other organizations like the Indian Railways etc according to job requirements. Deputation: The very nature of the business of the company requires that it should staff the organization with the experienced personnel from the Indian Railways or public undertakings in respect of a number of positions. The terms and conditions of deputation of employees to Naukri. com are decided in accordance with the rules of the central government and in consultation with the parent organization in case of the others. Re-Employment & Appointment Of The Consultants: In respect of certain special jobs requiring services of retired officers and staff of government or Naukri. om, the company may re-employ suitable persons belonging to this category for specified periods, subject to such re-employment being in accordance with the government’s and/or the company’s policy and orders. In order to meet the specific job requirements of limited duration which cannot be handled by the company’s regular staff for want of expertise or shortage of manpower and with the sp ecific approval of the director/ managing director/ board of directors, the company may appoint consultants/ advisors on the basis of the guidelines laid down by the board of directors / Railway board. Employment Exchanges: The recruitment to the posts up to the pay level of Rs 8000/ or other equivalent level are made through the employment exchanges ( compulsory notification of vacancies) Act, 1956 while considering the candidates recommended by the employment exchange personnel engaged on casual / temporary / ad-hoc/ contractual basis are also considered. Advertisement: The advertisement for a vacancy is drafted in consultation with the concerned departmental head, as and when it is to be released. The advertisement should indicate the job title, qualification experience, age limit and other salient aspects of the job and also the pay scale, allowances and the benefits afforded by the company. The planned advertisements are generally released in the national dailies, but depending upon the location, they are also released in regional / local dailies. Example of advertisement |Example of Job Advertisement | |Junior marketing manager | |Our company is a modern fast growing young business. We are expanding sales to India a bid to | |catch new opportunities for cement sales there. We have many branches to our business nation wide | |and have built up a good reputation within our field of trade. | |We are looking for a dynamic, confident person who is willing to travel and work on his/her own | |behalf. You will need excellent communication skills and diplomatic views and be able to project | |yourself clearly and politely in a positive manor. | |You must have been in an executive sales position previously and have had at least 0-3 years | |selling experience. Preferably in cement sales, candidate must MBA/PGDM marketing qualified. | |The job involves extensive travel around north India with  sales meeting to be held every 2 months. | | | |Salary is 200000-300000 per annum. T. A. AND HOLIDAY ALLOWANCES. Training will be given. | |Apply in writing To; shree cement Ltd. Bangur nagar beawar Ajmer (Raj. ) | |  Closing date†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. | Campus Recruitment: Campus recruitment is carried out from time to time to induct fresh talent in the organization from selected institutes. Recruitment for the posts of engineers is also made through campus interviews to meet the urgent requirements of the company. Institutes: Well established technical institutes and engineering colleges are selected by the competent authority are chosen and an association is maintained on a long-term basis. Process: ? Campus visits: visits are scheduled to the technical institutions and engineering colleges during the placement season. Teams of senior officers are deputed to these institutes and colleges for campus recruitment. ? Such of the applicants so screened as per the laid down criteria and found qualified are being called for appearing in the written test or interview to be conducted by the nominated selection board. ? All such recruits are required to serve the companies for a minimum period of three years. They are also required to execute a bond of Rs one lac in this regard and submit one surety. SELECTION PROCESS THE CHALLENGES: ? Selection is a critical process ? Locating The Right Person Requires a huge investment of money to get right types of people. ? Structure of Selection Process that helps companies to test for fit ? Employment Tests to rightly judge the capabilities of candidates ? Selecting people who possess the ability and qualifications to perform the jobs. Selection involves a series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. The process of selection leads to employment of persons who possess the ability and qualifications to perform the jobs, which have fallen vacant in an organization. The process of selection divides the candidates for employment into two categories, namely, those who will be offered employment and those who will not be. The basic purpose of the selection process is to choose right type of candidates to man various positions in the organization. In order to achieve this purpose, a well-organized selection procedure involves many steps and at each step, unsuitable candidates are rejected. Both recruitment and selection are the two phases of the employment process. Recruitment being the first phase envisages taking decisions on the choice of tapping the sources of workforce supply. Selection is the second phase, which involves giving various types of test to the candidates and interviewing them in order to select