Forum APA Essay Example | Topics and Well Written Essays - 500 words

Forum APA - Essay Example In academic writing, it is critical to understand the type of sources that are allowed for use. Books are one of the academic sources of information in writing. These sources may be accessed from the library or from online libraries. The other authentic source of information when researching for academic writing are journals and peer reviewed articles that are also available from libraries and online (Jager and Bak, 2003). Students may also use reports from governments and different organizations as the source of information when writing. Published theses are also used as authentic sources in writing (Adams and Forsyth, 2006). Lastly, a student is allowed to use some online materials when researching. Despite the numerous numbers of sources that a student can use, one is warned against using some online sources such as Wikipedia, blogs and websites ending with â€Å".com†. Whenever a student uses any source, one is required to cite it accordingly within the text and provide a list of references after the work is completed (Adams and Forsyth, 2006). Citing of references may be carried out based on different referencing styles. The most common referencing styles are American Psychologist Association (APA), Modern Language Association (MLA), Harvard, Chicago and Oxford. References are cited in any research work to avoid cases of plagiarism and to give tribute to the source of any idea (Jager and Bak, 2003). One of the reasons for the use of quality reference in writing is to assure that the student accesses authentic information. In the sources such as Wikipedia and blogs, the information contained may be changed by different people. This makes such information untrustworthy and incredible for use. However, quality sources contain accurate facts that have been tested through research and over a long period (Jager and Bak, 2003). Quality sources are also important as they provide

An analysis of the childrens aid society and its contributions to the community Essay Example for Free

An analysis of the childrens aid society and its contributions to the community Essay Evaluation of Children’s Aid Society Mission Statement The Children’s Aid Society is a 501Â ©3 children’s services agency that helps children in poverty to succeed and thrive. They do this by providing comprehensive support to children and their families living in high needs New York City neighborhoods (website). This organization has developed services that ensure children have access to programs that promote health and wellness as well as social-emotional development skills. They also strive to make sure that children attend college. The Form 990 on page 2 does not provide any further detailed information. With the available information from the mission statement on the website, as well as Form 990 part I and III, it is difficult to evaluate this nonprofit organization’s mission. The quality and the quantity of the available information from the website, and Form 990 is difficult to evaluate because the mission statement was not stated in the annual report. The Children’s Aid Society provides information about its programs on their website. The Form 990 and the annual report are very similar because it is almost the same information. They provide numbers about how many people they serve and the impact the programs have on the children and families. The website and the annual report 2013 both mention this information. Effectiveness From the information obtained, the website provides the effectiveness of the programs from the website, the annual report and the Form 990. The programmatic goals state how many children receive service from various programs. The website provides the number of children served by the organization. The Children’s Aid Society has three major programs that include Early Childhood (0-5), School Age (5-13), and Adolescence (14-18). Early Childhood- The program’s goals are preparing young children for school success through physical, social, emotional, and cognitive development. The core services they provide are Early Head Start for children ages 0-3, and Head Start and Early Learn Day Care for ages 3-5. School Age- The program’s goal is to promote physical, social, and emotional well-being as key factors for high school graduation and college success. This program serves to engage children, families, schools, and communities through a focus on academics, services, support, and opportunities. The core services include out-of-school time programs in Children’s Aid Community Centers and schools, summer camps, athletics, and the national center for community schools that provide assistance to developing a community school model nationally and internationally. Adolescence-The goals of this program are to enhance young people’s physical, social, and emotional competencies as well as improving their academic performance and preparing them for successful careers and gaining financial independence. According to the Form 990, the core services that the organization provides are the Carrera adolescent pregnancy prevention program, which meets the top-tier evidence of effectiveness standards by the coalition for evidence-based policy. The EXCEL college support program assists young people to enter and complete college. The HOPE Leadership Academy provides wrap-around support and develops leadership through a peer education model. They also provide teen employment services such as AmeriCorps internships and the summer youth employment program. Efficiency From the information obtained from the three sources, it is very difficult to determine whether these programs have been efficient in the programs that they administer. After looking into the Form 990, there is no available information about the total costs per person in the programs provided. The three most expensive programs are school age, adolescence, and early childhood. School-age- The total cost of this program is $18,843,068. In Form 990 on page 2, the organization mentions that its goal is promoting physical, social and emotional well-being. However, they do not mention any specific programs. In the annual report, it states that they provide health services to about 4,000 children through school-based health clinics. They do not provide costs for each child served by the school-based health clinics. The annual report also states that the Office of Client Advocacy helped 345 clients avoid eviction. There is no information on the program information in Form 990, pg 2. Adolescence- The total cost of this program is $15,402, 365. In Form 990, page 2 mentions Carrera-Adolescent Prevention Program but does not provide any further information on the number of people served and the costs. The annual report also does not state how many adolescents were served and at what cost. However, the annual report states that the program reduced teen pregnancy by 50 percent. The EXCEL college support program does not provide information on the number of students served as well as how much it costs. The annual report states that more than 90 percent of EXCEL students graduate high school and go on to college. There is no information on how many students are in the program. The quality and the quantity of available information is not very satisfying because there should be detailed information on the exact costs of each major program within the program. Early Childhood- The total cost of this program is $11,612,396. According to the Form 990 page 2, the organization mentions the Early Head Start program. The program provides numbers on its website stating that each family receives a minimum of 32 home visits a year for 90 minutes each. However, it does not state the number of families served. The 2013 annual report does not contain any specific numbers about the program. The quality and quantity of available information are not satisfying because there are no exact costs of how much program costs. According to the nonprofit’s annual report, the management and general administration costs increased to $7,378 in 2012 compared to $6,546 in 2011. This organization increased its expenses, which means that they are spending money on ways to increase mission impact and evaluate programs that may or may not work. The costs of the programs from the Form 990 do not match the financial statement in the annual report. In Form 990, it states larger expanses and is not specific about where the money went. In the annual report, the expenses are more specific but the costs seem to be smaller in Form 990. This shows that the organization is not efficient in its programs. It also shows that they may not have provided other essential information. Governance The Form 990 claims that the Children’s Aid Society has a governing body where the organization documents all meetings. It also states that the committees have the authority to represent the organization on behalf of the governing body. This organization also has different policies. The two main policies that it has based on Form 990 are the whistleblower policy and the written document retention and destruction policy. The Form 990 states that the organization consists of 31 Board Members. These members also have the power to elect other members to the governing body. The Children’s Aid Society has executive centrality governance. Finances The organizations current total revenue is $117,154,454 and its current total expense is $121,692,560. This organization is running a deficit rather than a surplus. The organization is losing its revenue stream and its assets will not cover it for a long time. The organization is fiscally unsustainable. The organization has net unrestricted assets total of $258,063,545 and its restricted assets is a total of $13,848,823. According to the Form 990, the organization received a total of $31,966,571 in contributions and grants. However, it only spent $31,966,571 on fundraising expenses. After dividing the expenses by costs, a total cost of raising a dollar was .09, which is very low. The salary of the Chief Executive Officer is $408,431.00 and it is too much. The average salary according to www.payscale.com states that the average salary is $100,000 for a Chief Executive Officer of a nonprofit organization. After calculating the organization’s program expanse it came up to be .88 ratio from dividing its total program service expenses by its total functional expenses. After analyzing the Children’s Aid Society, I determined that this organization is not worthy of a significant contribution because it is not transparent in providing information to the public. Even though it has a high mission impact in helping children get out of poverty, financially it is starting to become unsustainable in its assets and revenues. This shows that the organization is mismanaging its finances spending. This organization does not earn the seal of approval because the potential donor wants to donate to an organization that is impact-oriented and achieves results cost-effectively, which this organization does not achieve.

Direct Market Offers Design and Testing

Direct Market Offers Design and Testing Charanjot Sethi DEFINITION OF DIRECT DESIGN MARKETING: Direct marketing is a channel-agnostic form of advertising which allows businesses and nonprofit organizations to communicate straight to the customer, with advertising techniques that can include cell phone text messaging, email, interactive consumer websites, online display ads, database marketing, fliers, catalog distribution, promotional letters, targeted television commercials, response-generating newspaper/magazine advertisements, and outdoor advertising. Amongst its practitioners, it is also referred to as Direct Response. HOW THE CUSTOMER RESPOND: So the customer can buy the product online and they can send feedback though the mail, telephone and paper based or electronic. Companies get the customer details like name, address and contact information and payment information and also delivery details.   Design three direct response offers HP LAPTOP Features description 16 GB RAM -AMD duel core A4- 1200 -2 TB Internal hard drives WI-FI Connectivity -Webcam -AMD Radeon HD8180 graphics -1 * HDMI 3* USB -1 *VGA -1 *Multi SD card reader Details Computer type- laptops Display size (inches) 15.6 Resolution (pixels) 1366*768 Screen resolution- HD Display type- LCD Touch screen- yes Processor type- AMDA4 Processor-AMD DUEL CORE A4 Processor model number- 1200 COMPANYs   OFFER TO THE CUSTOMER This Offer consists a very good deal if you buy HP laptop. The offer gives you free product key (Microsoft office key) for three years free of charges. The offer which we are giving from DIGITAL STUDIO it will not be able to get from anywhere else it usually costs $150.00 to customer to buy it but this   exclusive   offer we providing to our valuable customers. This is value for money if you buy $800 worth laptop direct from our store and we are providing free LAPTOP BAG ($40.00) Additional Offers/ Incentives FIRST 20 callers will get Free postage and handling Interest free installment plan up to 12 month Free 3 year extended warranty  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   DIGITAL CAMERA-CANNON HDR- AS100V Cannon HDR- as100V full HD action camcorder 13.5m Sensor Multi camera control ( up to 5 cams) Overview HDR- AS100V Action cam delivers more stunning image quality that ever before. It is all new zeiss tessar 170 degree wide angel lenses, ultra powerful BIONZ X image processor and 13.5 megapixel sensor, will now capture all the excitements you can handle, for the first time , in eye popping full HD. COMPANY OFFER TO THE CUSTOMER; Buy one cannon get an extra view finder for free of cost. Prizing offers spend $1000 get 25% off and its increase the business Extended the warranty and guarantee and build up the strengthen relationships. People can pay in installments and it can increase the business. LED TELEVISION-SAMSONG Key Features 32/81cm Screen Connect Share Movie 1366 x 768 Resolution 50Hz Refresh Rate HD Tuner 1 x USB Port 2 x HDMI DETAILS Screen Size (Inches) 32.0 Screen Type LED-LCD Screen Resolution HD Resolution (Pixels) 1366 x 768 Refresh Rate (Hz) 50 TV Tuner HD Tuner 3D False HDMI Ports 2 USB Ports 1 DOCUMENTS OF APPROPRIATE TYPES OF OFFERS Direct sales. Our company offers the products directly and they offer them to buy from the store. Ongoing accounts: Our companies provide the updating service to their customer so the customer can get up to date information. Leads: our company takes order in advance so they can provide the deliveries on time. Expression of interest: our customer can tell us their requirement about their products they want to buy from us, and we can assemble their products according to their needs for example what capacity of hard disk drive they need and the resolution of the screen. FEEDBACK QUESTIONS QUES 1was the offer was clear? QUES 2 what did your survey audience like or dislike about the offers? QUEA 3Which of the offers would most tempt them to purchase from this store? QUES 4what suggestions did they have that would improve the offers? QUES 5 how they compare our company with others? QUES 6 how they get product after service? THE RESULTS OF YOUR TESTING FOLLOWING QUESTIONS The offer was clear like laptop bag and product key was free with laptop so most of the people like and bought it and 40% people did not like the offer. 90% of my colleagues like the offer which was great quality of the product and great color and designs. Rest of my friends did not like the delivery period they said it was bit late. More than 70% of the people liked the installments payment like they can buy the product easily and it is good for the company that they can increase the profit. So most of the people recommend for the trial period so that they can use the product for some days and if they did not like they can send back to the company. People also compare with other companies they said the prize are reasonable in this store and get the loyalty cards. But some people recommend to get increase the warranty and guarantee. Most of the people said company get positive response after the product like if they get any fault after deliver they send staff to fix it up or they replace the product. But some people said sometime staff takes time to get the delivery. PREPARE A REPORT FOR THE CLIENT We offered to the customers a bag and product key for life time for free of cost with laptop and people liked this offer and company increased the income. People recommend bringing more offers like this so that they get free stuff. The testing process was used Purchase sale 1000 laptops x 100=10000 Sale prize 1200 laptops x100=12000 So the company got 2000 profit. THE RESULTS OF YOUR TESTING As we got feedback from our customers and they are happy with the 14 days free trail period. As we offered our customers payment plan was good as many customers cannot make the full payment out front at once however they are willing to buy our product. It was highly appreciated and moreover the free capon of $10 over $100 purchase worked tremendously. Result of our testing worked very well

