Beowulf free essay sample

An analysis of the epic poem, Beowulf and the way it compares to the great Greek epic, The Iliad. (more)

Free Essays on Kierkegaard Vs. Nietzsche

Existentialism is based on the idea of individual existence, subjectivity, and the individual's freedom of/and choice. The task of existential thought is to locate or create meaning given the ambiguity of human existence. Existential themes are not limited to a particular time period. We often still explore them in connection with philosophy of race, questions concerning war, violence and justice, societal values and our education system. These themes can be linked to all aspects of human race. Orderly reasoning and acting systematically is avoided at all costs in Existentialism thought. Both Kierkegaard and Nietzsche are noted most for their random ways of exploring and expressing their ideas. They both used many different literary styles to express their thoughts. Kierkegaard, who was a Danish philosopher disagreed with the thoughts of traditional ancient Greek philosophers such as Socrates and Plato. He disagreed with the thought of the highest ethical goods as being universal as many other philosophers do. He viewed an individualistic approach to the ultimate good. Kierkegaard said individuals have their own specific destiny. Each individual has his or her own freedom to choose their will to God. He believes institutions transform individuals into anonymous, herds of mindless conformists. He warns that we must be ready for the repercussions from our own decisions. We have to be ready for the consequences at hand. There is both risk and responsibility attached to our use of freedom of choice. Even when matters seem miniscule and unimportant, what a person chooses is always ultimately important. The way one goes about making a decision is just as important as what one ultimately decides. He has been widely associated with his phrase a â€Å"leap of faith.† He regards religious faith as not irrational or mystical but he feels it is suprarational. The suprarational focuses on factors not involving reason alone. T... Free Essays on Kierkegaard Vs. Nietzsche Free Essays on Kierkegaard Vs. Nietzsche Existentialism is based on the idea of individual existence, subjectivity, and the individual's freedom of/and choice. The task of existential thought is to locate or create meaning given the ambiguity of human existence. Existential themes are not limited to a particular time period. We often still explore them in connection with philosophy of race, questions concerning war, violence and justice, societal values and our education system. These themes can be linked to all aspects of human race. Orderly reasoning and acting systematically is avoided at all costs in Existentialism thought. Both Kierkegaard and Nietzsche are noted most for their random ways of exploring and expressing their ideas. They both used many different literary styles to express their thoughts. Kierkegaard, who was a Danish philosopher disagreed with the thoughts of traditional ancient Greek philosophers such as Socrates and Plato. He disagreed with the thought of the highest ethical goods as being universal as many other philosophers do. He viewed an individualistic approach to the ultimate good. Kierkegaard said individuals have their own specific destiny. Each individual has his or her own freedom to choose their will to God. He believes institutions transform individuals into anonymous, herds of mindless conformists. He warns that we must be ready for the repercussions from our own decisions. We have to be ready for the consequences at hand. There is both risk and responsibility attached to our use of freedom of choice. Even when matters seem miniscule and unimportant, what a person chooses is always ultimately important. The way one goes about making a decision is just as important as what one ultimately decides. He has been widely associated with his phrase a â€Å"leap of faith.† He regards religious faith as not irrational or mystical but he feels it is suprarational. The suprarational focuses on factors not involving reason alone. T...

Accounting ASC Research Paper Example | Topics and Well Written Essays - 750 words

Accounting ASC - Research Paper Example An example of these guidelines are those provided by Accounting Standards Codification (ASC) that has within it two methods to recognize revenue for online retailers. One of these methods is the gross method and the other is the net method. Two online retailers that have been used in the examination of these two methods are Amazon and Overstock. ASC guidelines The ASC guidelines recognize two basic accounting methods in the case where one is recognizing revenues. These are the gross method and the net method. The gross method seeks to recognize the total amount of sales that have been made from which any discounts that occur within the time frame opened for discounts are then recorded. These discounts may be accrued in periods. This is where they have occurred in periods that are greater than two accounting periods and where the likely period of payment is not certain. The net method on the other hand records revenue in terms of the net sales that have been made on the product. In th e case where later on the customer decides not to take advantage of any discounts that have been offered then this is recorded as income. Gross method of accounting is one that considers the discounts that may be taken and majorly relies on how good a client is in honoring their obligations to pay. The net method on the other hand looks at the discounts that the customer has not taken advantage of and also on how ineffective the customer may be in honoring their obligations to pay. Amazon Amazon recognizes revenue on its books based on the satisfaction of four factors. The recognition is also dependent on the source of the revenue; this is as to whether it is from direct sales or commissions earned. The four factors considered are that there should be considerable evidence that there is the intent of conducting business. The next is that the goods have been delivered or the service has been rendered. The selling price also has to be determinable and fixed. Finally that the collectio n of the amount is to a certain extent assured. In cases where the price is not easy to determine and Amazon is the primary source of the goods then the net revenue is charged. Subscription fees are recognized as revenues over the life of the subscription. In cases where gift cards have been purchased, they are recognized as revenues when they are used by the customer or when they expire. Amazon is a company that utilizes the net method of revenue recognition. This is evident from the fact that the company recognizes the total revenue that is estimated to stem from any of the transactions that they make netting any promotional discounts that the products may have. This also nets the rebates that the products may attract and the allowance for any costs that may be involved in returning the goods. The recognition of this revenue is also limited to the point where the risk of loss and the title of any product sold have been transferred to the client. Overstock Overstock on the other ha nd has different revenue recognition procedures. They have a customer loyalty program whose revenue is allocated ratably over the period of ownership of the membership card. The revenue from rewards intended for those who are members are recognized when they take advantage of these rewards, when the rewards expires which is usually ninety days after the expiry of membership and when there is a breakage (when the redemption by the customer of rewards is highly unlikely). There have not been any instances of breakage. The revenues from gift cards are also recognized when they are redeemed or when redemption is highly unlikely from experience. It can be seen

Learning theories Essay Example | Topics and Well Written Essays - 250 words

Learning theories - Essay Example Behaviourism theory as mentioned are mostly two the classical and operant. Operant conditioning is associated with B. F Skinner while classical conditioning is associated with Pavlov. Cognitivism is associated with Chomsky while constructivism is associated with John Dewey among others (Taylor and MacKenney, 2008). The reflection will be based on the behaviourist theory by Ivan Pavlov. This theory examines learning through conditioning of children in the way of pairing the undesired with the desired. This would be very effective especially for a teacher who has a new class and would like them to follow a specific pattern of behaviour in learning. The new learning pattern of behaviour would be used in conjunction with the old behaviour of learning which did not seem to be yielding any positive results in the long run. Since there was the behaviour the students were used to and the results were negative and the new behaviour which the teacher wants them to learn which elicits no response, the two learning behaviours should be paired together over a period of time in order to yield positive results. With time, the new behaviour being used alone will elicit positive results and at this juncture the old and non-productive behaviour will completely be

