The United States Economy And The Economy - 1484 Words

Every country has an economy that shows the give and go of wealth and resources between producers and consumers. Some economies are better than others; here in the United States we have been stuck in a recession, meaning our economy is declining. Even though the United States economy has been in a recession for the past 8 years, its still, if not the best compared to other countries. The United States has a mixed economy made of individual producers and consumers, this economy allows the consumers choose what goods are produced, the prices and services. The United States economy is mixed due to the fact that even though it has properties of a market economy, the economy is controlled by the government. In the United States there are both†¦show more content†¦Some of these factors are, if there is competition in the same category, the amount of goods produced, the demand for the products and more. The United States government doesn’t fully control the economy but it do es have and important impact. The government besides private businesses provides services and goods, some of these being the programs that help families in need, the military, road/highways, and some means of transportation. The government helps encourage manufacturing of goods and with some goods even discourages production, whether the good isn’t selling, lack of resources, or even for safety concerns. The United States intervenes in the economy to limit certain activities and to set rules for production. Some guidelines/rules effect safety of consumers and workers, the environment, and the conditions that workers work in. If the government didn’t intervene in the economy, there would still be child labor in the United States, no limits on hours worked, the amount of pollution being emitted into the environment, etc. Monopolies would still be buying out small businesses; the top percent would own everything. The government’s role is to make sure that the econo my is efficient, and to make sure everyone has the right to be able to make a profit and wealth is somewhat distributed. Ever since the recession, the United States government has lost funding for some services. Many factors contribute to the changes in funding, one of the reasons

Globalization and Human Resources - 2045 Words

Nestle’ Company Leona Parks For Dr. Larry Byrd BUS325-001 February 1, 2013 Nestle’ Company The Enterprise This paper will discuss Nestle’ concerning globalization and its HRM strategies. With instant coffee, baby food, and bottle water in the mix, Nestle’ crunches more than just chocolate. The world’s #1 food company in terms of sales, Nestle’ is also the world leader in coffee (Nescafe’). It also makes coffee for the home-brewing system; Nespresso. Nestle’ is one of the world’s top bottle water makers (Nestle’ Waters), one of the biggest frozen pizza makers (DiGiorno), and a big player in the pet food business (Friskies, Purina). Its most well-known global food brands include Buitoni, Dreyer’s, Maggi,†¦show more content†¦In addition, some products in the United Kingdom may not be present or available in India. The third impact of cultures is challenges in terms of language barrier and culture shock can be encountered. Language barrier and culture shock can be regarded as serious problems in terms of cross-cu ltural communication, as both problems would lead to other serious complications in the organization, such as having no improvements in terms of team development and organizational interaction. In this regard, teamwork is being threatened, thus, affecting the tendency for the members of the organization to bond and coexist peacefully. The fourth impact of culture is the increased incidence of discrimination, inequality, and racial maltreatment. One possible issue related to this is the unequal payment between men and women. As we all know, equal pay has been mandated by law as early as 1963. Women have to save twice as men and this hurts the working family. Labor markets impact the company in the following ways: The first impact of labor markets is to make sure the company is not complicit in human rights abuse. The second impact of labor markets is to make sure each of their companies respect and follow the local laws and regulations concerning human right practices. The third impa ct of labor markets is to be against all forms of exploitation of children. Nestle’ had to set standards to preventShow MoreRelatedGlobalization and Human Resource Management Essay1360 Words   |  6 Pagesever. Globalization is now a key factor when creating a business strategy for most companies whether they are small family own businesses or huge corporations. Globalization however does not just involve selling a product in other countries. There are legal and cultural concerns that must be addressed. The legal aspects are fairly simple because in most places the laws are spelled out. Its the local customs, and regional way of doing things that can be tricky. 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Globalization’s Side Effects Free Essays

Globalization’s Side Effects May. 14. 2009 Discussing globalization’s side effects might not be appropriate without determining first what globalization is. We will write a custom essay sample on Globalization’s Side Effects or any similar topic only for you Order Now Although everyone has his or her own definition and uses the term globalization in his or her own way, globalization can be defined generally as a condition in which cross-border movements of money, goods, thoughts, and even people have become much more available on a large scale. Despite globalization having provided people throughout the world with many benefits, it has caused negative impacts on their countries’ economies as well as serious concerns about their nationalities and identities, which globalization gradually erases. The primary adverse effect of globalization is that it destabilizes the foundation of the developing countries’ economies. After cross-border movements of money and goods had become much faster and easier, many cheap and well-made products have invaded the markets of