Confession, Exploration and Comfort in Upon the Burning of Our House by Anne Bradstreet :: Upon the Burning of Our House

Confession, Exploration and Comfort in Upon the Burning  of Our House      Ã‚   The theological concept of humankind’s inherent depravity created tension in the lives of seventeenth century New England Puritans.   The Puritans believed that humans were born sinful and remained in this condition throughout life.   This doctrine stressed self-discipline and introspection, through which the Puritan sought to determine whether particular spiritual strivings were genuine marks of true religiosity.   God preordained election to heaven, and some Puritans would be saved through the righteousness of Jesus Christ despite their sins.   There was no certainty in this life what eternal destiny awaited because the knowledge of who was elect was a divine mystery.   The experience of conversion, where the soul, touched by the Holy Spirit, is turned from sinfulness to holiness, was at least some indication of election.   Although full assurance might never be attained, the conviction of having been chosen by God fortified the Puritans to contend with the hardships of creating a community of Christ in the New World.   This fundamental knowledge of personal depravity, the essence of Puritan theology, created an atmosphere of constant introspection in a cyclical battle with worldly sin always ending with the acknowledged depravity.  Ã‚   The awareness of God’s preordained elect few did not inhibit the perseverance all Puritans applied to acknowledge depravity and to try and overcome sinfulness.   This concept of depravity as the cornerstone of Puritan faith became a central theme in Puritan writing. Poet Anne Bradstreet wrote about her life and how her trials ever urged her to continue her self-inspection in an effort to attempt to subdue the carnal desires of this world.   The Puritan dogma of introspection created a framework for literary confession in the poem â€Å"Upon the Burning of Our House July 10th, 1666.†Ã‚   This framework freed Anne Bradstreet to fully explore her beliefs without direct challenge to authority; thus she both remains within and steps outside of traditional Puritan beliefs, ultimately allowing her to find solace and comfort in the promise of heavenly reward.   In the poem â€Å"Upon the Burning of Our House† Anne Bradstreet exemplifies the normal Puritan lifestyle of tension, although tempered with an allusion of hopefulness not usual in Puritan theology.   Opening with an image of sleep, the poem alerts the reader to what would be considered a moral lapse by Bradstreet, for she was not being ever watchful for sin. The notion of millenialism, to go through life as though the second coming of Christ was imminent, meant that a Puritan was always prepared for the judgement day.

Nutritional Value

Associate Level Material Nutrition Worksheet In order to obtain optimal health, it is critical to eat a healthy and balanced diet. Becoming knowledgeable about how to evaluate the nutritional value of what you eat may greatly increase your ability to improve your health and wellness. In this two-part worksheet, you critique a recipe for nutritional value and respond to two short answer questions about nutrition. Completing this assignment is a step towards gaining the knowledge needed to better manage your nutrition. Part 1: Critique a Meal For this part of the assignment, you critique the nutritional value of a meal.You will select this meal from the USDA website. Follow the instructions below: Access the USDA Recipe Finder search tool at http://recipefinder. nal. usda. gov/ (either click on or paste the above link in your internet’s address bar) Search for a recipe using one of the available criteria: Type in ingredients; Type in a recipe name, or; Choose options from the av ailable categories Select a recipe to critique from the generated results. Review the nutritional information provided for the recipe you selected or added and answer the questions below. What is the name of the recipe you are evaluating?Arroz Con Pollo Chicken and Rice Which essential nutrients—carbohydrates, fats, proteins, vitamins, and minerals—are included in the recipe? 31G of Carbs, 4G Total Fats, 11G of Protein, Vitamin A 20%, Vitamin C 45%, Iron 10%, and Calcium 4% Which ingredients are providing each nutrient? Chicken, Green Peppers, Onions, Garlic Cloves, Tomatoes, Chicken Broth, Bay Leaf, Rice, Peas, Does this recipe include a good balance of essential nutrients? Explain your answer. I feel it does because it gives you a decent amount of vitamins, protein, carbs, fats, and iron.How could the recipe be altered to include more essential nutrients? I think it could be altered to include more grams of proteins, but it provides already a variety of different ing redients that are good for you. Do you consider this a healthy meal? If not, what is a healthy alternative? I feel it is a healthy meal and it is an easy meal to cook for the family. You could always make changes to the ingredients or portion what you put into it. Part 2: Nutrition Questions Respond to the following questions in 75 to 125 words each: Do you find it easy or difficult to determine the nutritional value of food?What are some methods to help you more easily determine the nutritional values of food? Right now I still find it a little hard to determine the nutritional value of foods because I am still trying to remember what food nutrients that I should be intaking on a regular basis to keep me eating healthy. I think once I get that down and start reading the nutrion facts on products I will be able to easily pick out nutritional products for me and my family and I wont be so frustrated standing in the store trying to read and figure out what to buy. What environmental, economic, and psychosocial factors influenced your food and drink choices today?Environmental, Economic, and psychosocial factors that influence my food and drink choices today are by word of mouth, family and friends choices, what im in the mood or for, and is it affordable to eat or drink on a daily basis. Theres many factors that effect my choices based on what I like, who im with and if they agree with my choices or not, and commercials and ads take effect on my decisions too. I find I see a lot of stuff on tv thats new and I have to try it, but dont really pay attention to what is in it to decide if its a healthy choice for me or not.

Avoir Le Cafard - French Expression Explained

Avoir Le Cafard - French Expression Explained The French expression Avoir le cafard means to feel low, to be down in the dumps, to be depressed. It literally translates to to have the cockroach and is pronounced [ah  vwar  leu  kah  far]. It has an informal register. Etymology The French word  cafard, which is probably from Arabic  kafr, miscreant, non-believer  (according to Le Grand Robert CD-ROM) has several meanings: a person who pretends to believe in Godtattletalecockroachmelancholy It was the  poet, Charles Baudelaire, in  Les Fleurs du mal, who first imbued  cafard  (and also  spleen, incidentally) with the fourth meaning. So the French expression  avoir  le cafard  isnt related to cockroaches at all (even though it kind of makes sense- who wouldnt feel bad about having cockroaches?) Example In order to use the phrase, you need to conjugate the verb avoir. Je ne peux pas me concentrer aujourdhui - jai le cafard.I cant concentrate today - Im depressed. Source Le Robert Staff. Le Grand Robert CD ROM. Edition 1, The Robert, 2004.

Aqueous Solution Chemical Reaction Problem

Aqueous Solution Chemical Reaction Problem This worked chemistry example problem demonstrates how to determine the amount of reactants needed to complete a reaction in an aqueous solution. Problem For the reaction:Zn(s) 2H(aq) → Zn2(aq) H2(g)a. Determine the number of moles H that are required to form 1.22 mol H2.b. Determine the mass in grams of Zn that is required to form 0.621 mol of H2 Solution Part A: You may wish to review the types of reactions that occur in water and the rules that apply to balancing aqueous solution equations. Once you have set them up, balanced equations for reactions in aqueous solutions work in exactly the same way as other balanced equations. The coefficients signify the relative number of moles of substances participating in the reaction.From the balanced equation, you can see that 2 mol H is used for every 1 mol H2.If we use this as a conversion factor, then for 1.22 mol H2:moles H 1.22 mol H2 x 2 mol H / 1 mol H2moles H 2.44 mol HPart B: Similarly, 1 mol Zn is required for 1 mol H2.To work this problem, you need to know how many grams are in 1 mol of Zn. Look up the atomic mass for the zinc from the Periodic Table. The atomic mass of zinc is 65.38, so there are 65.38 g in 1 mol Zn.Plugging in these values gives us:mass Zn 0.621 mol H2 x 1 mol Zn / 1 mol H2 x 65.38 g Zn / 1 mol Znmass Zn 40.6 g Zn Answer a. 2.44 mol of H is required to form 1.22 mol H2.b. 40.6 g Zn is required to form 0.621 mol of H2