Summary for two articles Essay Example | Topics and Well Written Essays - 750 words

Summary for two articles - Essay Example The general increase in the temperatures has had significant effects to the environment. The increase in temperatures has had several effects, which the report has outlined and discussed. The rise in sea level has been due to increasing global temperatures, with the level rising at the rate of 1.8 mm/yr since 1968. This is a result of thermal expansion, melting of glacier and ice caps and polar ice sheets, creating a worrying trend to the world. Increased warming has also been the cause of decrease in snow and ice cover in both northern and southern hemispheres. Increased temperatures have also led to increase in precipitation especially in eastern parts of North and South America, northern parts of Europe and northern and central parts of Asia. However, there has been a report of decrease in precipitation in Sahel, Mediterranean, southern Africa, and parts of Asia. Another indicator of changing climatic conditions is the increase in warm days, warm nights, and a decrease in cold day s and cold nights. Intense tropical cyclone activities have also significantly increased in the north Atlantic since the 1970s, although there is no substantial of such increase elsewhere (Metz 22-24). Causes of Climatic Changes Greenhouse gas and aerosols concentration, changes in land cover and solar radiations are responsible for alterations in the energy balance of the climate system. Greenhouse gas emissions have increased significantly in the last few decades and especially from 1970s. Carbon dioxide (CO2) is the most important greenhouse gas emitted by human activities, with the biggest contributor being burning of fossil fuels. Methane (CH4) is another greenhouse gas that which comes from agricultural activities and use of fossil fuels. Both carbon dioxide and methane gases contribute significantly to increase in global temperatures significantly. The last 50 years have witnessed increase global temperatures due to increased greenhouse gas emissions (Metz 198). Impact of Pro jected Climate Change Evidence highly supports mitigation policies on climatic change and related sustainable development practices on greenhouse gases will keep an upward increase over the next few decades. This emission, the IPCC Special Report on Emissions Scenarios, has projected to 90% in the 2000 to 2030 period. The report points out that fossil fuels will contribute the largest amount of the greenhouse gases. If the emission of these gases remain at the current rate or increase even with a minute percentage are likely to cause more damages and higher temperatures than those witnessed in the 20th century. This means that forest cover, snow and ice cover will reduce significantly, while the sea level will keep rising until the point when these trends will change. The acidity of the ocean is likely to increase, posing a threat to the aquatic life, and these changes are likely to affect human life more than they will affect other systems for example reduced agricultural productio n increasing areas affected by hunger. Adaptations and Options of Mitigation A variety of options to curb the increasing climatic change is available, but the only best way to change this is the reduction of the vulnerability of the climatic change. However, a number of barriers, costs, and limitations, that has yet to be evaluated. Societies have been on the front in trying to manage the impact of climate changes. Additional measures to reduce these