the suitable candidates only. SIGNIFICANCE OF SELECTION PROCESS Selection is a critical process these days because it requires a huge investment of money to get right types of people. If the right types of persons are not chosen, it will lead to huge loss of the employer in term of time, effort and money. Therefore it is essential to devise a suitable selection procedure. Each step in the selection procedure should help in getting more and more information about the applicants to facilitate decision-making in the area of selection. The benefits of selecting right kind of people for various jobs are as follows: ? Proper selection and placement of personnel go a long way towards building up a stable workforce. It will keep the rates of employee turnover low. ? Competent employees show higher efficiency and enable the organization to achieve its objectives effectively. When people get jobs of their taste and choice, they get higher job satisfaction & in turn result into a part of a contended workforce for the organization People involved in the selection process are: †¢ HR Department †¢ Respective department head. †¢ Respective divisional head. What Selection Is All About? All selection activities, from the initial screening interview to the physical examination if required, exist for the purpose of making effective selection decisions. Each activity is a step in the process that forms predictive exercise-managerial decision makers seeking to predict which job applicants will be successful if hired. In actuality, the selection process represents an effort to balance the objectives of evaluating and attracting. SIGNIFICANCE OF SELECTION PROCESS Selection is a critical process these days because it requires a huge investment of money to get right types of people. If the right types of persons are not chosen, it will lead to huge loss of the employer in term of time, effort and money. Therefore it is essential to devise a suitable selection procedure. Each step in the selection procedure should help in getting more and more information about the applicants to facilitate decision-making in the area of selection. The benefits of selecting right kind of people for various jobs are as follows: ? Proper selection and placement of personnel go a long way towards building up a stable workforce. It will keep the rates of employee turnover low. ? Competent employees show higher efficiency and enable the organization to achieve its objectives effectively. When people get jobs of their taste and choice, they get higher job satisfaction & in turn result into a part of a contended workforce for the organization. SELECTION PROCESS COMPRISES OF THE FOLLOWING STEPS: 1. Receipt of Applications: It is the first step in the process of selection process. The application form gives preliminary information about the candidate and assists the interviewer in formulating the questions to obtain more information about the candidate. 2. Scrutiny of Application: All those who have applied for the job may not be suitable for it so the HR department carries out a proper scrutiny of applications to select the candidates to be called for preliminary interview. 3. Preliminary Interview by HR Department: The HR department takes this interview. The candidates are asked about their qualifications, experience, interest, residence, age etc. Those whose qualification and does not match are rejected. . Interview taken by the person from the particular department: here they ask about the work experience; why he/she left the earlier job, ask about his/her background etc. The interviewer matches the job specification, qualification, ability to work under stress etc. At this level rejection are made if the interviewer does not find the candidate suitable fo r the job. 5. Interview by HR and Department Head: At this level, the HR & department head, both take interview of the selected candidates to know more about them. It is a very friendly conversation with them including specialized questions. The HR head tell the interviewee about the company, its mission, objectives and responsibilities of the job, which have applied for, salary, compensation, etc. 6. Placement and Orientation: Orientation and placement of Naukri. com covers the activities involved in introducing the new employees to the organization and to his or her work unit. It familiarize new employee with the ’s objectives, history, procedures, and rules, communicate relevant personnel policies such as hours of work, pay procedures, overtime requirements, provide a tour of the company’s physical facilities and introduce him to his superior and co-workers. SELECTION PROCESS AT SCL ? Receiving Applications Whenever there is a vacancy, it is advertised or enquiries are made from the suitable sources, and applications are received from the candidates. ? Screening of Application: All the applicants received in response to recruitment notification are scrutinized for the purpose of screening and short-listing the candidates who should be called for the selection. The company restricts selection to the more meritorious of the applicants through an appropriate process of initial screening. ? Selection Committee: Selection committee is constituted under the orders of the managing director or any other officer to whom the power to constitute such committees for the purpose of conducting the written tests and/ or interviews. The selection committee decides the actual scheme of the tests/ interview depending upon the requirements of the job for which recruitment is made. ? Selection Employment Interview: A minimum of 60% marks in the aggregate and also in the performance at the written test and interview is