CDS MATHS QUESTION PAPER Essays

CDS MATHS QUESTION PAPER Essays CDS MATHS QUESTION PAPER Essay CDS MATHS QUESTION PAPER Essay I hope you find this helpful 🙂 Thank you The Combined Defence Services Examination (CDS) is conducted twice a year by the Union Public Service Commission for recruitment into the Indian Military Academy, Officers Training Academy, Indian Naval Academy and Indian Air Force Academy. The Notification for the examination is usually released in the months of October and June, and the examinations are conducted in February and November respectively. Only unmarried graduates are eligible to sit for the exam. Successful candidates are dmitted into the respective Academies after an interview conducted by the Services Selection Board (SSB). Eligibility Criteria[l] For Indian Military Academy/Offcers Training Academy: Degree from a recognized university or equivalent For Naval Academy: Bachelor of Engineering For Air Force Academy: Degree of a recognized University with Physics and Mathematics at 10+2 level or Bachelor of Engineering Bachelor of Technology Age Limit Indian Military Academy 19-24 years[2] Air Force Academy 19-23 Years[3] Naval Academy 19-22 years [4] Officers Training Academy 19-25 years (not before 2 June) Scheme of Examination Indian Military Academy / Air Force Academy / Naval Academy All the papers are of objective type. Subject Marks English 100 General Knowledge 100 Elementary Mathematics 100 Total 300 Officers Training Academy Total 200 Candidates successful in the written exam are then called for an interview by a Services Selection Board which evaluates a candidates suitability for a career in the a candidate undergoes various physical and psychological tests to ascertain whether r not he is officer material. Apart from SSB interview, Air Force academy candidates are tested for Pilot Aptitude Battery test [PAST]. After these tests, candidates undergone medical examination before finally admitted into the above mentioned academies, and after successful completion of training, they are inducted into the armed forces. Armed forces offer very exciting career to young men and women in several fields. Career in the forces, in addition as a career, is also an adventure in itself. To ensure hat appropriate candidates are chosen, a comprehensive selection process is adopted by the armed forces through Service Selection Board (SSB) interview. This system of selection is based on the trait theory of leadership which assumes that every leader must have some specific and pre-determined leadership traits. It also presumes that such traits can be acquired by a candidate with the passage of time meaning thereby that a person once rejected in an SSB interview is likely to succeed if he acquires some of the traits with the passage of time. The present system of selection, although is long and takes four to five days, is thus based on an objective assessment of each candidate in which the qualities like initiative, alertness, judgement, courage, physical fitness endurance, cooperation, group planning, decisiveness,knowledge, etc. are Judged. In addition, psychological and mental robustness of the candidate vis-a-vis requirements of the Armed Forces is Judged and finally an overall assessment of the personality of a candidate is made by way of an exhaustive personal interviews.

Green Engineering Essay Example | Topics and Well Written Essays - 1250 words

Green Engineering - Essay Example The Durst Organization developed and constructed the Four Times Square in New York between 19996 and 1999 (â€Å"Wired New York Meetup Group† 1). There are 48 stories in the building, which makes it the newest, and the greenest skyscraper in Manhattan (â€Å"U.S. Department of Energy† 1). The building was the first green skyscraper in U.S, which continues to track its energy performance with Energy Star (â€Å"The Durst Organization† 1). Overview of Four Times Square Notably, the building presents the application of two principles of Green Engineering. These include principle 1, which reckons that designers need to strive to ensure that all material and energy inputs and outputs are as inherently safe as possible (Anastas and Zimmerman 96). It also presents principle 3, which claims that separation and purification operations should adopt a design that would minimize energy consumption and materials use (Anastas and Zimmerman 96). The Four Times Square building e ntails 1.6 million square feet of environmentally friendly architectural design. Indeed, this was the first green skyscraper and the second tallest building in the U.S. ... Department of Energy† 1). Upon completion, the Four Times Square reflected an environmentally responsible building where the designers examined the construction technology and all building systems for their impact on human health, environment sustainability, and energy reduction (Kaplan1). The evaluation made the building to be the first skyscraper to adopt state-of-the-art standards for energy conservation, indoor air quality, recycling systems, and the use of sustainable manufacturing processes (â€Å"Wired New York Meetup Group† 1). The Four Times Square has environmentally efficient gas-fired absorption chillers and a state of the art curtain wall with excellent shading and insulating performance (â€Å"Wired New York Meetup Group† 1). More so, the residents of the building are responsible of the building where the designers distributed a library of green information and environmental guidelines to the residents and the architects (Kaplan1). In addition, the t enants and their architects had substantial information on how to maximize the building as well as maintain the dream of the designers. Furthermore, the designers guaranteed lower operational costs upon the completion of the building. As such, we can establish that the Conde Nast Building adopts the principles of green engineering where it manifests quality and safe design as well as a promotion of the environmental, energy, and health factors. How the Four Times Square Works The Four Times Square adopts a low-energy design and renewable energy. The lighting at the building is very energy-efficient as it includes high performance fixtures with central controls. Notably, the designers used DOE-2 energy simulation modeling software to establish the most

Environmentalists cannot be animal liberationists Essay

Environmentalists cannot be animal liberationists - Essay Example Although various people believe that both animal rights activists and the environmental activists belong to the same class. Author Gary Varner actually spoke with Mark Sagoff mentioning the belief that the animal rights activists cannot be environmental activists. As a matter of fact this is a statement that has been made by various authors. According to the authors, it is very hard to mess these two groups into a larger group. Varner also stated that among the environmental philosophers there is a tendency to compare the environmental ethics and the animal rights. This is usually done by differentiating the specific views in the ethical theories or the specific accounts of the views that might imply to discussion (Varner 98). The environmental philosophers on the other hand cannot come into an agreement over the fact that the theoretical foundations as well as the practical applications of the animal rights view are quite inconsistent with the people belonging to the discipline of t he environmentalism. Varner also provided evidence that the two groups look at themselves as two different groups, hence the people around should also look to do the same. Varner also said that Bryan Norton believed that both the groups of animal rights activists and the environmental activists should help each other because both the values and systems of the groups point towards the common objective of protecting the ecological balance.

Tartuffe Assignment Example | Topics and Well Written Essays - 500 words

Tartuffe - Assignment Example According to me it doesn’t work because most of these vices are commited in private and people do not care much weather its embarasing or not for as long as nobody sees them in the act. The play was critisized because it potrayed religion in bad light and as a tool that people use to manipulate others. Their attacks were justified to some extent because religion is expected to be respected as the epitome of morals and virtues but on the other hand it’s also true that religion has been used and abused to disenfranchise other people. In the first scene, Madam Pernelle sounds very convincing and sure of what she is saying while the rest of the characters appear to be full of malice and witch hunt against Tartuffe. The other characters seem to harbour some negative feelings towards Tartuffe. Tartuffe comes through as a very humble and innocent servant of the house. Madam Parnelle is very critical of everyone in the family because of their persived resentment towards Tartuffe. She argues that the rest are envious of tartufe’s good virtures since he reminds them of their ills and moral flaws. Parnelle refers to Damis and Dorine as dunce and secrative respectively while Cleante is too worldly, Elmire is accused of being a spendthrift. Dorine accuses her grand mother of being jealosy since the world is about to drop her off. Tartuffe seems to be the only person to win Pernelle’s approval; she actually asserts that the rest should be greatful to be sharing a roof with such a holy man. Apparently, Madam Parnelle finds flaws with everyone except Tartuffe while the rest find her abrasive, irrational and unaware of Tartuffe’s real character. The love birds in the play resemble those that appear in sitcoms and soup-operas. They potray some sweat and innocent young love while at the same time being vurnarable to opposing forces including the girl’s gurllible father. Organ’s trust towards Tartuffe is motivated by the former’s

The importance of the victims in the criminal justice process Essay

The importance of the victims in the criminal justice process - Essay Example The intention of this study is victimology as a term originating from a study of victims of crime. It is important to affirm that the victim of a crime remains at the center of the criminal justice process. To give support to this argument, this paper discuses the four major perspectives of victimology. In positivist perspective, the subject of a victim's contribution to a crime is explored. This perspective gives the view that in any criminal action, there have to be significant socio-cultural contributors that lead to a person becoming a victim of a crime. The underlying fact here is that there cannot be a crime without a victim of the same. In offering retribution through the justice system, it is, therefore, essential to analyze the impact of a victim's participation for the criminal justice system to be fair in their judgment. The critical theory of victimology, on the other hand, examines the responses of the different stakeholders in a criminal justice system. In this theoreti cal approach, the victim still plays a pivotal role. From the perspective of activist or humanists, their support is focused on providing a healing or the pursuit for justice or any form of retribution for the victims of different types of crime. The intention of the judicial system, the main intention is to serve justice to the victims of a crime. It is, therefore, effective to conclude that the victim of a crime remains pivotal to the criminal justice process.

BBDO agency project Research Paper Example | Topics and Well Written Essays - 2000 words

BBDO agency project - Research Paper Example The purpose of the following document is to provide details of the creative marketing campaign and proposed campaign ideas and marketing communications strategies for the BBDO Agency’s campaign to launch the 2012 McLaren MP4-12C in the United Arab Emirates market. This is an affluent market motivated by luxury, status and the performance engine, all trademarks of the McLaren brand. This report also identifies and describes the consumer segments that the campaign intends to target, including the target market’s demographics, psychographics, and VALS. In addition, this report includes a SWOT analysis, a detailed description of the marketing mix and a discussion of the future outcomes of the outcomes. Executive Summary The purpose of the following report is to present the campaign ideas in regards to the McLaren MP4-12C product offering in the United Arab Emirates, specifically Abu Dhabi and Dubai. The main purpose of the report is to describe the target McLaren MP4-12C th at exists in this market, and to highlight the attitudes and purchasing intention among these consumers that the McLaren MP4-12C brand can capitalize upon in 2012. Established in 1989, the McLaren Automotive brand operates as an exclusive luxury performance vehicle brand primarily in the United States and Europe; however, global opportunities exist for this product offering, and the survey results indicate a very high level of satisfaction with the quality of the brand. McLaren Automotive recently expanded its operations into the Asia Pacific region, and the McLaren MP4-12C now sells through a number of selected vendors in Qatar, Bahrain, Saudi Arabia, Kuwait, South Africa and the United Arab Emirates, specifically Abu Dhabi and Dubai. ... its operations into the Asia Pacific region, and the McLaren MP4-12C now sells through a number of selected vendors in Qatar, Bahrain, Saudi Arabia, Kuwait, South Africa and the United Arab Emirates, specifically Abu Dhabi and Dubai. 1.1 Objectives The objectives of this research report were to ascertain the perceived value and level of satisfaction with the McLaren MP4-12C product offering among consumers. The research report author utilized the Qualtrics Survey Software tool to compile and tabulate responses from 29 consumers. The results are displayed in table form in section 4 of this report. In addition, the objective of this report is to demonstrate the high brand equity that the McLaren brand already enjoys in the United Arab Emirates, and to leverage this consumer appreciation completely and strategically. 1.2 Results The initial results of the survey indicate a very high level of satisfaction with the product offering. 77 percent of the respondents indicated that they were v ery satisfied with the McLaren MP4-12C product offering. In addition, the McLaren MP4-12C enjoys high brand recognition and significant brand equity among the consumers surveyed. 1.3 Key Findings The report indicates that the product has a strong appeal among the consumers surveyed. It also indicates that the perceived exclusivity of the McLaren brand remains the key competitive advantage for the McLaren MP4-12C product offering. In addition, the results indicate that the McLaren MP4-12C could position the product offering as a luxury item in key luxury market segments in the United Arab Emirates. 1.4 Conclusions and Recommendations The research report author concludes that the product is a very strong offering and that consumer appeal in the United Arab Emirates is high. The research