Tasks on Strategic Change Management

Tasks on Strategic Change Management Harold (2008) opines that the matrix organization is an attempt to combine the advantages of the pure functional structure and the product organizational structure. This form is identically suited for the companies such as construction companies that are project-driven. In the matrix organizations the structure is different in which the project manager directly reports to the vice president and the general manager. The project manager is responsible for the whole process and decision making in the project and at the end or at any time the manager needs to report then the report goes directly towards the vice president and the general manager. In this model the decision making in the company is very fast and easy by the project manager. In this model each centre becomes the potential profit centre in which the project manger is the in-charge of the project and decision making. Green (2007) states there are some merits and demerits of the matrix organization. The advantages of the matrix organizations are these. The cost of the project is minimised in the matrix organizations and also there are less chances of the conflicts between the employees. There is the ideal balance in the time, cost and performance. There is also the sharing of authority and responsibilities and al last the stress is divided in the team so no one is over stressed and given over burden to do something alone. So the matrix organizations are good in these aspects. There are also some demerits of the matrix organizations like this model is not suitable for all the organizations specially the small organizations. The whole responsibility of the success or failure comes to the manager nor anyone else because of the decision making done by the manager not by others. The team which leads the project takes the whole credit which is against the common appraisals and equality in the organization. TRANSFORMATIONAL LEADERSHIP MODEL: Timothy (2000) opines that transformational leadership style is the ideal style of the leadership which motivates and uplifts the morale of the employees to work with the commitment and eagerness to promote the growth of the organization. If the people or employees are less effective and used to be controlled by someone who does not have the commitment within themselves, in this situation, the leader with the transforming skills can encourage the employees and change the behaviours of the employees to work effectively and become more productive and good for the organization. This model helps to transform other in such a way that the organization gets the advantage from the employees in a maximum quantity. Transformational leadership is ideal but in the bureaucratic organizations which are according to Kehoe (2007) which states that the system is so long in the bureaucratic system that the information is sometimes distorted and employees blame the organization for any mishaps in the company and the unity is damaged all the time. There are some aspects in the transformational and bureaucratic organization which are just the opposite, so the simple answer is this that the transformational is more effective as compared to the bureaucratic in decision making. TASK 1.2: EVALUATE THE RELEVANCE OF MODELS OF STRATEGIC CHANGE TO ORGANIZATIONS IN THE CURRENT ECONOMY: The models for the change which are discussed in the above paragraphs are very effective and important. Leban (2008) opines that the in the matrix organizations the structure is different in which the project manager directly reports to the vice president and the general manager. The project manager is responsible for the whole process and decision making in the project and at the end or at any time the manager needs to report then the report goes directly towards the vice president and the general manager. In this model the decision making in the company is very fast and easy by the project manager. This model is good in terms of decision making because the project manager is the in-charge of the project and he is not asking anyone if the decision is urgent and for the betterment of the organization. In the matrix organizations the credit is all for the team leading the project. This is the demerit of the matrix organizational model. In the transformational leadership model the model says the flexibility in the organization. There are no rigid rules and regulations like the bureaucratic organizations; the environment is very delightful and good because of the good leadership who cares for the employees. Kotter and Cohen (2002) states that the system is so long in the bureaucratic system that the information is sometimes distorted and employees blame the organization for any mishaps in the company and the unity is damaged all the time. There are so many delays are also there in this system so the transformational model is the best and the need on the companies. TASK 1.3: ASSESS THE VALUE OF USING STRATEGIC INTERVENTION TECHNIQUES IN ORGANIZATIONS: SITUATIONAL THEORY AND CONTINGENCY THEORY: According to this theory, leaders everywhere behave in the certain manner and that manner always depends upon the situation of the time in the organization. Senior (2001) states there can be several situations in which there might be possible leadership behaviours but these behaviours depend on the situation of that particular time in the company in which the leader is working in. In this theory, Timothy (2000) states leaders follow the climate in the organization and take decisions according to the situation and the situation can be either internal or external which affects the organization in different ways. This theory is very important in current leadership because in the time of recession, the decisions have to be with the situation and not the decisions which were taken in good time are good in this situation. This is very close to the Contingency Theory which is the alternative of anything that comes against the productivity or the profit, the leadership takes contingency theory and work on this which is the option based theory as stated by James (2008) who opines that leadership must have the answer to every question arises in the growth and development of the organization. Tesco Plc is also the well known and respected organization in which the leadership is going for meeting the targets and the decisions are taken according to the situation and this is the profitable strategy in the organization. PARTICIPATIVE THEORY: The participative theory is very common and significant in the current leadership of the organizations. James (2008) states that the participative leadership and management style are open and flexible manner of management where employees have the prominent decision making role in the organization and the participation of the employees is considered as the asset of the organization. So this is very important factor in decision making of the organizational setup. This style is very much appreciated in progressing and growing organizations. Employees feel responsible and honoured by the leadership which boosts the morale of them in order to complete the tasks of the organization as Avolio (1999) described. This leadership style helps in the organization in decision making and when this style is applied, the team work and dignity of the employees come forth and they become more and more productive. Tesco plc is the organization that promotes the participative leadership theory in all departments and each and every sector of the branches of this giant. EXAMINE THE NEED FOR STRATEGIC CHANGE IN AN ORGANIZAITON: As Klenke (2004) states that change is the demand of the organizations for growth. It is very simple to understand that the organizations do not remain the same in all the conditions and situations and there can be the need to change sometimes the few and often the many dimensions of the organizations. In Tesco PLC it is very important to give more and more satisfaction to our customers regarding some discount on some items but through the help of new advertisements and new aspects of the organization like clubcard and etc. So now this card will help the customers to get the points on each purchase from our stores and after getting the specific points the customers will get the chance to have some sort of bonuses and rewards. For increasing our sales this system we are planning to implement as soon as possible. We had some sort of problems regarding the customers interest towards our sale of the specific items and the customers were moving to another retailer companies which is going against the profitability of the organization. So we as the best one the Europe has launched the Tesco clubcard to demonstrate the valuable step towards the good will of the organization. This is the main reason for the change in our organization named Tesco PLC. Secondly we want the best staff to deal with the customers for that we are planning to recruit new and fresh people to get inside the company according to the Harold (2008), theory y which says that this the people work with commitment and eagerness not just to earn money and kill the time, so we are doing our best to get those people in the company for good results and meet the objectives. TASK 2.2: ASSESS THE FACTORS THAT ARE DRIVING THE NEED FOR STRATEGIC CHANGE IN AN ORGANIZAITON: ECONOMICS: As the global recession is the worst and the whole world is suffering of this financial countdown everywhere. This factor drives the change in the organizations. The true management in terms of finance or economics is very necessary and there should not be any kind of weakness in the organization to deal with these matters. Otherwise, therefore there should be the perfect finance management and dealing with the economy to sustain in the todays economy. NEW MARKETS: Green (2007) opines the new markets and the production strategies are changing and advancing in terms of their struggle to overcome the recession time with great sustainability and profitability around the world. So new markets are the threats to the organizations and only the organizations which overcome and win the market would survive in this crucial time of history. TASK 2.3: ASSESS THE RESOURCE IMPLICATIONS OF THE ORGANIZATION NOT RESPONDING TO STRATEGIC CHANGE: As leadership and management deals with different issues in the companies, some of them are the most important because of their need and necessity in the organizations. Human resource is the vast department that organizes the major issues in the organizations. The first activity of the human resource is the Recruitment and Selection with their costs in the companies. Leban (2008) opines that the in the recruitment the duty of the HRM is in various sectors. Firstly, it publishes or advertises the need of the organization or the companies as the vacancy comes in them. This is also the duty of the HRM to contact with the recruitment agencies for the better selection of the candidates in the companies. After the ads the term comes when the candidates come to the recruitment section and the interviews take place, if somebody passes the interview then it is the chance for that candidate to go further and get the training to join the organization for the post he has applied or for the post the admin believes that the person can perform well according to the capability of the candidate. This is the very important aspect of the companies. if the right people are not coming in the companies then it will be impossible to have more and more innovative ideas in the companies. From the very first stage to the ending stage the HR plays the significant role in bringing the right people in the companies. But by these processes the huge amount of time is wasted and the resources are also misused and the organization goes in the loss. This is one of the implications that do not respond to the change in the organizations. The next category is the Cost for Training Management. James (2008) states the training management is the favourable environment of the organization in which the organization gives the opportunity to enhance the capabilities of the employees. So the training of the employees is the responsibility of the HRM in the companies. In the trainings the employees get the idea and knowledge to perform well in the organizations. Now trainings are very important but the costs that affect the financial structure of the organization is the one of the major problems in the organizations. So this is also the implication of the resource that do not respond to the change in the organization. TASK 3.1: DEVELOP SYSTEMS TO INVOLVE STAKEHOLDERS IN THE PLANNING OF CHANGE: TEAM DEVELOPMENT: Chance (2002) states that the team management system is recognised as the foremost integrated system of work-based, research-proven assessment and feedback instruments worldwide_ supporting individuals, teams and organizations to effect positive and lasting change and achieve higher performance in the workplace. Team management is the system to motivate the team to work hard and achieve the targets in a beautiful way. Team management is the commitment based eagerness to get the works done in the particular time period. The leaders in the team management do their best to motivate all the employees and try their best to improve the effectiveness in the employees and also the productivity of the employees to promote the organization. If the organization wants the employees to improve the skills for future then team development is the main factor that influences the skills of the employees to become more productive and effective for good results. Timothy (2000) opines