required to enable the candidates to be finally selected. The selection committee recommends the panel of successful candidates in order to the Board of directors as the case may be for employment. The main purposes of an employment interview are: – To find out the suitability of the candidate, – To seek more information about the candidate, and – To give candidate accurate picture of a job with details of term & conditions and some idea of organization’s policies. Employment Interview may consist of number of rounds of interview with various interviewers ? Checking References A referee is potentially an important source of information about a candidate’s ability and personality if he/she holds a responsible position in some organization or has been an employer of the candidate ? Medical Checkup: An important part of the selection process is also to ensure the employee is free from all kind of diseases that can hamper his work. For this purpose, every short listed candidate goes through a medical check-up to ensure his physical fitness. The pre-employment physical examination or medical test of a candidate is an important step in the selection procedure. Medical examination as part of selection procedure depends entirely upon the kind of jobs to be offered to the candidates. For instance some industries do not take up medical examinations of the candidates at all. ? Letter Of Appointment: After the candidate has cleared all the hurdles in the selection procedure, he/se is formally appointed by issuing an appointment letter by concluding with him/her a service agreement. Generally in all organizations, the candidates are not appointed on permanent basis because it is better to try them for few months on the job itself. Thus all candidates have a probation period & candidates are expected to show their worth during the probation period to get permanent employment in the particular organization. CLASSIFICATION OF EMPLOYMENT TESTS & INTERVIEWS Employment Tests ? Intelligence Tests: These tests are used to judge the mental capacity of the applicants. They measure the individual learning abilities, i. e. , the ability to catch or understand instructions and also ability to make decision and judgment. These tests are used in the selection of personnel for almost every kind of job from the unskilled to the skilled one. Aptitude Tests: Aptitude means the potential that an individual has for learning and skills required to a job efficiently. They measure an applicant’s capacity and his potential for development. ? Proficiency Tests: Proficiency Tests are those, which are designed to measure the skills already acquired by the individuals. A proficiency test takes a sample of individual’s behavi or, which is designed as replica of the actual work situation. ? Interest Tests: Interest tests identify patterns of interest that is areas in which the individual shows special concern, fascination & involvement. These tests will suggest what types of jobs may be satisfying to the employees. ? Personality Tests: Personality test probes the qualities of the personality as a whole, the combination of aptitude, interest and usual mood & temperament. Employment Interviews The nature of employment interviews varies from firm to firm. It may be conducted in the following forms: ? Patterned or Structured Interview: In this interview, a series of questions, which can illuminate the significant aspects of the applicant’s background, are standardized in advance. During the interview, the standardized questions are asked as they are written; the order may vary but not the phrasing of the questions. ? Unstructured or Non-directed Interview: The interviewer does not ask direct & specific questions. He/she creates an atmosphere in which the candidate feels free to talk on the subject selected by the interviewer. ? Preliminary or Background information Interview: This type of interview is conducted when the history of the applicant has to be known in terms of his experience, education, health, interest & so on. It is more or less a preliminary interview. ? Stress Interview: The applicant is intentionally put under a stress by interrupting him, criticizing his/her viewpoint and keeping silent after he has finished speaking. ? Group Interview: It is an interview of a number of applicants in a group. The interviewers can see reactions of the applicants in dealing with each other. It is used where it is essential to know how the candidates behave in a group. PROBATION AND CONFIRMATION PROBATION PERIOD: All initial appointments in the company as a result of direct recruitment in accordance with the rules (except those of a temporary, ad-hoc, casual or contractual nature and those on foreign service or deputation terms from govt. or other undertakings) are on probation for a period of one year. During the period of probation, an employee is liable to be discharged from the service of the company without assigning any reason at the sole direction of the management. The period of the probation may be extended or curtailed in the individual cases by the competent authority on the merits of each case. During the period of probation, the employees are required to undergo such training as is called by the requirements of their jobs. Successful completion of the probation and the prescribed training course will make the employee eligible for regularization and confirmation in the company’s employment. CONFIRMATION: The personnel division screens the probationers in an appropriate manner and obtains and notifies the approval of the competent authority for the regularization/ confirmation of individual direct recruits. | | | | | |SERIAL NO. |ACTIVITY/ PROCEDURE | | | | |1. Technical scrutiny of applications | | | | |2. |Approval for calling eligible candidates for written tests and interviews | | | | |3. |Dispatch of call letters | | | | |4. Selection of candidates called for interview | | | | |5. |Medical check-up | | | | |6. Dispatch of appointment letters | | | | |7. |Joining at | TRAINING – A TOOL FOR SUCCESS We know that successful candidates placed on the jobs need training to perform their duties effectively. Workers must be trained to operate machines, reduce scrap and avoid accidents. It is not only the workers who need training. Supervisors, managers and executives also need to be developed in order to enable them to grow and acquire maturity of thought and action. Training and development constitute an ongoing process in any organization. This chapter is devoted to a detailed discussion on the nature and process of training and development in a typical industrial establishment. Training could be compared to this metaphor – if I miss one meal in a day, then I will starve to death. The survival of the organization requires development throughout the ranks in order to survive, while training makes the organization more effective and efficient in its day-to-day operations. As a brief review of terms, training involves an expert working with learners to transfer to them certain areas of knowledge or skills to improve in their current jobs. Development is a broad, ongoing multi-faceted set of activities (training activities among them) to bring someone or an organization up to another threshold of performance, often to perform some job or new role in the future. Training is the formal and systematic modification of behavior through learning which occurs as a result of education, instruction, development and planned experience. † Development is any learning activity, which is directed towards future, needs rather than present needs, and which is concerned more with career growth than immediate performance. Training is the hallmark of good management. Today tec hnical training is no longer enough, employees also need skills in the team building, decision making and communication. As competition demands better service, employees increasingly require customer service training. Competent employees do not remain competent forever. Due to the ever-changing business environment and market conditions, their skills become obsolete. Thus organizations spend billions of rupees on their training programs so as to upgrade the skills and knowledge of their employees in order to have an edge over its competitors and to gain profits. Training programs are directed towards improving job performance of the employees. Intensified competition, technological changes and the need for improved productivity are motivating the management to increase their expenditure on training. People at all levels in the organization need to undergo training to be able to deliver the best results. Training, Development, and Education HRD programs are divided into three main categories: Training, Development, and Education. Although some organizations lump all learning under â€Å"Training† or â€Å"Training and Development,† dividing it into three distinct categories makes the desired goals and objects more meaningful and precise. Training is the acquisition of technology, which permits employees to perform their present job to standards. It improves human performance on the job the employee is presently doing or is being hired to do. Also, it is given when new technology in introduced into the workplace. Education is training people to do a different job. It is often given to people who have been identified as being promotable, being considered for a new job either lateral or upward, or to increase their potential. Unlike training, which can be fully evaluated immediately upon the learners returning to work, education can only be completely evaluated when the learners move on to their future jobs or tasks. We can test them on what they learned while in training, but we cannot be fully satisfied with the evaluation until we see how well they perform their new jobs. Development is training people to acquire new horizons, technologies, or viewpoints. It enables leaders to guide their organizations onto new expectations by being proactive rather than reactive. It enables workers to create better products, faster services, and more competitive organizations. It is learning for growth of the individual, but not related to a specific present or future job. Unlike training and education, which can be completely evaluated, development cannot always be fully evaluated. This does not mean that we should abandon development programs, as helping people to grow and develop is what keeps an organization in the cutting edge of competitive environments. Development can be considered the forefront of what many now call the Learning Organization. Development involves changes in an organism that are systematic, organized, and successive and are thought to serve an adaptive function. EMPLOYEE TRAINING For the new employees, on-the-job training is given. The new employees are being exposed to the practical job under the guidance of the old co- worker and its immediate superior. Training and output go hand in hand. For the existing employees, a workshop is conducted to make them aware of the new technology or new system to be used. In that workshop they are taught how to use the new machine (if introduced), they are told about the benefits of using the new technology etc. Also they follow is cross training, when implemented horizontally, upward and downward. Department heads, assistants and employees can cross-train either