Reading response Essay Example | Topics and Well Written Essays - 500 words - 3

Reading response - Essay Example The author suggests that when situations of high infant mortality and high fertility exist, the passing away of a young one is the custom for poor households. Mothers do not feel distressed when a frail infant dies, and motherly acceptance of child death may put at risk the life of other children (Scheper-Hughes 324). This illustrates that mothers only invest in children who they expect to survive, detach themselves psychologically from susceptible children and withdraw care and affection. This notion rebuffs contemporary research on the mother-child relation and the view that motherly love is a universal occurrence. The author refers to this as the modern bourgeois view. In the community, it is perceived that motherly love is meaningful and priceless and that the mother’s kindness cannot be repaid. Nonetheless, we cannot be assuming the same thing about women who anticipate and wish for their baby’s demise. It is even more difficult to presume that any woman would want a terrible thing to happen to her young one. The account of the attitude towards child mortality is distressing. This is a demonstration of human adaptability, though not the ecstatic of such demonstrations. A number of communities find motherly love to be stout that it cannot be influenced by anything. A genuine mother can never allow her child or children to pass on without a fight. This stance differentiates mothers from other regular individuals in a way. Nevertheless, it essential to understand mothers are humans first, like the rest of the people. The quality of a person’s life is largely dependent on issues beyond his control or a society. Resources may be the most vital of issues. These make motherly love subject to the accessibility of resources in the society. Over a period, a community that does not have adequate resources must change its view to the situation. Born Jesus is an example of such an occurrence

The importance of the victims in the criminal justice process Essay

The importance of the victims in the criminal justice process - Essay Example The intention of this study is victimology as a term originating from a study of victims of crime. It is important to affirm that the victim of a crime remains at the center of the criminal justice process. To give support to this argument, this paper discuses the four major perspectives of victimology. In positivist perspective, the subject of a victim's contribution to a crime is explored. This perspective gives the view that in any criminal action, there have to be significant socio-cultural contributors that lead to a person becoming a victim of a crime. The underlying fact here is that there cannot be a crime without a victim of the same. In offering retribution through the justice system, it is, therefore, essential to analyze the impact of a victim's participation for the criminal justice system to be fair in their judgment. The critical theory of victimology, on the other hand, examines the responses of the different stakeholders in a criminal justice system. In this theoreti cal approach, the victim still plays a pivotal role. From the perspective of activist or humanists, their support is focused on providing a healing or the pursuit for justice or any form of retribution for the victims of different types of crime. The intention of the judicial system, the main intention is to serve justice to the victims of a crime. It is, therefore, effective to conclude that the victim of a crime remains pivotal to the criminal justice process.

Reading response Essay Example | Topics and Well Written Essays - 500 words - 3

Reading response - Essay Example The author suggests that when situations of high infant mortality and high fertility exist, the passing away of a young one is the custom for poor households. Mothers do not feel distressed when a frail infant dies, and motherly acceptance of child death may put at risk the life of other children (Scheper-Hughes 324). This illustrates that mothers only invest in children who they expect to survive, detach themselves psychologically from susceptible children and withdraw care and affection. This notion rebuffs contemporary research on the mother-child relation and the view that motherly love is a universal occurrence. The author refers to this as the modern bourgeois view. In the community, it is perceived that motherly love is meaningful and priceless and that the mother’s kindness cannot be repaid. Nonetheless, we cannot be assuming the same thing about women who anticipate and wish for their baby’s demise. It is even more difficult to presume that any woman would want a terrible thing to happen to her young one. The account of the attitude towards child mortality is distressing. This is a demonstration of human adaptability, though not the ecstatic of such demonstrations. A number of communities find motherly love to be stout that it cannot be influenced by anything. A genuine mother can never allow her child or children to pass on without a fight. This stance differentiates mothers from other regular individuals in a way. Nevertheless, it essential to understand mothers are humans first, like the rest of the people. The quality of a person’s life is largely dependent on issues beyond his control or a society. Resources may be the most vital of issues. These make motherly love subject to the accessibility of resources in the society. Over a period, a community that does not have adequate resources must change its view to the situation. Born Jesus is an example of such an occurrence

Situational Analysis of Starbucks Essay Example for Free

Situational Analysis of Starbucks Essay We start off with the organizational analysis’s corporate mission, products and services, leadership Organizational Culture, and Strategy. Next we analyze the firms resources by means of tangible intangible resources, capabilities and core competencies. Then we move into the financials analysis which divides into subcategories such as valuation, growth, profitability, financial strength and management efficiency. The final aspect of the internal analysis is the SWOT analysis which clarifies Starbuck’s Strengths, Weaknesses, Opportunities and Threats. The final closure of the Strategic Analysis is the recommendations for both internal and external analysis along with a conclusion. 2. 0. 0History The history of Starbucks starts in Seattle in 1971. (George, 2010) Three friends; Jerry Baldwin, Zev Sigel, and Gordon Bowker, who all had a passion for fresh coffee, opened a small shop and began selling fresh-roasted, gourmet, coffee beans and brewing and roasting accessories. (George, 2010) The company did well, but things began to change in the 80’s. (George, 2010) McDonald’s has no issue with the generating locations and hitting targeted demographics. Primarily because, McDonald’s is the oldest business in the food service industry. The most common demographic in the American trends are the tweens to teens segment. Here, the up and coming teenagers, or teenagers dive into a new hangout place in order to gain the â€Å"feel† and â€Å"experience† the coffee industry offers. Starbucks offers an influence in the youth of America into employment roles or simply influential leisure hangouts for teenagers. Adam Smith’s â€Å"The Wealth of Nations† best defined competition amongst the market as Lassiez Faire â€Å"A philosophy or practice characterized by a usually deliberate abstention from direction or interference especially with individual freedom of choice and action. † However, no single firm, or group of firms, must ultimately have complete power over any industry because that firm would have the power to regulate prices of that particular commodity. (Dept. of Labor, 2011) This would be known as a monopoly. Should a firm be in recognition of monopolistic power, they would be violating the Sherman Anti-Trust Act in practicing in unfair business practices. (Dept. of Labor, 2011) One example that led to unfair business practices is known as price fixing. (Dept. of Labor, 2011) Price fixing is defined as an agreement between business competitors selling the same product or service regarding its pricing. (Dept. of Labor, 2011) Other pieces of Government regulation is OSHA (Occupational Safety Health Administration). (Dept. f Labor, 2011) Here these laws are backed by the federal governing body of the United States Department of Labor. (Dept. of Labor, 2011) Simple laws here give the employee factions laws to simply abide by in case of any unfair management practices such as quid-pro-quo. All firms must abide by both means of competition and OSHA’s regulator laws. The only real factor in the government/political segment that affects the industry is the EBIT (Earnings Before Interest i n Taxes), because it defines the net worth after gross income a firm can accumulate in the coffee industry.