emerging countries. As a result, many local products almost have disappeared because they simply can not rival the cheap prices and high qualities of foreign products. In Paracho, Mexico, for instance, things are getting worse. A Mexican traditional guitar maker complains that his village has lost its famous craft of building guitars because of the invasion of the cheap and well-made guitars from China (Campbell, 2004). Paracho is not only losing its famous craft, but also losing the smarter and more intelligent workers who are leaving it to seek better job opportunities in the Unite State of America. In fact, hundreds and hundreds of villages and cities, especially in developing countries, are losing their main industries in addition to their traditional crafts and therefore their people emigrate to avoid being jobless. The second adverse effect of globalization is that it is gradually erasing the differences between cultures. Needless to say, a culture is a set of values and assumptions that group of people hold, and what makes the differences between one nation and another is the variety of the differences between these values and these assumptions. People’s thoughts all over the world about what is stylish and fashionable are starting to converge. Today, everyone seems to have the same desire which is buying what the advertisements want them to buy. The more you buy, the more happiness you get (Rifkin, 2003). For some intellectuals, globalization is making people’s desire cheap. It replaces people’s high and noble thoughts such as building their countries and contributing to human development with the culture of consumerism instead. Although many people all over the world acknowledge that globalization has provided them with many benefits, they have a strong feeling that globalization is slowly but surely obliterating their culture and traditional way of living. (The Pew Global Attitude Project). In conclusion, there is no doubt about the benefits that people all over the world gain from globalization. However, it causes developing countries serious problems. People in those countries are not only losing their jobs, but also their identities. They have become consumers of goods that are made in other countries. Globalization indeed is a huge challenge that many societies face: some of them have successfully known how to cope with it, yet many of them, unfortunately, have not, and therefore they have become globalization’s victims How to cite Globalization’s Side Effects, Papers

SG Cowen new recruits case study and solution

Question: Discuss about the case study of SG Cowen New Recruits Company. Answer: Intoduction: Key decision points used by SG Cowen in making hiring decisions are: Informational interviews On-campus round Super Saturday Informational interviews-SG Cowen Company used this kind of decision to evaluate the candidates and look at their enthusiasm and seriousness. However, this decision was only used in order for them to get a rough perception about the candidate and not as one of the main final assessment criteria. This decision is neither very effective and nor fair because it is meant to favor the company only by offering them information about the candidate and no information about the company to the candidate. This argument is supported by the study made by Kramarin the year 2003 which also states that there should be open information sharing between an employer and the potential employee before they get involved in business. On the contrary, SG Cowen Company ensured that its candidates have a chance to learn more about the firm and also the recruitment industry of interest before they were interviewed. This therefore puts SG Cowen firm in a better position because it is able to share its informatio n with the candidates, especially the information relating to its objectives and goals and that of the area to be interviewed on. In addition to that, Rae the Human Resource Director of the company decided to assign a team of captains to schools where SG Cowen was involved with recruitment. This was done to ensure that all the interested candidates are in contact with the firm and to make sure that they were ready when need be. Rae also tried his level best to match each captain with his/her former school aiming for them to be alumni. By doing this, the potential SG Cowens candidates were able to have somebody who would guide them and be a role model or even a mentor for them. Therefore, this method of hiring decision is good and effective for SG Cowen Company because of their continued efforts to ensure that they have the right kind of candidates for their recruitment just as Minten, 2010 stated in his research. On-campus round-This decision is meant only for the candidates who came from the campuses where SG Cowen had Core interviewing businesses with. There were three interviews conducted whereby the successful candidates from the first interview would proceed to the Super Saturday final hiring meeting. In these interviews, the interviewers were encouraged to make short notes or comment about the comments and the evaluation sheets that are provided to the candidates. SG Cowen uses this information in choosing the best candidates who will be proceeding to Super Saturday hiring meeting. This also the stage where the Rae, the Human Resource Manager encourages his fellow interviewers to ask and analyze the candidates probability of changing his or her culture. They do this by asking the candidates whether they are ready to change their current home location and work somewhere else or change their lifestyle all together. Generally, this hiring decision is good for recruitment because it not only allows SG Cowen Company to evaluate the qualifications, interpersonal skills and communication skills of the candidates but also gives them a chance to meet the candidates face to face, evaluate their fitness and evaluate their ability to change culture. Super Saturday-According to the company, this is usually the last step in the recruitment process. It is attended by the candidates who have passed the on-campus step successfully. This stage starts with a Friday evening dinner followed