within the department or in different departments. With support, employees can have a day's training in the role of department heads (â€Å"King for the Day†). A department head can take a General Manager's role in his absence. It is a part of their yearly training and covers all positions and departments. Beginning with the supervisory level it must filter down to entry-level positions. This technique achieves the following objectives:    ? Prevents stagnation ? Offers learning and opportunities for professional development ? Rejuvenates all departments ? Improves understanding of different departments and the company as a whole ? Leads to better coordination and teamwork ? Erases differences, antagonism and unhealthy competition ? Increases knowledge, know-how, skills and work performance ? Improves overall motivation ? Enables sharing of organisational goals and objectives CONCEPT OF TRAINING MEANING: Training & development refers to the imparting of specific skills, abilities and knowledge to an employee. Development refers to those learning opportunities designed to help the employees. Development is not primary skill oriented. Instead, it provides general knowledge and attitudes that will be helpful to employees in higher positions. TRAINING & DEVELOPMENT NEED: Training Need = Standard Performance – Actual Performance INPUTS IN TRAINING & DEVELOPMENT: 1. Skills 2. Education 3. Development 4. Ethics 5. Attitudinal changes ? Skills: A worker needs skills to operate machines and other equipments with the least damage and scrap. Employees, particularly supervisors and executives, need interpersonal skills popularly known as the people skills. ? Education: The purpose of the education is to teach the theoretical concepts and develop a sense off reasoning and development. Education is training people to do a different job. It is often given to people who have been identified as being promotable, being considered for a new job either lateral or upward, or to increase their potential. Unlike training, which can be fully evaluated immediately upon the learners returning to work, education can only be completely evaluated when the learners move on to their future jobs or tasks. We can test them on what they learned while in training, but we cannot be fully satisfied with the evaluation until we see how well they perform their new jobs. ? Development: Development is training people to acquire new horizons, technologies, or viewpoints. It enables leaders to guide their organizations onto new expectations by being proactive rather than reactive. It enables workers to create better products, faster services, and more competitive organizations. It is learning for growth of the individual, but not related to a specific present or future job. Unlike training and education, which can be completely evaluated, development cannot always be fully evaluated. This does not mean that we should abandon development programs, as helping people to grow and develop is what keeps an organization in the cutting edge of competitive environments. Development can be considered the forefront of what many now call the Learning Organization. Development involves changes in an organism that are systematic, organized, and successive and are thought to serve an adaptive function. ? Ethics: There is a need for imparting greater ethical organization to a training development program. There is no denial of the fact that the ethics are largely ignored in businesses. ? Attitudinal changes: Attitudes represent feeling and beliefs of individuals towards others. The negative attitudes of the employees must be changed through training and development programs. IMPORTANCE OF TRAINING AND DEVELOPMENT Training and development is of vital importance in the success of any organization 1. Training provides greater stability, flexibility and capacity for growth in an organization 2. Scrap and damages to machinery and equipment can be avoided or minimized through training. 3. Training serves as an efficient source of recruitment. 4. Training is an investment in HR with a promise of better returns in future. Training and development programs, as was pointed out earlier, help remove performance deficiencies in employees. This is particularly true when – The deficiency is caused by a lack of ability rather than a lack of motivation to perform, †¢ The individuals involved have the aptitude and motivation need to learn to do the job better, and †¢ Supervisors and peers are supportive of the desired behaviors. There is greater stability, flexibility and capacity for growth in an organization. Training contributes to employs contribute t o the stay with the organization. Growth renders stability to the workforce. Further, trained employees tend to stay with the organization. They seldom leave the company. Training makes the employees versatile in operations. All rounder can be transferred to any job. Flexibility is therefore ensured. Growth indicates prosperity, which is reflected in increased profits form year to year. Who else but well-trained employees can contribute to the prosperity of an enterprise? Accidents, scrap and damage to machinery and equipment can be avoided or minimized through training. Even dissatisfaction, complaints, absenteeism, and turnover can be reduced if employees are trained well. Future needs of employees will be met through training and development programs. Organizations take fresh diploma holders or graduates as apprentices or management trainees. They are absorbed after course completion. Training serves as an effective source of recruitment. Training is an investment in HR with a promise of better returns in future. THE PURPOSE OF T