Leadership and Culture as seen in Tech Mahindra Limited

Leadership and Culture as seen in Tech Mahindra Limited A human being right from birth is associated to various people including parents, relatives, and so on. As he/she grows old, the pool of associations become stronger and complex as his/her needs tend to grow such as: The need of friends, education, and other sociocultural aspects of human life. The child thus becomes part of many organisations catering to needs of each other in the organisation. Organisation, as defined by Oxford Advanced Learner Dictionary is A group of people who form a business, club, etc. together in order to achieve a particular aim. All the organisations irrespective of their nature are headed by a Leader. Leader is often seen as a person who guides the organisation to achieve a common goal by setting up practices and creating a positive environment with the organisation. As said by Fullan (1992) in his notes, that à ¢Ã¢â€š ¬Ã‚ ¦the only thing of real importance that leaders do is to create and manage culture. The leadership of an organization has the primary responsibility for identifying the need for, and fostering, cultural change and for sustaining a sound safety culture once it is established. In the following essay, I have tried elaborating some leadership skills and organisational culture taking into consideration Mr Vineet Nayyar who heads (Vice Chairman, MD CEO) Tech Mahindra Limited, a joint venture between Mahindra Mahindra Group and British Telecommunications PLC. About Tech Mahindra Introduction: Tech Mahindra is a part of US $7.1 Billion Mahindra Group, in partnership with British Telecommunications plc (BT), which is one of the largest communication service providers in the world. The organisation was incorporated in 1986 under the name of Mahindra British Telecom, which was later changed to Tech Mahindra to reflect diversification and growth of client base. Tech Mahindra has majorly focussed the telecommunications industry and is a leading global systems integrator  and business transformation consulting organization. Tech Mahindra operates globally with more than 15 Greenfield Operations and has over 124 active customer engagements mostly in Telecom sector. Some of its largest clients are BT, ATT, O2 and Alcatel-Lucent. The company has footprints in more than 25 countries and has been assessed as SEI CMMI Level 5 Company. The company is supported by around 35,000 professionals who provide distinctive blend of domain expertise, in depth technology skill sets and culture. Tech Mahindra Vision: To be the most respected solution provider in the communications ecosystem Anticipating and enabling change Admired for technology, agility, innovation, business models and the quality of its talent Tech Mahindra Values: Tech Mahindra is focused on creating sustainable value growth through innovative solutions and unique partnerships. Our values are at the heart of our business reputation and are essential to our continued success. We foster an environment to instil these values in every facet of our organization. Customer first Good corporate citizenship Professionalism Commitment to quality Dignity of the individual Some of the Industry Recognitions: In the Leaders Category in The 2009 Global Outsourcing 100 (IAOPs Annual Listing of the Worlds Best Outsourcing Service Providers) Ranked 2nd in Telecom Software providers of India by Voice Data, 2008 (VD 100 Ranking) Business Week Award for Asias Best Performing Companies, 2008 Growth Excellence Award by Frost Sullivan, 2008 Ranked 6th largest software exporter from India (NASSCOM, 2008) Leadership Introduction to leadership: There are numerous organisations prevailing in the todays world. Each and every member of an organisation aspires to have an ideal leader who can create an environment of trust, ownership among employees and is able to steer the organisation in a balanced way both in good as well as hard times of the organisation. As said by Admiral Burke, US Navy-Leadership is understanding people and involving them to help you do a job. That takes all of the good characteristics, like integrity, dedication of purpose, selflessness, knowledge, skill, implacability, as well as determination not to accept failure. But there remains a big question- What are the characteristics of a good leader? or How to assess if a person is worthy of leading a group or an organisation? During the following analysis, findings and practical scenarios I would try and find answers to the questions mentioned above. Theoretical approach to leadership: There have been numerous theories discussing several aspects of leadership and different styles in which it is practiced. The earliest being the Trait theory of Leadership which was worked upon and analysed at length as early as around mid-1850. This theory was primarily interested in the measurement of traits of persons which can be defined as habitual patterns of emotion, behaviour and thoughts. This theory strongly believes that the traits of a person are in-born and remain constant over life lime and hence it concluded that Leaders were born, not developed. In contrast to this theory, some other theories which came up in  late 1940s and early 1950s stated persons who are Leaders in one situation may not necessarily be leaders in other situations. These theories took into account the macro environment and took into consideration various factors affecting the decisions and behaviour of the leaders. The criticism of Trait theory by many researchers taking into account its shortcom ings, led them in an alternate theory, the Theory of Behaviour and Style. This theory led to study of Managerial Grid Model which suggested five different leadership styles, based on the leaders concern for people and their concern for goal achievement. A graphical representation of the managerial grid model is shown below. However many researchers believed that different situations call for different characteristics and this led to development of Situational and Contingency Theory. This theory stated that the actions and behaviour of a leader were largely influenced by characteristics of the situation in which he functions. The most promising model for this theory was developed by Fred Fiedler and is known as Fiedler contingency model. He believed that The leaders effectiveness is based on situational contingency which is a result of interaction of two factors:  Leadership style  and  Situational favourableness. As the leader I have chosen to analyse best suits to this style of leadership, Contingency Theory would be the basis of my analysis about his leadership style. Fiedlers Contingency Theory and Mr Vineet Nayyar: In the late 1950s and early 1960s, noticeable industrial and business psychologists: Fiedler and Woodward started to study the leadership and behaviour styles of leaders and managers. Earlier to Fiedlers study, industrial psychologists mainly focussed on personal traits of influential leaders. They believed that there was only one best way to run an organisation which produced best results and most effective business practices. The reason of Fiedlers model influencing most researchers was that it denied one best way and perfectly fit in modern highly complex organisations where scenarios and environment of leaders kept changing more often. Fiedlers model assessed a potential leader with a scale of work style ranging from Task-Oriented on one end to Relationship-Oriented on the other. The other important factor which affected behaviour was the contextual circumstances in which the group operates. This is furthermore supported by three contextual variables affecting appropriateness of a particular style. These are: Leader-member relations, Task Structure and Leader Position Power. The diagram below depicts the model. Mr Vineet Nayyar, 70, is the Vice Chairman Managing Director of Tech Mahindra since 2005 and the Chairman of Mahindra Satyam since 2009 after its acquisition by Tech Mahindra. He is an accomplished leader and has led many organisations across his career span of 40 years. He has worked closely with Indian Government (an IAS Indian Administrative Services official),  international multilateral agencies and the corporate sector (both public and private). While in government, he has taken many senior positions as District Magistrate and Secretary of Government Administration. He has also been part of the World Bank for over 10 Years. In corporate sector, he was founding Chairman and Managing Director of state owned Gas Authority of India, MD and V Chairman of HCL Technologies. He holds a Masters degree in Development Economics from Williams College, Massachusetts. Vineet is undoubtedly an outstanding leader and a role model for employees at Tech Mahindra. During his 6 years tenure, he has taken several crucial decisions which have impacted the organisation positively and have created a sense of trust which I believe is the most important characteristic of being a leader of an organisation. Year after year he has won excellent feedback scores from employees of the organisation which are evident of his leadership qualities. Along with high employee satisfaction, his role as a leader of organisation was backed up with exponential growth of the organisation. The company has doubled its size both in man power as well as the total business sales. It has also acquired three organisations, Axes Technologies (India) Private Limited, iPolicy Networks Private Limited and Satyam Computer Services Ltd since 2005. As suggested by Fiedlers Contingency theory, Leaders behavioural style is majorly impacted by environment around him. Over the last 5 years, Asian and Global economy have seen many highs and lows. During the time when Vineet entered into Tech Mahindra, global economy was on a steady rise. He saw this as huge opportunity for Tech Mahindra, and the company under his leadership launched an extremely successful IPO (Initial Public Offer) in 2006, through which the organisation raised around $100 million to build a new development centre at Pune, India estimating an employee seating capacity of 9000. This proved a highly motivating factor for employees of the organisation, as the company was then listed in Indian Stock Exchange which added to the credibility and popularity of the organisation. As the IPO was a huge success, the employees of Tech Mahindra were given bonus shares on completing 20 years of Tech Mahindra in 2006. This move increased the sense of ownership and the level of com mitment of the employees towards the organisation. As the economy continued to flourish, the company gained new and potential clients along with existing customers which added to exponential rise in companys physical and liquid assets. Under Vineets leadership, Tech Mahindra increased footprints across India and the globe. It has added four new development centres in India along with several overseas site offices across Asia Pacific, Europe, Americas, Middle East and Africa. Companys headcount increased from 16,500 in 2005 to 35,200 in 2010. As the company grew stronger and bigger, it created more jobs for people and was being trusted as a safe company considering job stabilization. These positive factors, along with Vineets influential leadership skills, resulted in a favourable situation which directly proved to have a positive effect on group performance. Leader-member relations were Good along with High task structure. With new development centres coming into operation, there were revised processes and policies which clearly defi ned each employees roles and responsibilities. Every employee was being given a task to set-up his goals at the start of the year which were then finalized along with supervisors feedback. There were team/individual meetings/skip level meetings to highlight any concerns, feedback or comments related to employees work. All this resulted in High Task structure. All the groups/teams were headed by a team-lead and a supervisor who had full authority to assign and monitor tasks for individuals in the group. These people also had the authority to recommend outstanding performers for rewards and awards every quarter. Hence we can consider Leader Position power also to be High thus resulting in High Favourableness of the situation. The most appropriate Behavioural style hence can be conceived as Low LPC, Task Oriented. However along with Task Oriented leadership style, Vineet was also inclined towards Relationship-Oriented behaviour as the company was doing well. Organisation incorporated s everal awards which were to be given to high performers and distribute bonuses among employees. There was high employee satisfaction resulting in improved overall group performances. The economy continued to grow till early 2008 after which there was a steep downturn. The economic turmoil in United States and Europe had a direct impact on Tech Mahindra as all of its major clients belong to this geography. This was a drastic change of environment for Vineet and he had to adjust his leadership style with the changing scenario. Vineet along with his management team had to churn out cost affective task driven methods to cope up with the ever increasing pressure of dipping economy and demanding clients. There were many changes in company processes to make them streamlined and cost effective. As the economy further weakened, many employees were discontinued from their roles in order to maintain an even position on operating the projects. Employee Assessment and Appraisal Process was reviewed as company was now operating on less operating profits. All the overhead costs were minimized and bonuses were cut-off. This lead to decreased employee satisfaction and hampered te am performances. During the same time period (2009) Tech Mahindra emerged as the highest bidder to scam hit Satyam Computers Ltd (Later renamed as Mahindra Satyam after takeover). Vineet was appointed as the Chairman of Mahindra Satyam taking into account his excellent service to Tech Mahindra over the years. His past experiences and characteristics as a leader both proved to be the deciding factor for this decision. Economic downturn coupled with accounting scam was a nightmare for employees of Mahindra Satyam. With a strong headcount of around 45,000, Mahindra Satyam due to its tainted image and lost credibility lost many major clients. Its operating profits came down to negative and the company was very difficult to sustain. Vineet and his team carried out series of management and process changes in Mahindra Satyam to improve its position in the market. Rebranding Satyam Computers to Mahindra Satyam was one such move. The association to Mahindra Mahindra group instilled an increased sense of cred ibility. There were internal exchange placements within Tech Mahindra and Mahindra Satyam to utilize excessive man power and Tech Mahindra slowed its external recruitment process. Many employees of Mahindra Satyam who did not have a good performance assessment were handed pink-slips. It was crucial for Mahindra Satyam to rebuild itself and regain its place in the IT Industry. A series of similar stern changes and developments took in Mahindra Satyam over the next few months. All these changes in Tech Mahindra and Mahindra Satyam led to decreased employee satisfaction. Employees were not given enough salary hikes and promotions were delayed. As more and more employees were terminated due to low operating margins, the team sizes grew smaller resulting in increased work pressure. This did not have a good effect on Leader-member relations and could be termed as Bad. Task structure also dropped to Low as there was increased workload due to less team members. Existing team members were un clear about the added responsibilities they had to partake which were an overhead to their already existing responsibilities. Leader position power still remained Strong as there was constant supervision on performance of the individuals. All these factors resulted in Low Favourableness of situation and behavioural style can hence be concluded as Low LPC Highly Task-oriented. Conclusion: With all the above evidences and instances of effect of external forces on leadership style of Vineet Nayyar, I can strongly conclude that leadership behaviour of leaders change with circumstances. A good leader is judged as to how he transforms his behaviour under different situations and choosing the correct style of leadership. Citing all the above instances of leadership and analysing them with theory as mentioned by Fiedler concludes that Fiedlers Contingency theorem aptly fits Vineet Nayyars leadership style. As the scenarios and macro environment changes rapidly, leadership as a vast pool of possible operative styles was a ground-breaking idea by Fiedler. It is in my virtue a common idea in modern management theories which rejects a stiff assumption about ideal management. Culture Introduction to culture: Culture: A word having its origins from Latin word Cultura which means to cultivate. Culture is a word having numerous meanings and definitions and is often the integral part of any organisation present today. Gareth Morgan has described organizational culture as: The set of the set of beliefs, values, and norms, together with symbols like dramatized events and personalities that represents the unique character of an organization, and provides the context for action in it and by it. Organisational culture is hard to explain and is similar to other intangible entities which can just be experienced by the virtue of it being into existence. With the size and complexity of organisations varying from a few to thousands, it is a vital and integral part of any organisation. It is in modern era, a characteristic of an organisation which mirrors the environment prevailing in the same and distinguishes it from others based on its Values, Rites, Rituals and cultural network. During the following text, I have tried examining organisational culture at Tech Mahindra based on theoretical and practical approaches. Theoretical approach to culture: Organisational culture has been analysed and defined by many anthropologists and sociologists including Deal and Kennedy, Charles Handy, Edgar Schein, Robert A. Cooke and many more. All the researchers have defined Culture in many different forms as it is very difficult to express it distinctly. Every person when becomes a part of organisation, becomes a part of its culture. He understands, learns, inherits and then practices culture at organisation through his distinct ways. Schein has broadly classified the nature of culture as layered phenomena having three levels of visibility. These are: Basic Assumptions, Values and Beliefs and Artefacts and Creations. He has further emphasized that these three layers of visible culture interact among themselves and do not stand out from each other. A graphical representation is shown below. Many different models exist which differentiate culture on the basis of its nature prevailing in different organisations. One of which is suggested by Peters and Waterman called the Characteristics of Excellent Companies. The authors studied cultures at some of the most successful organisations and came up with a list of common idealized practices within those organisations. This was by some viewed as One best culture and received strong criticisms by many researchers. Another model was suggested by Goffee and Jones which is also called as The Goffee and Jones Contingency Framework. This was a more modern approach to organisational culture and suggested the dependency of culture on business environments. They opposed the theory of one Right or Best culture for various organisations. Their framework could be depicted based on two dimensions: Sociability and Solidarity. These two dimensions were rated from Good to Bad and a four cubes structure was drawn. They suggested that an organisation could have one or a mix of these four cultures: The Communal culture, the Networked culture, the Mercury culture and the Fragmented culture. Taking the example of Tech Mahindra, I would be closely following this technique to examine its culture rated on Sociability and Solidarity. Culture at Tech Mahindra: Tech Mahindra is a large organisation with around 35,000 employees around the globe. Tech Mahindra recruits fresh college graduates every year in large numbers. Just after these college graduates join the company, on their appointment day, are exposed to a series of induction processes. These include registration processes, induction speech from the head of HR department and many similar interactive sessions of what is expected out of an employee at Tech Mahindra. All these sessions talk about the value offered by Tech Mahindra culture and how these values are important to adapt by all the employees. The new employees are then divided into batches and are allotted to various Initial Training Programs (ITP and the employees are then called ITPians) based on their background studies. This ITP course extends around 4 months in which ITPians undergo various Technical and Behavioural trainings which prepares an ITPian to accept the challenge which his job offers. During the Behavioural tr aining there are numerous sessions about Code of Conduct, Company dress code, Tech Mahindra rewards programs, emphasis on Quality work, Information Security and bonuses linked to performance. All the employees are asked to follow a strict dress code which is Business formals from Monday to Thursday. Employees are allowed to wear Business Casuals, i.e. Jeans and Collared T Shirts on Friday. This dress code is strictly followed and its Managers responsibility for counselling defaulting team members thereby facilitating adherence to the Companys policy. Any choice of casual wear which is revealing, excessively form fitted or worn out is strictly not allowed. There are instances where many employers do not have such kinds of regulations on dress code like Google. This however can be long debated over and over again with no firm outcome. In my opinion having a dress code is a good measure to create and maintain a healthy and professional environment across the organisation. The ITPians are briefed about Code of Conduct policies of Tech Mahindra about which they are asked to listen attentively. They are briefed of how they shall follow the applicable legal framework of the country in which they operate. Employees are expected to know and to understand the legal obligations applicable while performing their duties and discharging their responsibilities on the job. Ignorance cannot be an excuse for violation of law. They are also told to compete fairly with their competitors and maintain highest possible standards of integrity and ethics in every sphere of activity. ITPians are briefed that they shall not put their personal problems over organisational needs. Employees are always expected to protect and nurture the Companys interests all the time and remain independent in any decision that they may be required to take. They are told not to offer or accept gifts, hospitality or other inducements, which influence a decision, or engage in any form of bribery.