that transformational leadership style is the ideal style of the leadership which motivates and uplifts the morale of the employees to work with the commitment and eagerness to promote the growth of the organization. If the people or employees are less effective and used to be controlled by someone who does not have the commitment within themselves, in this situation, the leader with the transforming skills can encourage the employees and change the behaviours of the employees to work effectively and become more productive and good for the organization. INFLUENCING SKILLS; Influencing skills are important in the development of the organizations and the leaders in the organization must have the influencing skills, organizations need the skill filled leaders to cope up with all the situations and tackle the problems. James (2008) opines that the influencing skills enable us to increase our credibility and helps to achieve and get more when working with other employees. As credibility is the key skill of the leaders which helps to achieve the goals and manage the task according to the preference of those. Besides this, managing the people is also the credibility of the leaders in this the leader encourages the employees and give them chance to feel good while working in the organizations. There it is also required to promote the collaboration and cooperation between the employees. Managing yourself, the purpose of managing yourself is this that if the leader is trained and skilled and had the good credibility among the employees then the environment will be very nice and the productivity will be increased. Timothy (2000) states there are many positive skills which influences the employees for more effective results. The leader should has the persuading qualities to convince the others for the good future goals and then to change the behaviour of the others so that they would love to work with you for the more productivity. There should be the agreeing targets, everyone in the organization should do good and there should be not any kind of conflict in the organization. The feedback must be given by the leaders to the employees so that they may learn how to accept the new things and become use to with the change. Coaching people is also an influencing skill that helps to tell the employees that there is no problem if there is any weakness but the desire to learn more and more must overcome the problems. If there are different opinions then there should be the quality in the leader to make unity in the employees and there must be the acceptance towards the new and best opinions. TASK 3.2: DEVELOP A CHANGE MANAGEMENT STRATEGY WITH STAKEHOLDERS: TRAININIG AND COACHING: The first learning style James (2008) states that the learning is the prominent and impressive way to develop from the trainings and the coaching. Training and coaching provide the scenario and the environment for the employees and the leaders to learn the desired skills and competencies. The companies that progress do arrange the trainings with the time to develop the skills in the employees. MENTORING: In the coaching, the experts share their excellent experience to the juniors to inspire and encourage the others for the good results in the companies. Klenke (2004) states the mentoring is the effective and suitable method of learning in the organizations and firms. In mentoring, the specialists in the companies impart their knowledge and first hand information to the people who learn in the mentoring classes. Mentoring get the employees filled with the personal and professional skills. TASK 3.3: EVALUATE THE SYSTEMS USED TO INVOLVE THE STAKEHOLDERS IN THE PLANNING OF CHANGE: Kotter and Cohen (2002) opine that the Team Development is a reliable and durable system of change which determines the foremost integrated system of the workplace. Everywhere in the organizations, the teams work is encouraged and appreciated but there should be the spirit of the team in the organizations to get the targets done and met the goals. This is the duty of the leader to train and develop the employees so that they may grow and become effective and perform their duties for the good will of the organizations. Green (2007) states team management system is recognised as the foremost integrated system of work-based, research-proven assessment and feedback instruments worldwide_ supporting individuals, teams and organizations to effect positive and lasting change and achieve higher performance in the workplace. Now the there must be the unity in the team to work hard to do the tasks in the better and flexible way. The leaders must promote and regulate the team development to meet the goals of the organization. Senior (2001) opines that the Influencing Skills enable us to increases our credibility and helps to achieve and get more when working with other employees. As credibility is the key skill of the leaders which helps to achieve the goals and manage the task according to the preference of those. Besides this, managing the people is also the credibility of the leaders in this the leader encourages the employees and give them chance to feel good while working in the organizations. After the credibility, there are the skills which help you to influence others. There should be the agreeing targets, everyone in the organization should do good work and there should be not any kind of conflict in the organization. The feedback must be given by the leaders to the employees so that they may learn how to accept the new things and become use to with the change. Coaching people is also an influencing skill that helps to tell the employees that there is no problem if there is any weakness but the desire to learn more and more must overcome the problems. These skills and team development are necessary for the organizations and the management should work hard on promoting both of these. TASK 3.4: CREATE A STRATEGY FOR MANAGING RESISTANCE TO CHANGE: There can be several strategies to manage the resistance in the organizations during the implementation of the change. First of all this is very important to know what exactly the resistance is. James (2008) opines the resistance can be physical, emotional, official and ethical and even cultural and it just creates hurdles in bringing and practically implementing the change in the organizations. The most effective area that helps the management to deal with the problems relating to the resistance in the change is the training and the education. The first learning style Klenke (2004) states that the learning is the prominent and impressive way to develop from the trainings and the coaching. Training and coaching provide the scenario and the environment for the employees and the leaders to learn the desired skills and competencies. The companies that progress do arrange the trainings with the time to develop the skills in the employees. So this is very important for the organizations that they adapt this method to tackle this problem that comes in the way of implementing the change in the organizations. TASK 4.1: DEVELOP APPROPRIATE MODELS FOR CHANGE: KURT LEWINS CHANGE MANAGEMENT MODEL (UNFREEZE, TRANSITION AND REFREEZE): James (2008) opines that Kurt Lewin gave the change model which has three effective and important stages. The first stage is called the Unfreeze, the second is Transition and then the last one is Refreeze. In the first stage, the author tells about getting ready for the change. This is half of the success in change because if the employees and stakeholders are happy and ready to receive and accept the change then the most of the times it does not take too long to implement the change. This stage makes the people ready and is very important in order to get the desired position. The next stage is Transition which is actually the process and not just the event in the change. The transition is the inner movement of the theme of the change and the true introduction and implementation of the change. The second stage occurs when we make the changes that are needed in the organization to grow in all dimensions. Then the third and the last stage which is Freezing and the meaning of this stage is the establishing stability once the changes are made and done according to the change. In this stage the change are accepted and implemented and the new relationship develops among the leadership and the stakeholders. ACTION RESEARCH (PRIMARY SOURCE) The research can be taken in different ways but some specific terms are used in the research to make it more authentic and reliable. Research itself is power packed formula for the companies to be taken into consideration and the other things are just the secondary. Two techniques are very common in terms of taking the effective research in the organizations. The first one is known as the Primary research technique which is very important in the process of the research. Chance (2002) states that the primary research technique is the one in which the data is taken directly from the customers or the market. The market is surveyed and then it comes to the authorities that something is not there then they try to make the things good and then satisfy the market with good results and products and customer services. Now there are different factors that are involved in this primary research technique. The primary research can be taken by the research in the field with the strong responsibility and honesty because this is very sensitive matter for the organizations, if the companies fail to do the proper research the it can be taken into consideration that the company or more are more sincere with their business and then satisfaction is not the main purpose for that particular organizations. But the real purpose of the organizations to undertake the research in the companies is the more and more satisfaction of the customers and the best to put in the services so that the companies get the maximum results in the return. In the field research, some research takes in the interviews and some on the phones but both of these methods are reliable and authentic. Sometimes there are surveys which are taken online or by the physical appearance. ACTION RESEARCH (SECONDRY SOURCE) The one another research technique is the Secondary Research technique. This is also very reliable but not like the primary. Harold (2008) states that the secondary research method is the one in which the data is not taken directly from the market but the companies take the help from other scholars books and other materials to gather the related information required for the research in the plan for the better results. These kinds of results are very reliable and trusted. But the only thing to be considered is the fact and figures based on the reality. The research must be done transparently and very authentically. In the secondary research few factors are very important. The published texts and books, magazines related with the research are very common in the secondary research technique. Then media is also the very reliable resource of information while making the plan and doing the research in the organizations. From media there are different program in which the information is given but the authenticity depends upon the institute which is giving the data to the viewers. Then the data can be taken from different research institutes that help the organizations to deal information and then make collective efforts to come to the conclusion and do the tasks within the time period and then come to the place where they can make solid rules and regulations for the success of the companies. Now the secondary research methods are very important in the process of the research program for the organizations. PLAN TO IMPLEMENT A MODEL FOR CHANGE: TRANSFORMATIONAL LEADERSHIP MODEL: In the transformational leadership model the model says the flexibility in the organization. There are no rigid rules and regulations like the bureaucratic organizations; the environment is very delightful and good because of the good leadership who cares for the employees. Kehoe (2007) states that the system is so long in the bureaucratic system that the information is sometimes distorted and employees blame the organization for any mishaps in the company and the unity is damaged all the time. There are so many delays are also there in this system so the transformational model is the best and the need on the companies. Tesco PLC is focused on giving quality services to the customers and the proof is the great response from the market in every branch or store or this mighty giant and the third largest food retailer in the world. Transformational model is the need and very important for the constant success in the companies in order to grow in all dimensions. REFERENCES: Chance, P. (2002). Educational Leadership and Organizational Behaviour, 1st Edition. NY. Eye on Education INC. Green, M. (2007). Change Management Masterclass. London. Kogan Page. Harold, D. (2008). Change the Way You Lead. 2nd Edition. Stanford. Stanford Business Books. James, G. (2008). Business Research Leadership. 1st Edition. Virginia. Darden Graduate School of business Administration. Kehoe, D. (2007). Leading and Managing Change. 4th Edition. London. McGraw Hill. Klenke, K. (2004). Women and Leadership. A Contextual Perspective, 1st Edition, NY, Springer Publishing Company Inc Kotter, J. and Cohen, D. S. (2002). The Heart of Change, London. Harvard Business School Press. Leban, B. (2008). Managing Organizational Change. London. John Wiley and Son. Senior, B. (2001). Organizational Change. Oxford. FT Prentice Hall. Timothy, A. (2000). Journal of Applied Psychology. vol. 85. USA. McGraw Hill.