by six half-hour interviews and finally a lunch meeting where final hiring is done. This is the stage where the last decision on who is the best, worthy and qualified candidate for the job. This kind of hiring decision is very effective because of the interviews which are involving and thorough (Murray, 2005). In conclusion, the companys hiring decisions points and hiring process are good and effective for their work because they seem to be detailed and focusing on the companys objectives (Bach and Edwards, 2013). The hiring process may be long and tiresome but it is worth all the effort because at the end of it all, they seem to get the perfect candidate for the hiring (Badawy, 2008). Evaluation of Some Criteria Used By Firms When Making Hiring Decisions. Different firms use different methods when hiring employees. Some of these methods are: conducting interviews- Some firms interview their candidates with an aim of getting first-hand information directly from them (Guest, 1997). Most of the times, they are able to get the exact character and general view of the employee in terms of their communication ways. Asking for referees- Employee references-Generally, for every employer to make the right decisions on hiring a candidate, they have to counter check a potential employees past or previous work information (Naidu and Chand, 2014). However, this information is not reliable because it may be false or incorrect. Also the employer has to make contact with the stated referees to ensure that the information is correct. This process of contacting needs a lot of patience and time in order for one to get any feedback which may not even be give or even when give it may be discouraging (Call for papers: Managing Human Resources in the Leisure Industry, 2009). Doing what the candidates do-If employers want to get in touch with the candidates they desire, they not only have to do what they do but also go where they always go. This will enable one be able to socialize with them, know them in details and even know about their hidden talents, skills and knowledge. Use of database information-This includes especially past online information that the candidate may have posted but did not have a chance to secure the desired job at that time. Therefore the current employers hope to find that information still useful to them so some firms look it up to see if the candidates qualify for their jobs. E.g. linked in website where candidates post their CVs and other information in hope of getting an employer. Training of the candidates-Some firms chose to train a large number of candidates and at the end of the training examine them and choose the successful candidates. This means that they will be qualified in that field even though they will not be hired by the trainers. SG Cowen firm uses two criteria when making hiring decisions which are: Use of interviews- The firms hiring decisions involve so many interviews which range from, informational interviews to on-campus interviews where two other sub interviews are conducted and lastly it is the super Saturday interview. In addition to that, there are short notes made during the interviews for reference as well as evaluation sheets which are meant for interviewers to make their comments about the candidate. However these written notes may not be solely or fully considered in the hiring process or as an evidence during the discussions because it may be biased and therefore may lead to unfairness in the candidate choosing (Bonias, 2009). According to the case study, conducting interviews is the main method used by SG Cowen to hire its candidates. This kind of method is useful because it helps the interviewer get a direct reply on certain questions e.g. whether a candidate is ready to change their culture or location to work somewhere else. Disadvantages of interviews It relies mainly on the personal assessment of the interviewer and the kind of the notes and comments that they make. This therefore makes them less useful and unimportant to the practical activity of interviewing. An interviewers perception of a candidate affect the usefulness of the interview and therefore not making it a reliable method for hiring. It is a costly method of recruiting because it requires enough interviewers which means that the organization will incur personnel costs. It limits the number of candidates to that of the interviewers. This does not seem fair because at most times, the candidates are more than the interviewers by far. Advantages of Interviews There is more in-depth collection of data and analysis The candidate is able to give more explanations to their responses Interviews are less costly It is able to capture the verbal and non-verbal ques from the candidate Offers the interviewer control of the candidate in order for them to be focused. Body language, emotions and facial expression can be captured easily. Employee references-From the case study, SG Cowen uses this criteria to hire its candidates in the last hiring meeting during Super Saturday event. Nevertheless, this criteria is cheap because the employer just incurs the cost of calling only or sending an email. In addition to that they require very little commitment from the employer therefore they save time. Two Candidates That I Would Choose Natalya Godlewska From the given information, Natalya has an average GPA grade but when compared to others, it is the best. She also has a degree in finance from an Eastern European university and has some experience in teaching finance because she did some finance teaching program at Cornell Business School. Natalya attended her informational interview and emerged one of the top candidates from Cornell to proceed for Super Saturday interviews. Natalya is knowledgeable in analytical skills, has high understanding of financial markets, determined, ambitious and hardworking and also received a lot of positive comments from referees. This made her Super Saturday interviews to go very well and positively. Despite having all these good qualities, Natalya had some weaknesses. E.g. her English was not perfect and this would one time or the other put away employers or even cause difficulties