Analysis of major characters in 1984 Essay -- essays research papers

Analysis of Major Characters John - Although Bernard Marx <javascript:CharacterWindow('http://www.sparknotes.com/lit/bravenew/terms/char_2.html', '0b1405ef1f', 500);> is the primary character in Brave New World up until his visit with Lenina <javascript:CharacterWindow('http://www.sparknotes.com/lit/bravenew/terms/char_4.html', '55db940fc2', 500);> to the Reservation, after that point he fades into the background and John becomes the central protagonist. John first enters the story as he expresses an interest in participating in the Indian religious ritual from which Bernard and Lenina recoil. John's desire first marks him as an outsider among the Indians, since he is not allowed to participate in their ritual. It also demonstrates the huge cultural divide between him and World State society, since Bernard and Lenina see the tribal ritual as disgusting. John becomes the central character of the novel because, rejected both by the "savage" Indian culture and the "civilized" World S tate culture, he is the ultimate outsider. As an outsider, John takes his values from a more than 900-year-old author, William Shakespeare. John's extensive knowledge of Shakespeare's works serves him in several important ways: it enables him to verbalize his own complex emotions and reactions, it provides him with a framework from which to criticize World State values, and it provides him with language that allows him to hold his own against the formidable rhetorical skill of Mustapha Mond during their confrontation. On the other hand, John's insistence on viewing the world through Shakespearean eyes sometimes blinds him to the reality of other characters, notably Lenina, who, in his mind, is alternately a heroine and a "strumpet," neither of which label is quite appropriate to her.) Shakespeare embodies all of the human and humanitarian values that have been abandoned in the World State. John's rejection of the shallow happiness of the World State, his inability to reconcile his love and lust for Lenina, and even his eventual suicide all reflect themes from Shakespeare. He is himself a Shakespearean character in a world where any poetry that does not sell a product is prohibited. John's naà ¯ve optimism about the World State, expressed in the words from The Tempest that constitute the novel's title, is crushed when he comes into direct co... ...ention of mothers, fathers, and marriage-concepts that are vulgar and ridiculous in the World State. The conversations between Helmholtz illustrate that even the most reflective and intelligent World State member is defined by the culture in which he has been raised. Mustapha Mond - Mustapha Mond is the most powerful and intelligent proponent of the World State. Early in the novel, it is his voice that explains the history of the World State and the philosophy upon which it is based. Later in the novel it is his debate with John that lays out the fundamental difference in values between World State society and the kind of society represented in Shakespeare's plays. Mustapha Mond is a paradoxical figure. He reads Shakespeare and the Bible and he used to be an independent-minded scientist, but he also censors new ideas and controls a totalitarian state. For Mond, humankind's ultimate goals are stability and happiness, as opposed to emotions, human relations, and individual expression. By combining a firm commitment to the values of the World State with a nuanced understanding of its history and function, Mustapha Mond presents a formidable opponent for John, Bernard and Helmholtz.

Music Is Cool!!! :: essays research papers

I love music my TWO greatest type of genries are Rap and Alternative. I was really surprised how great that DR. Dre did! I think that Eminem and dre are great. Eminem is definetlt a new era of a rap star he is puttin out some mad skillz. Papa Roach has just came out with a super great song that is called last resort.I play basketball and i am a very emotional person i like songs that have a deep impact on me and a true meaning. Here is how the billboard charts are as of today:1 1 8 'N Sync: No Strings Attached 7 Jive | 41702 1 2 - 1 Soundtrack: Mission:Impossible 2 Hollywood | 162244 2 3 6 48 Santana: Supernatural 12 Arista | 19080 1 4 3 24 Sisqo: Unleash The Dragon 4 Dragon/Def Soul | 546816* 2 5 4 4 Joe: My Name Is Joe Jive | 41703 2 6 7 33 Creed: Human Clay 4 Wind-up | 13053* 1 7 5 3 Toni Braxton: The Heat LaFace | 26069 2 8 2 2 504 Boyz: Goodfellas No Limit | 50722* 2 9 14 37 Dixie Chicks: Fly 5 Monument | 69678 1 10 16 27 Faith Hill: Breathe 3 Warner Bros. (Nashville) | 47373 1 11 15 42 Macy Gray: On How Life Is 2 Epic | 69490* 4 12 9 42 Destiny's Child: The Writing's On The Wall 4 Columbia | 69870* 5 13 11 72 Kid Rock: Devil Without A Cause 8 Lava/Atlantic | 83119* 4 14 12 26 Dr. Dre: Dr. Dre -- 2001 4 Aftermath | 490486* 2 15 8 3 Cypress Hill: Skull & Bones Columbia | 69990* 5 16 10 20 Jay-Z: Vol. 3... Life And Times Of S. Carter 2 Roc-A-Fella/Def Jam | 546822* 1 17 20 14 3 Doors Down: The Better Life Republic | 153920 17 18 13 21 DMX: ...And Then There Was X 3 Ruff Ryders/Def Jam | 546933* 1 19 - 1 Hanson: This Time Around MOE/Island | 542383 19 20 18 38 Christina Aguilera: Christina Aguilera 6 RCA | 67690 1 21 - 1 Mandy Moore: I Wanna Be With You 550 Music | 62195 21 22 31 26 Celine Dion: All The Way... A Decade Of Song 6 550 Music | 63760 1 23 26 33 Marc Anthony: Marc Anthony 2 Columbia | 69726* 8 24 19 5 No Doubt: Return Of

Conditions according to John Casey impact on Police Practice and Community Policing Essay