The Colonization of Hawaii and Tourism Essay -- Hawaii Tourism History

The Colonization of Hawaii and Tourism Since 1840 the Hawaiian Islands have been an escape to a tropical paradise for millions of tourists. People all over the world encounter alluring, romanticized pictures of Hawai'i's lush, tropical vegetation, exotic animals, beautiful beaches, crystal clear water, and fantastical women. This is the Hawai'i tourists know. This is the Hawai’i they visit. However, this Hawai'i is a state of mind, a corporate-produced image existing on the surface. More precisely, it is an aftermath of relentless colonization of the islands' native inhabitants by the United States. These native Hawaiians experience a completely different Hawai'i from the paradise tourists enjoy. No one makes this as clear as Haunani-Kay Trask, a native Hawaiian author. In her book, From a Native Daughter: Colonialism and Sovereignty in Hawai'i and through her poetry in Light in the Crevice Never Seen, Trask provides an intimate account of the tourist industry's impact on native Hawaiian culture. She presents a neg ative perspective of the violence, pollution, commercial development, and cultural exploitation produced by the tourist industry. Trask unveils the cruel reality of suffering and struggling through a native Hawaiian discourse. Most of the world is unaware of this. To examine various discourses, it is crucial that the idea of discourse and the way in which discourses operate is clear. A discourse is a language, or more precisely, a way of representation and expression. These "ways of talking, thinking, or representing a particular subject or topic produce meaningful knowledge about the subject" (Hall 205). Therefore, the importance of discourses lies in this "meaningful knowledge," which reflects a group’s ideolo... ...e" (Trask xix). This incident beautifully illustrates and signifies tourism's impact in American society. Like most Americans, this woman uses a discourse that has been shaped by tourist advertisements and souvenirs. The woman's statement implies that Trask resembles what the tourist industry projects, as if this image created Hawaiian culture. As Trask asserts, Hawaiian culture existed long before tourism and has been exploited by tourism in the form of advertisements and items such as postcards. Along with the violence, endangered environment, and poverty, this exploitation is what the tourist industry does not want to show. However, this is the Hawai'i Haunani-Kay Trask lives in everyday. "This is Hawai'i, once the most fragile and precious of sacred places, now transformed by the American behemoth into a dying land. Only a whispering spirit remains" (Trask 19).

Building Creative Organizations Essay

Nowadays, companies are looking for strategies to face the intensely competitive business arena; they are demanding newly developed behavior and competencies from employees. Nowadays, employees should demonstrate teamwork skills, cross-disciplinary communication and innovation. Underneath these skills is the aptitude to put creativity into application in handling and resolving situations and problems of the organization. In order to effectively respond to external and confusing forces, what are needed by the companies are employees who are capable of producing new ideas. (Gundry, L., Kickul J., & Prather C., 2007) Moreover, in order for a company to cutting edge in technology, the employees will need to craft new techniques in the development and production of information, goods and services. Hence, the behaviors and competencies are important to the competitiveness of the organization and to be effective on the process of creative which is how to go beyond tradition and view things differently. (Gundry, L., Kickul J., & Prather C., 2007)When the top management gives value to thinking â€Å"out of the box,† the processes of the organization surfaces that compensate behaviors proven to be creative and such behaviors result to new techniques and methods as well as innovations in the business. As the organizations works to become effectively reactive, they must take into account that creativity not a destination but a journey. Using an ideal comparison, creativity is like pushing water uphill, wherein one must always keep after it. This entails for the senior managers to be steadfast in supporting creativity by means of actions such as rewarding both managers and employees for great ideas, recognizing learning despite of failure, admitting mistakes, and making and asking taboo. In business, in order to keep up with intense competition, the business must always do the unexpected, they should be very creative. Promised-Base Management Managers have all their needs to execute a well-thought strategy into actions, however when halting of initiatives occurs, all the significant work were left undone. Such kind of business fall may go worst especially on the side of swift competitors. The strategy and its execution fail due to dismally common reasons, and that is the disengagement of the employees because they feel that they are not in the priorities of the company, they become unproductive and dissatisfied. One of the most difficult situations that managers encounter are improper strategy execution, disengaged employees, lack of organizational agility which stemmed out from poorly crafted or broken commitments. Such scenario can be overcome, by practicing â€Å"promised-based management† which is basically the coordinating and cultivating of commitments in the most systematic way possible. (Sull & Espinosa, 2007) Problem-based management promises boost in organizational agility, increase collaboration and coordination and increase engagement of employees. In the interaction of businesses, one of the fundamental units is promises. These units bring up activities of the organization and to fuel up the passion of stakeholders, employees, suppliers and customers. At the same time as they keep the organization intact, they are as delicate as they are critical. The divergent worldviews and objectives of individuals pull persistently at the filament of promises, and unforeseen possibilities can rip uncertain agreements. (Sull & Espinosa, 2007) Hence, leaders must manage and merge organizational promises with utmost care, at the same time encouraging conversation in order to ensure the fulfillment of commitments. (Sull & Espinosa, 2007) Given that they can do so, they will be able to boost cooperation and coordination among employees, create new agility to grab new opportunities for the business and knock on the entrepreneurial energies of the employees. Communications Revisited The communication dilemmas, more of than not, cited by people are not problems in communication at all. They are in place of difficulties and symptoms at more fundamental and basic levels of life in the corporate field. Coming from a vibrant point of view, problems associated to communication in organizations usually reflect in the corporate climate as dysfunctions. The feelings people have about where or whom they work such as feelings of distrust, impotence, resentment, social inconsequence, insecurity, and all the other emotions of human does only gives implication to the climate which exist but the behavior in which communications will be handled. (Hall, 2001) Just what concerns a problem of communication is not simply established upon. The issues were approached by some theorist coming from the vantage information point of information details. Some theorists approach the issue from the vantage point of information bits concession a message; others in terms of organizational positions and roles of peripherality or centrality; while others remain to emphasize the corporate data and directional flaws. The outcome is that more people are communicating with regard to communication, while in order to achieve understanding, clarity, creativity and commitment, the communication goals tends to become limited. (Hall, 2001) The major point of the article has been that interpersonal styles are at the focus of several dilemmas in the organization such as emotional climates the quality of relationships, communication breakdowns, as well as managerial practices have been connected to some moderately plain dynamics among people. Management is not easy even if dynamics are simple. Same as the fact that individuals can and do change their interpersonal style and in so doing sets in proposition a complete chain of events with emphasized corporate significance. Structure is not Organization In the pursuit of diagnosing and solving organizational problems, the aspect to take consideration at is not only to the structure of the organization, factors related to it should be highly regarded; a framework where structure is connected with other factors is needed in the quest for resolving organizational problems. In the midst of multiple competing and complex demands, the decision making by the organization may surface to be irrationally handled. Hence, merely using the structure of the organization as a strategy to resolve problems will most likely turn out to be an ineffective medium for organizations to achieve excellent effects. (Waterman, Thomas & Phillips, 1980) The new view of organization, which involves the â€Å"7’s† variables, makes up the framework that proposes to take issues by heart and give attention to the variables when in managing an organization. The â€Å"7’s† variables are strategy, skills, staff, style, systems, structures and superordinate goal, these variables are believed to be directly observed and more likely be gauged. (Waterman, Thomas & Phillips, 1980) All of these variables are important in carrying out major changes in the organization, they are very much vital in attaining the goals of adopting changes. Using only structure as the basis for resolving tricky problems in the organization, or even using it with strategy is still insufficient and most likely inefficient. Failure is rooted from the lack of ability of structure and strategy to show as to why the organizations may be slow and unresponsive in change adoption. Such scenario will need an excellent style of management, binding goals and having shared purpose. (Waterman, Thomas & Phillips, 1980) In conclusion, if company has the seven variables all geared together to one shared direction, such company can be described as organized. What Great Managers Do? There is an underlying difference between managers and great managers as well as between great leaders and great managers. Great managers are those who value and know the distinct and varied abilities and eccentricities of the people working with them, as great managers, they know the secret of effectively integrating them to one synchronized plan of action. (Buckingham, 2005) On the other hand, great leaders digs and utilizes what is laid universal and the uses those as the capital. Basically, their job is to rally their subordinates into the direction of a promising future. This can be successfully achieved by the leaders if they can meddle into age, sex, nationality, personality, and race and by celebrating heroes and using stories. Meanwhile, as for the job of the manager, they shape and hone each talent of an individual to performance. They can be successful if they can determine and delegate the diversities of the employees, challenging each one of them to stand out in their own ways. This does not claim that leaders cannot become managers or either way, but in order to excel at one or both, awareness of the requirements in each role is very significant. (Buckingham, 2005) A tremendously powerful tool is capitalizing on each person’s uniqueness. This can be done by determining and capitalizing on the uniqueness of the person. Doing so will save time and furthermore making each person accountable. It creates a sense of team as it forms interdependency. (Buckingham, 2005) In order to excel in managing other people, it is necessary to have insights in actions and interactions. It should always be kept in mind that release is what about great managing, and not transformation. It is all about continuously fine-tuning the environment in order for the unique contributions, needs and style of each employee to be given the chance to shine. As a manager, the success will entirely depend on the ability of doing these. How Do You Motivate Employees? Having motivated employees is a great factor for an organization to succeed. Motivation drives them to perform and excel and give their 100. However, there will be times that they will be unmotivated and it is the role of the management to keep them ardent as they take part in the pursuit of an organization for success. According to Frederick Herzberg, there are various factors which instill motivation to the employees. Such factors may work as expected or may fail due to employee resistance.(Herzberg, 1968) First are the KITA (â€Å"kick-in-the-ass†) factors, which is also associated with hygiene factors, such are extrinsic to the job. It includes administration, policy of the company, working conditions, security, supervision, salary, and interpersonal relationships. On the other hand, the factors of motivation are job intrinsic, which includes the work itself, recognition for achievement, growth or advancement and responsibility. These factors are all interconnected with job dissatisfaction and job satisfaction. According to studies, the primary source of satisfaction is the motivators while what cause unhappiness in the job are the hygiene factors. (Herzberg, 1968) The factors of motivation are associated to job enrichment, which is characterized as a continuous function of the management. This should be lasting in long period of time and long term effects are also expected. However, all jobs are not necessary to have enriched, nor they can be enriched. The returns of efforts in job enrichment are economic gain and human satisfaction leading to large dividends that society and industry can yield through better personnel management. An argument summed up quickly goes: â€Å"If you have someone on a job, use him, ff you can’t use him, either via automation or by selecting someone with lesser ability. If you can’t use him and you can’t get rid of them you will have a motivation problem.†(Herzberg, 1968) The Science of Persuasion   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In organizations, it is essential to have a thorough understanding of the techniques of persuasion in order to recognize strategies and be able to evaluate offerings and requests. The task of the organization is to maintain persuasion among accountable professionals for the application of the six powerful motivators of persuasion (reciprocation, consistency, social validation, liking, authority, and scarcity) and be able to purchase services and products, support proposals in politics or to give donation given that they were truthful all throughout the process. The Six fundamental tendencies of human behavior sets in producing a positive response as these six tendencies guides to manage the dealings of the business, the involvements in society, knowledge of the rules of persuasion and personal relationships, can truly be considered of as empowerment.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Accordingly, the agents who influence the use of these principles is actually doing a favor for business people. For instance, an ad campaign is focused on scientific evidence favoring the client’s headache product, genuine weight of the authoritative; all people will yield profit including the audience, agency and manufacturer.   (Cialdini, R. 2001)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Given that we recognized a vital distinction in our communication with persuasive arts practitioners, hence we will seldom permit ourselves to fall into trap. In its place, organization  Ã‚   can give themselves better and ideal option and being informed when saying yes. (Cialdini, R. 2001) Furthermore, if we apply our distinction to our pursuit to be of influence to others, then we can logically have it accounted to the six principles. In the efforts to persuade, pointing to genuine expertise and its presence, pertinent commitments, real opportunities for cooperation and growing validation, thus coming out persuasive enough to enhance communication and evoke understanding among diverse parties. Three Cultures of Management The learning problems within an organization can be directly interrelated to the lack of alignment amongst three cultures, two of which are based occupational communities first is, the culture of engineering, followed by the culture of CEOs, and the third is the culture of operators, the three cultures should be shared assumptions that arise in the â€Å"line units† of a particular organization as it tries to operate safely and efficiently. There are three occupational cultures which organization will have to learn effectively and confront the implications. However, executives, operators and engineers found that they have been using different languages and thus arriving at different assumptions concerning what is very significant, but grasping the essence of the three cultures in management, they learn to treat them as normal and valid. Organizations will not learn effectively until they recognize and confront the implications of the three occupational cultures. Until executives, engineers, and operators discover that they use different languages and make different assumptions about what is important, and until they learn to treat the other cultures as valid and normal, organizational learning efforts will continue to fail. (Schein, 1996) The key to organizational learning either in helping engineers and executives learns how to learn, how to analyze and evaluate their own cultures, and how to develop those cultures using their strengths. These communities may learn in different ways, and we will have to develop correct tools for learning for each community. Learning should be well thought-out along the lines of industry through association of learners instead of along individual organizational lines. And business and engineering education itself will have to evaluate as to whether the suppositions of academics are developing at a satisfactory rate in order to with realities in the present. (Schein, 1996) Organizations have long way from having to resolve problems of learning, but concerning the cultures of management and occupational communities will start to compose these problems to find the solutions. References    Buckingham, M. (2005). What Great Managers Do?. Harvard Business Review. Cialdini, R. (2001). The Science of Persuasion. Scientific American.Vol. 284 Issue 2. Gundry, L., Kickul, J. & Prather C.(2007). Building the Creative Organization. Elseveir Science Publishing Company Inc. Hall, J. (2001). Communication Revisited. California Management Review. Herzberg, F. (1968). One more time: How do you motivate employees?. Harvard Business Review. Schein, E. (1996). Three Cultures of Management. Sloan Management Review Fall. Sull, D., Spinosa, C.(2007).Problem-Based Management.Harvard Business Review. Waterman, R., Thomas, P., Phillips, R. (1980). Structure is not Organization. Business Horizons