â€Å"Critically examine the conditions, which according to author John Casey impact both positively and negatively on the police practice required to implement a community policing strategy† There are a variety of conditions according to John Casey that impact both positively and negatively on police practice and on community policing strategies. Some impacts on these strategies are the types of model police practices such as democratic Anglo-peelian, continental, developing, and authoritarian regimes. Other conditions that impact on police practice and community policing strategies such as; country stability, community cohesion, pay rates of police, trust within the community and police, political agenda, resources for the police and means for reform and many more. Some of the most easily identified negative impacts that Casey (2010) expresses is the ethnic minorities in communities and the negative impacts that he explains reflected within these situations. Reinforcing these conditions and helping to express Casey’s (2010) concepts of impacts on police practice and community policing is Skolnick and Bayley, (1988) in ‘Theme and Variation in Community Policing’ as well as the Ontario Ministry Of Children And Youth Services, (2010) in ‘Community Policing Strategies’, Cordner (1995) in ‘Community policing: elements and effects’ and also Tyler (2005) with ‘Policing in black and white: Ethnic group differences in trust and confidence in the police’. A combination of Casey and these other authors can help to explain and identify the positive and negative conditions that impact on police practice and implementation of a community policing strategy. Before looking at individual conditions that positively and negatively impact directly on police practice and community policing, the main models of policing such as Anglo-peelian, continental, developing and authoritarian have shaped the current conditions. According to Casey (2010), Skolnick and Bayley, (1988) as well as the Ontario Ministry of Children and Youth services (2010) there is no one true meaning as to what community policing is as the meaning changes from culture and geographical location. In the past according to Cordner (1995), the idea of community policing was considered to be only an aspiration, but not an operational concept, which is still valid in some countries that are still developing. To this day though the concept of community based policing can basically be defined as working with a community, engage with it and co-operate together for the benefit of both the community (also known as the geographic residents of an area) and the police (Casey 2010). Casey (2010) argues how the idea and concept of community policing is now a global aspiration or goal for most countries in their policing practices, but it is important to recognize that the meaning is different for each country and may not be evenly used throughout. Development is still undergoing (Cordner 1995), but community policing is very much active now (Casey 2010). Anglo-Peelian (also known as democratic) mode is one of the main policing models in Western societies. The advantages that Casey (2010) explains are the effective response of police, better methods of preventing crime, more effective work and information by working with communities, making the citizen central is paramount in this model of policing. It is also effective as it can easily balance community welfare and the initial crime prevention roles and actions that the police undertake. In contrast to this approach, the continental policing model is similar to an extent. This can be seen from the basic principles for the reasoning of need for the introduction of community policing, (even though the continental community policing comes under a different name known as neighborhood policing (Casey 2010). The primary difference can be seen within the policing practice, for example, the continental policing practice such as in France, focuses on being more present in the community and operating in the community, as opposed to actually working with the community such as in the Anglo-peelian model. Another difference between these two policing models is that with the continental model according to Casey (2010), focuses more primarily on actual geographical locations, more central policing practice and state focused on militarized policing rather than emphasis on ethnic and racial minorities and communities such as the Anglo-peelian model. Developing countries are limited as they don’t have the growing and stable economy or community to generally maintain an effective community policing strategy. Majority of the police in developing countries are highly corrupt as a result of lack of morale, low pay, corruption and many other reasons. Countries still developing their communities within them are self-policing and governing rather than police governing. Skolnick and Bayley (1988) emphasis the limitations that models such as for developing countries may face as a result of lack of funds and resources to effectively improve the police standard and community policing. Finally the last policing model, the authoritarian practice according to Casey (2010) is said to be actually moving away from the general attempts to implement community policing in society such as within china (Skolnick and Bayley 1988). Community based policing encourages the cooperation of police and residents within communities. Without trust and co-operation such as found within the strict authoritarian model, there is a lack of information of crimes, possible minorities may form in retaliation of the policing strategies, and individuals may start to feel marginalised as well. There are positives and negatives found within all these different types of policing practices. There are a number of conditions that are concern and determine the effectiveness of policing practice and community policing. There are both positive and negative impacts of these conditions. Some general conditions according to Casey (2010) revolve around the stability of the community and the co-operation and cohesion of this community. For the concept of community policing to work, there must be a sense of stability within the community, trust with the police, belief of the community that the police are generally interested in the benefit of the community (Ontario Ministry Of Children And Youth Services, 2010), the belief and will of the country and community political commitment to help reform and provide a better form of safety and cohesion of the community for its own benefit. Another concept that is argued again is the resources of the police and government in different countries that allow the functioning of these policing practices being undertaken. For example, in developing countries, there are not usually any resources to apply these policing practices. Therefore also due to these different conditions within this country such as South Africa for example, there won’t be a positive effect of community based policing strategy; because of culture and other impacts on the type of communities and the running of the country will not allow for the community policing as opposed to other western countries such as how well it would benefit Australia. Other conditions that Casey (2010) also expresses that impact on the implementation of community policing, such as the connection and networks of the community with itself, the police and also other international organizations which is fundamental in positive direction of community policing and the practice worldwide. These conditions are greatly influential and impact on the positive or negative effects of community policing and policing practice globally. To further examine these impacts and conditions an example where all these conditions interplay with the policing practice and community policing can be seen with ethnic groups, minorities such as in multicultural Australia. Due to discrimination, some groups of people may feel stigmatized or marginalized in society. Some people that come to Australia may already have a negative idea and concept of police from their previous country which will make it harder for Australian police to connect and build trust with these individuals. Although these conditions play a major role in the policing practice, it may be found that some problems that rise is over-policing on these ethnic groups and discriminating against them. A negative side-effect of this is possible ethnic based gangs who prey on their own community (Casey 2010) and develop distrust and rift between the community and the police, disrupting the progression for a desired community based policing strategy. As Tyler (2005) states, the trust in the police and the community is usually to have low morale and cooperation due to distrust, a sense of unfairness in policies and regulations surrounding these minorities and also the way in which the police conduct their policing. If the police and these groups worked together for community safety, other benefits such as allowing effective social preventative procedures, proactive partnerships, responsive and confidence in community and police co-operation, better trust between community, mutually beneficial ties, creating local-level accountability, working with other agencies and NGO’s to better help efficiency in operation would occur and build a stronger overall wellbeing and cohesion. In conclusion, Casey (2010), demonstrates that there are a variety of different negative and positive aspects of community policing and policing practices. It is also evident through Casey’s work (2010) and also a variety of other authors, the different conditions arise and impact on the implementation of these community based strategies such as policing type models and community stability, resources and many more. There are a variety of positive and negative impacts according to John Casey that impact on police practice and community policing. References Casey, J. 2010. Comparing Policing Strategies. In Policing the World: The practice of International and Transnational Policing. Durham, North Carolina: Carolina Academic Press, pp. 58 – 87 Cordner, G. 1995. Community policing: elements and effects. Police forum: Academy of criminal justice sciences police section, 5 (3), pp. 1 – 16. Ontario Ministry Of Children And Youth Services. 2010. Community Policing Stategies. Review of the roots of youth violence: a review of major theoretical perspectives, 5 [Accessed: 4 Sep 2013]. Skolnick, J. and Bayley, D. 1988. Theme and Variation in Community Policing. Crime and Justice, 10 pp. 1 – 37. Tyler, T. 2005. Policing in black and white: Ethnic group differences in trust and confidence in the police. Police Quarterly, 8 (3), pp. 322—342