Francis Cabot Lowell Invented the Power Loom

Francis Cabot Lowell Invented the Power Loom Thanks to the invention of the power loom, Great Britain dominated the global textile industry at the turn of the 19th century. Hampered by inferior looming machinery, mills in the United States struggled to compete until a Boston merchant with a penchant for industrial espionage named Francis Cabot Lowell came along.   Origins of the Power Loom Looms, which are used to weave fabric, have been around for thousands of years. But until the 18th century, they were manually operated, which made the production of cloth a slow process. That changed in 1784 when the English inventor Edmund Cartwright designed the first mechanical loom. His first version was impractical to operate on a commercial basis, but within five years Cartwright had improved his design and was weaving fabric in Doncaster, England. Cartwrights mill was a commercial failure, and he was forced to relinquish his equipment as part of filing for bankruptcy in 1793. Britains textile industry, however, was booming, and other inventors continued to refine Cartwrights invention. In 1842,  James Bullough and William Kenworthy  had introduced a fully automated loom, a design that would become the industry standard for the next century. America vs. Britain As the Industrial Revolution boomed in Great Britain, that nations leaders passed a number of laws designed to protect their dominance. It was illegal to sell power looms or the plans for building them to foreigners, and mill workers were forbidden to emigrate. This prohibition didnt just protect the British textile industry, it also made it nearly impossible for American textile manufacturers, who were still using manual looms, to compete. Enter Francis Cabot Lowell  (1775 to 1817), a Boston-based merchant who specialized in the international trade of textiles and other goods. Lowell had seen firsthand how international conflict jeopardized the American economy with its dependence on foreign goods. The only way to neutralize this threat, Lowell reasoned, was for America to develop a domestic textile industry of its own that was capable of mass production. During a visit to Great Britain in 1811, Francis Cabot Lowell spied on the new British textile industry. Using his contacts, he visited a number of mills in England, sometimes in disguise. Unable to buy drawings or a model of a power loom, he committed the power loom design to memory. Upon his return to Boston, he recruited master mechanic Paul Moody to help him recreate what he had seen. Backed by a group of investors called Boston Associates, Lowell and Moody opened their first functional power mill in  Waltham, Mass., in 1814. Congress imposed a series of  duty tariffs  on imported cotton in 1816, 1824, and 1828, making American textiles more competitive still. The Lowell Mill Girls Lowells power mill wasnt his only contribution to American industry. He also set a new standard for working conditions by hiring young women to run the machinery, something nearly unheard of in that era. In exchange for signing a one-year contract, Lowell paid the women relatively well by contemporary standards, provided housing, and offered educational and training opportunities. When the mill cut wages and increased hours in 1834, the  Lowell Mill Girls, as his employees were known, formed the  Factory Girls Association  to agitate for better compensation. Although their efforts at organizing met with mixed success, they earned the attention of author  Charles Dickens, who visited the mill in 1842.   Dickens praised what he saw, noting that: The rooms in which they worked were as well ordered as themselves. In the windows of some, there were green plants, which were trained to shade the glass; in all, there was as much fresh air, cleanliness, and comfort as the nature of the occupation would possibly admit of.   Lowells Legacy Francis Cabot Lowell died in 1817 at the age of 42, but his work did not die with him. Capitalized at $400,000, the Waltham mill dwarfed its competition. So great were the profits at Waltham that the Boston Associates soon established additional mills in Massachusetts, first at East Chelmsford (later renamed in Lowells honor), and then Chicopee, Manchester, and Lawrence. By 1850, Boston Associates controlled one-fifth of Americas textile production and had expanded into other industries, including railroads, finance, and insurance. As their fortunes grew, the Boston Associates turned to philanthropy, establishing hospitals and schools, and to politics, playing a prominent role in the Whig Party in Massachusetts. The company would continue to operate until 1930 when it collapsed during the Great Depression. Sources Green, Amy. Francis Cabot Lowell and the Boston Manufacturing Company. CharlesRiverMuseum.org. Accessed 8 March 2018.Yaeger, Robert. Francis Cabot Lowell: Brief Life of an American Entrepreneur: 1775-1817. Harvard Magazine. September-October 2010.Lowell Mill Girls and the Factory System, 1840. GilderLehman.org. Accessed 8 March 2018.