Coca Cola Organization

The Coca Cola Company, founded in 1886 in Atlanta, the United States, is the world’s largest nonalcoholic beverage company. Coca Cola currently owns and markets more than 500 beverage brands (Anonymous, 2010), including waters, sports and energy drinks, juices, tea and coffee, which are distributed in over 200 countries throughout the world.Along with Coca Cola, the company also owns Sprite, Fanta and Diet Coke, which are four of the world’s top five nonalcoholic beverage brands (Anonymous, 2010). As a company with a history of over 120 years, the Coca Cola Company now has an operating structure with seven operating segments and approximately 139,600 worldwide employees (Anonymous, 2010). Today, Coca Cola has subsidiaries around the world and has developed its own management and distribution system.The relative data and evidences shown in the following analysis will illustrate the effectiveness of the current structure model of Coca Cola and how managers of Coca Cola ap plied the hybrid structure to manage the subsidiaries in different regions efficiently and the strategy of decentralization to reduce the management cost and improve autonomy of these different departments. Furthermore, Coca Cola values its unique organizational culture and has set different mission, vision and values to guide the organization, the segments, and its teams.These invisible forces have been serving as the â€Å"Roadmap† for the company to achieve the long-term goals. In the second part of the report of the company culture, facts and stories mentioned would give examples and interpret how the â€Å"liability of a strong culture† could impact Coca Cola’s competitiveness and why it is so important for Coca Cola to understand customers’ needs in order to introduce more customer-orientated organizational culture rather than outcome-oriented culture. Organizational StructureCoca Cola is a typical complex organization by having seven operative unit s in geographic areas around the world, six functional departments being responsible for different tasks and a diversified labor force from different nations. Additionally, a combined characteristic of Mechanism and Organism is also one of most representative features of complexity. Under this structure, employees can not only improve their performance to the maximum level, but they also help the company expand global market and adapt the changing environment.The Coca Cola Company currently employs approximately 139,600 employees (Anonymous, 2010). According to a general organizational chart stemmed from the company’s website, the division of labor is based on diverse job designs which exist specific rules and regulations to direct employees and managers. There are at least 5 hierarchical levels in the corporate. At each level, for instance, one regional director supervises about 10 subordinates on average; therefore, the span of control is fairly wide.And based on the inform ation of its website, the geographic regions are broken down into the diverse units that are located round the world, which are mainly North America, Middle East, Asia, Europe, Eurasia, Latin America and finally Africa. And then, each subunit has its own organizational structure based on functional departmentalization. For example, in North America, its major departments are marketing, finance, and packaging, sales, and research and development administration.In addition to that, in terms of the division of the authority, originally, the company has a more centralized structure, which the decision is mainly made by a high-level management, and the communication is restricted due to the hierarchy of the authority. However, as Coca Cola encounters uncertain environments when it expands of its business, the organization realizes that it must meet the changing demands of its customers to win their business.Thus, Coca Cola began to push towards decentralization in the nineties and even m ore recently (Fox, 2007), which means that decisions are made on a more local level and communication can spread freely to quickly react to conspicuous market demands. Simultaneously, higher-level management can have the authority to take control of the overall strategies and concentrate on the company’s distal goal. The Coca Coca’s big success is not only due to its continuing effort on producing different beverage, but also its moderate organizational structure plays a salient role.Firstly, because the Coca Cola Company, based on the annual report, has over 400 products, the product structure seems to be too costly and unrealistic to implement. Therefore, the multidivisional structure is an appropriate structure and brings benefit for the company. A significant strength of this structure can allow the company to react to changing and uncertain environments while also maintaining a level of stability. Moreover, the specific decision and strategy can be made by regiona l managers to suit particular situation of one area without triggering some conflicts.For example, when one region wants to conduct a specific marketing promotional strategy which is not be appropriate for another region due to the diverse marketing environment, so decisions about specific marketing tactics are made closer to that region. And thirdly, within each region, the structure is mainly divided based on the functional departmentalization, and undoubtedly, communication among each functional unit’s members is free and efficient because of the same knowledge and expertise. Thus, the work and decision can be done more efficiently.Another big beauty of its structure is the mix of both centralization and decentralization to run the business. According to an article â€Å"Changes in the Organization of Work: An Empirical Assessment† stemmed from a journal of International Conference Proceedings, it concludes that a more decentralized hierarchy improves coordination a nd reduce monitoring costs. And eventually, since employees are guaranteed more flexibility from the workplaces, more job satisfaction can be acquired through more tasks autonomy and responsibilities.As a result, it will lead to complementarily effects, which productivity gains can arise. From this perspective, Coca Cola seems to get benefits from this structure change. On one hand, a centralized structure remained at top level is to help senior managers take control of power and provide a distal goal for the whole organization. On the other hand, pushing decentralization also works well in the local units. Because employees can perform tasks from beginning to the end, they can figure out problems and have opinions through the working process.And, additionally, under the decentralized structure, the communication is freely flowing. Employees are more encouraged to express opinions and provide recommendations for company’s operation at the weekly me eting, and gradually, a par ticipative and communicative environment is formed which leads to employees’ job satisfaction and organizational commitment. An article appeared in Business Europe (Bogomolny, 2004) had the following information: â€Å"According to Jon Chandler, director of communications for Europe, the responsibility for getting it right – and for profit – is firmly at the local level (p. ). † Obviously, productivity increased and company gets the profit in return via this structure. To sum up, it appears that the Coca Cola Company is pursuing for a hybrid structure, which take advantages of both mechanistic and organic structures, while trying to minimize negative effects of each. According to the research above, it seems that the organization works well after all the changes implemented. However, after the in-depth analysis of the organizational structure, one subtle recommendation can be addressed.According to â€Å"Committee on Management and Productivity†, i t is beneficial for all levels of company to put various customers’ needs into consideration when designing organizational structure So although the Coca-Cola possesses a hybrid structure, its structure does not adequately focus on the customer side. In order to delivering the best value to customers, a part of structure needs to serve the customers in terms of dividing them into different generations. The reason for this suggestion is that customers are picky and are facing abundant choices of beverage currently, and they also more care about their health. Jones, 2007) Thus, a more cautious decision will be made by customers while purchasing the beverage. Reasonably, if the Coca-Cola Company should focus more on customers to analyze their preference based on different segments, and provides adequate relevant training which guided the employees to deliver satisfied good and service to customers. Consequently, the company can produce the ideal beverage to reach the expectation of different generation, and may acquire a profitable benefit in return. Organizational CultureOne of the most important building blocks for the high success of the Coca Cola Company is its organizational culture. The culture of the Coca Cola Company is mission-driven: focused on refreshing the mind, inspiring optimism, and making a difference (thecoca-colacompany. com). This durable mission facilitates Coca Cola in creating innovation, people orientation, diversity and an aggressive culture since John Pemberton founded it in 1886. The Coca Cola Company has reached its current strong culture through decades’ effort.Employees share the common values that the company provides leadership, collaboration, integrity, accountability, passion, diversity, and quality (thecoca-colacompany. com). In 2004, the Coca Cola Company came to a reinvigorating stage. E. Neville Isdell was nominated as the new chairman of the board and CEO of the Coca Cola Company. Due to the health and wellness trend, increasing competition in the beverage industry and a series of top leadership changes, Coca Cola had been experiencing hugely decreasing soft drink sales.By engaging in an open dialogue about the company’s values and future development among 150 managers from worldwide divisions, a â€Å"new vision for the sustainable growth† has emerged (Andrew Martin, 2007). This new vision achieved an aggressive marketing strategy by refreshing the coke brand and laid particular stress on advertisement and product development (Andrew Martin, 2007). From the perspective of the dimensions of the culture, Coca Cola wants to be innovative while they are risk-averse. The company becomes more open and flexible since it gives its employees more rights.It remains aggressive at sales. Lastly, after the 2004 change, the company has become stable and gotten rid of its previous dysfunctional status (Andrew Martin, 2007). Ultimately, the company is measured by its stock value, which saw great increases through the rest of 2005 (see graph 1 in Appendix). In general, the current culture of Coca Cola Company is very effective. Based on the theory of organizational culture and effectiveness, a practical organizational culture has four fundamental traits: involvement, consistency, adaptability, and mission (Denision and Mishra, 1995).Two of these traits, involvement and consistency, are indicators of openness, flexibility and responsiveness, and are strong predictors of growth. After the changes in 2004, Coca Cola Company favors increasing face-to-face interaction, providing more constructive feedbacks and generating an ideas sharing atmosphere. All of those improvements and changes allow Coca Cola getting open and flexible. Additionally, due to organization focuses more on the opinions and thoughts from lower level of employees, and grants them power to make their own choices under certain level.The communication and awareness in Coca Cola increase from 65% to 76% (Di anne, 2008). Openness and flexibility contribute significantly to the vision of driving long-term sustainable growth by accelerating innovation and employee’s engagement and satisfaction. The other two traits, consistency and mission, are not only indicators of integration, direction and vision, but also are better predictors of profitability (Denision and Mishra, 1995). The culture of Coca Cola is guided by its enduring mission, which is to be the largest beverage company in the world since it was founded in 1886.This clear objective directs both employers and employees to create values and make differences for organization. Besides, the vision of Coca Cola, which is people, portfolio, profit, partners, planet, profit and productivity, declares that the employees need to achieve sustainable growth and great profits. Overall, the culture in Coca Cola Company properly reflects four traits, and fosters the effectiveness in the whole organization. What is more, both before and a fter the change, the company has been emphasized the aggressiveness on sales for a long time.It is easy to arouse some immoral competitions between the companies and the employees. But after the implementation of the â€Å"manifesto for change† policy (Gordon, 2008), which is aimed to improve environment responsibilities, self-discipline at corporate level and social responsibilities. Therefore, the ethic of the organization has been improved significantly, which makes the Coca Cola Company a better and more stable workplace. However, there are two shortcomings in the current culture. First, the Coca Cola Company has hesitated to reinvest and take risks.In 2005, the Coca Cola Company introduced 2 new products, the Coke Zero and the Diet Coke. Luckily, the Diet Coke took the Pepsi cola’s place and became the No. 2 soda in the US. Unfortunately, the company only improved its product based on its original products. Although Coca Cola has raised the new missions of carryin g out health and fitness, due to its resistance to change and one step slower than Pepsi, it has merely no effect. This is exactly the liability of strong culture—resistance to change. Considering the long run sustainable growth, the company should encourage innovation and all employees’ participation.At first, reduce barriers of information flows within the organization. Managers must make sure that people can access resources whenever they need. Secondly, reward employees for practical ideas. Management should not only provide premium to creativity ideas, but try to find out and stratify employees’ internal needs. Thirdly, participation can always help to overcome resistance to innovation. When employees actually involve into the organization, they would realize some flaws of existing products. And this will stimulate them to get fascinating thoughts and ideas.Lastly, it is necessary to get supports and encouragements from managers. Moreover, company can intro duce new members to speed up the change because new blood can always bring fresh visions into organization. Second, currently, the Coca Cola Company is outcome orientation and aggressive on sales. In order to match with its new culture, the company should better move towards the strong establishment of basic values and assumption. Therefore, the company can turn to other direction and explode a new dimension of culture for a better fit.First of all, pay more attention to the customers and employees by fulfilling the healthy ideas and assumptions penetrated to them level by level and gradually, they can harbor those views to establish a norm which is to chase a healthy lifestyle. Secondly, since the brand has already been highly recognizable, what the company needs to do next is to animate the brand. By taking actions of inventing some rituals and create more stories, it can also set up some employee orientations to share the work experiences and internalize the organization basic as sumptions.Moreover, the company needs to bring in more new members in order to better change the aggressive culture to a friendlier one. In conclusion, it is always difficult for companies to change their business culture, especially for Coca Cola, a large and stable organization with a hundred years of history. In order to keep growing and thriving, Coca Cola should try to look ahead and make internal changes to adapt to the outer environment. In fact, whether introducing new cultures or changing the current culture, managers should first let these values or beliefs infiltrate the organizational members’ minds.Only when these values and beliefs are commonly accepted by the organizational members, can they form a new culture. However, people’s values are hard to change. By increasing communication with employees, rewarding desirable behaviors, encouraging participation and offering necessary support, Coca Cola’s managers can avoid unnecessary losses. Moreover, p roper structure design can benefit large multinational corporations like Coca Cola by allocating resources and assigning personnel more efficiently and effectively.Decentralization of the organization’s structure offers more flexibility to Coca Cola’s local subsidiaries in different regions and can also reduce conflicts between departments. A hybrid structure requires Coca Cola to develop more understanding of customers’ needs, which is the most important force to push the organization forward. Overall, the analysis mentioned above illustrates that a strong business culture should always remain responsive to change, and a well-designed corporate structure is important for the organizational effectiveness. Reference Bogomolny, L. (2004). â€Å"Thirst for change. Canadian Business, Vol. 77 Culhane, D. (2008, February). Blog logs a culture change: Coca-Cola's short-term Blog Blast takes the pulse of employees on key company values. Communication world. Retrieved f rom http://www. entrepreneur. com/tradejournals/article/173021690. html Denison, R. D. , ; Mishra, K. A. (1995). Toward a Theory of Organizational Culture Effectiveness. DOI: 10. 1287/orsc. 6. 2. 204 Fox, A. (2007, November). Refreshing a beverage company’s culture. HR Magazine, Vol. 52, No. 11. Retrieved from http://www. shrm. org/Publications/hrmagazine/PastIssues/2007/Pages/200711. spx Foust, D. (2006, August 7). Queen of pop. BusinessWeek, Retrieved from http://www. businessweek. com/magazine/content/06_32/b3996401. htm Gordon, D. (2010). Manifesto For Change. Retrieved from http://www. scribd. com/doc/24111308/Manifesto-for-Change Macarthur, K. (2004, May 10). Hiring of Isdell is classic Coca-Cola. Advertising Age. 75, 3-68. Martin, A. (May 27, 2007). Coke Struggles to Keep Up With Nimble Rivals. Retrieved from http://www. nytimes. com/2007/05/27/business/yourmoney/27coke. html? pagewanted=1;sq;st=nyt;scp=87 Martin, B. Wilcox, S. ; Harris, R. 2000). Committee on Manageme nt and Productivity. Transportation Research Board, NW: Washington, DC. McKay, B. , ; Terhune, C. (2004). Bottled up — behind Coke's CEO travails: A long struggle over strategy; although profits are strong, rivals are gaining cachet; all-star board calls shots; search for a red bull fighter. Wall Street Journal (Eastern Edition), A1. Radic. D. (2004). An Enterprise Odyssey. International Conference Proceedings. p. I. 27. Solar site index. (2007). Retrieved from http://www. solarnavigator. net/sponsorship/coca_cola_chairman_neville_isdell. tm The Coca Cola Company. (2011). Retrieved from http://www. 123HelpMe. com/view. asp? id=148943. The Coca Cola Company. (2010). Retrieved from: http://www. thecoca-colacompany. com/careers/unique_culture. html http://www. thecoca-colacompany. com/ourcompany/mission_vision_values. html The Coca Cola Company. (2010). Forward Looking Statements. Retrieved from http://www. thecoca-colacompany. com/investors/pdfs/10-K_2010/03_Coca-Cola_Item1. pd f Appendix Chart 1 Quarterly Stock Price Chart (2001-2010) Retrieved from http://www. thecoca-colacompany. com/