Free Essays on A King And His Queen

So the Lord God caused the man to fall into a deep sleep; and while he was sleeping, he took one of the man's ribs and closed up the place with flesh. Then the Lord God made a woman from the rib he had taken out of the man, and he brought her to the man (Genesis 2:21-23). The bond between a man and a woman represents something special, even dating back to the book of Genesis. The statues of King Menkaure and Queen Khamerernebty radiate the strength and unity of this bond that is shared between a man and woman, husband and wife, and in this case, the king and queen. This statue seems to tell a very interesting story of devotion and affection the queen has for her king. He stands proudly before his audience ready to defend and protect her and his people in their life, as well as their after lives. The way that king Menkaure is standing with such presence shows that he was very confident in who he was. His fist and his hands are in the position of a strong warrior. The Queen is right beside him and very proud to be in the position of his lifelong partner and companion. The way Queen Khamerernebty is holding on to him portrays a lasting image. In some way she believes that it is humanly possible to pull from his strength and somehow become one with his power and spirit. The strong connection in their unity is a trait that even men and women today yearn and hope for. It seems as though the materials that they are carved from depict strength, stability, and durability. We know this from the fact that they have lasted from century to century with limited corrosion or heavy damage. Side by side the two of them stand, ready to take on whatever the world or the Dynasty for that matter has to throw at them. Together they stand tall, knowing that without the other, they are ultimately nothing. Fearing deep down that one day they will suffer a great loss, if by some chance one of their lives is terminated and the King and Queen’s physical union ... Free Essays on A King And His Queen Free Essays on A King And His Queen So the Lord God caused the man to fall into a deep sleep; and while he was sleeping, he took one of the man's ribs and closed up the place with flesh. Then the Lord God made a woman from the rib he had taken out of the man, and he brought her to the man (Genesis 2:21-23). The bond between a man and a woman represents something special, even dating back to the book of Genesis. The statues of King Menkaure and Queen Khamerernebty radiate the strength and unity of this bond that is shared between a man and woman, husband and wife, and in this case, the king and queen. This statue seems to tell a very interesting story of devotion and affection the queen has for her king. He stands proudly before his audience ready to defend and protect her and his people in their life, as well as their after lives. The way that king Menkaure is standing with such presence shows that he was very confident in who he was. His fist and his hands are in the position of a strong warrior. The Queen is right beside him and very proud to be in the position of his lifelong partner and companion. The way Queen Khamerernebty is holding on to him portrays a lasting image. In some way she believes that it is humanly possible to pull from his strength and somehow become one with his power and spirit. The strong connection in their unity is a trait that even men and women today yearn and hope for. It seems as though the materials that they are carved from depict strength, stability, and durability. We know this from the fact that they have lasted from century to century with limited corrosion or heavy damage. Side by side the two of them stand, ready to take on whatever the world or the Dynasty for that matter has to throw at them. Together they stand tall, knowing that without the other, they are ultimately nothing. Fearing deep down that one day they will suffer a great loss, if by some chance one of their lives is terminated and the King and Queen’s physical union ...

Market Segmentation & Product Brand strategy Essay

Market Segmentation & Product Brand strategy - Essay Example he delivery of orders (planes) and financing problems have reduced the profits for both the above suppliers (Tuggle 2009); however, the intervention of IATA in the reduction of supply chain costs in the US airline industry helped the industry to save about $17 billion in supply chain costs – helping the industry to face the effects of the global crisis (Clark 2011); b) power of customers; customers in the airline industry can choose among the industry’s firms, even if the availability of choices has been reduced due to the increase of M&A (see Graph 1 below); c) industry’s competition; competition in the US airline industry has been limited because of the expansion of mergers and acquisitions; the specific problem is clear in Graph 1 below; in 2010, the number of firms in the US airline industry has been reduced, allowing the existing firms to set easier their rules regarding the industry’s prices and priorities. On the other hand, from 2007 onwards, the industry’s profits have been negatively influenced because of the global crisis; in 2009, the specific industry reported a loss of $4 billion (Bozzo 2010); in 2010, the industry’s profits helped the airlines to cover the relevant loss – even partially; d) substitute products; substitute products are a common phenomenon in the airline industry. Customers who cannot afford to pay the high prices of well known airlines, can choose among low-fare airlines – even with lower quality of services (Zacks Equity Research 2011), e) new entrants; the operational costs of firms in the airline industry can be high; new entrants are difficult to threaten the industry’s existing firms. However, the increase of the power of existing competitors – through mergers – could be considered as a major threat for the industry’s firms. The view that supplier power is somewhat weak reflects the current status of competition in the airline industry. Indeed, Airbus and Boeing are the key suppliers in the particular

Causes of the Mexican-American War Essay Example | Topics and Well Written Essays - 1500 words

Causes of the Mexican-American War - Essay Example From this paper it is clear that the present Texas – a land that was said to be similar to Germany in terms of size – was formerly a part of the Mexican Republic, until its residents, then known as Texicans or Texans, revolted against the Mexican government. Settlers from different parts of the United States were said to have populated Texas during the 1820’s up to the 1830’s, when the Mexican government encouraged them to reside in the northern part of Mexico which was then unpopulated. And in 1821, the first Anglo-American colony led by Stephen Fuller Austin was established in Texas. However, the settlers were not contented with the way the city government of Mexico was running the province. The Texans were furious with the plan of Mexico to bring the country under the control of a single authority. It further aggravated their anger when a government proclamation concerning the abolition of slavery was implemented.This study outlines that  the Texans w ere a kindred people whose natural place was under the American flag. For a third reason, they feared that Great Britain might intervene in Texas and try to establish a protectorate. And finally, pocket motives were at work. Northerners wished to sell farm products and manufactured goods in Texas; shipping owners saw that their vessels could make profitable voyages to Galveston; Yankee mill owners wished to have cheap Texas cotton spin. Many Southerners wanted to migrate and yet were unwilling to leave the American flag.