when working with other employees. On the contrary, an interviewer brought up the idea that Natalyas imperfect English may be an issues when working or conversing with her colleagues but definitely not with the customers because most of them claim that SG Cowens employees were fast speakers. Nevertheless, she was one of the best candidates to choose from among the other three. Andy Sanchez From the case study, Andy had already obtained a degree in Economics from the University of California and was studying MBA at the University of Southern California. In addition to that, he was a successful entrepreneur who dealt with students and teaching therefore had some experience in teaching. Andy was said to be very enthusiastic and personable which are very great characters. Furthermore, Andy seemed to be very committed to SG Cowen and really wanted to be associated with it. This was evidenced by the fact that he made a lot of effort for him to do his informational interview and sacrificed so much even to have talks with other associates. He made frequent follow ups on his interviews by sending emails to SG Cowen and talking to any other person who was involved with the recruitment. Andy had the highest and very competitive GMAT and SAT scores accompanied also by great entrepreneurial capabilities which he certainly acquired from his business. To add to that, Andy seemed very mature, focused, enthusiastic, updated and future oriented. However, Andys GPA score was the lowest reading 2.8. The results showed that Andy had scored so many C grade in many other different subjects and this raised some concerns from the interviewers. Nevertheless, some of the interviewers argued that the low grades did not matter very much and so they would consider Andy. This was because as stated by Rae, commitment was the main character that SG Cowen should consider and this is what was going to save Andy from elimination. Negative Hiring Experience in an Organization. A candidate lacks some information-This is according to Rothwell and Kazanas, 2003 studies and research. E.g. the case of Martin Street where he did not have any grade results mentioned and so there was no way for SG Cowen to evaluate his technical skills and capabilities. According to the information given about other candidates, it was a requirement for a candidate to mention his or her educational grades and scores. Therefore, even with the fact that Martin had all other requirements and skills and had qualified in all other grounds, it would be hard for SG Cowen to come up with a fair way of evaluating and interviewing him. Organization not treating all candidates equally (Danley et al, 1996)-SG Cowen went to Wharton towards the end of the interview period which meant that they had to interview Martin being the last Candidate. In addition to that, one of the interviewers said that people either want to work for SG Cowen or they work for other firms. This statement sounded like a threat not only to those who wanted SG Cowen but also those who wanted to work for other different firms. The statement also sounded rude and careless considering the fact that it was made by a banker o interviewer from the same firm that was going to conduct interviews in the school, SG Cowen. No freedom over details on the candidates information-Martin had informed SG Cowen earlier that he was undertaking many different finance courses but when they came for the recruitment he warned them not to ask him about his finance grades because it was not allowed by the recruiting rules of Wharton. The school rules acted as a limitation for Martin and therefore it must have been difficult for SG Cowen to find other methods to consider in interviewing Martin and find out whether he was qualifying for their recruitment. Difficulties in interview scheduling-Martin had difficulties when it came to scheduling a Super Saturday interview even after passing those other interviews that were required for a candidate to proceed to Super Saturday interview. This was because he made himself busy with recruitment in other firms and had no enough time to be committed to SG Cowen. Even though Martin had mentioned that he liked smaller firm and specifically liked SG Cowens line of specialization, SG Cowen focused their attention on candidates who were ready to be committed to it fully with no divided attention and only them. An organizations fear of hiring the candidate (Gatta et al, 2005)-SG Cowen feared that Martin would play them with other firms that he was currently working for incase they hired him. This was because of the fact that he seems to like small firms and enjoys working with them all. Furthermore, this fact brings out some concern to SG Cowen interviewers of getting betrayed by him and the probability of Martin being disloyal to the firm. This was therefore a clear indication to SG Cowen firm that he was not really ready to work with them and to be fully committed to them and therefore the probability of them hiring Martin became very low or none at all. References Bach, S. and Edwards, M. (2013).Managing human resources. Chichester, West Sussex: Wiley. Badawy, M. (2008). Managing Human Resources.IEEE Engineering Management Review, 36(1), pp.117-117. Bonias, D. (2009). Managing Human Resources 10e20091Susan E. Jackson, Randall S. Schuler and Steve Werner. Managing Human Resources 10e. Mason, OH: South Western Cengage Learning 2006.Management Research News, 32(7), pp.701-703. Call for papers: Managing Human Resources in the Leisure Industry. (2009).Managing Leisure, 14(1), pp.85-85. Kramar, R. (2003). Managing Human Diversity.Asia Pacific Journal of Human Resources, 41(1), pp.4-5. Minten, S. (2010). Managing human resources in the leisure industry.Managing Leisure, 15(1-2), pp.1-3. Murray, P. (2005). Critical issues in managing age diversity in Australia.Asia Pacific Journal of Human Resources, 43(2), pp.210-224. Naidu, S. and Chand, A. (2014). Cultural ideologies of managing human resources versus western ideologies of managing human resources in Samoa.IJBG, 13(1), p.58. Rothwell, W. and Kazanas, H. (2003).Planning and managing human resources. Amherst, Mass.: HRD Press. Delaney, J. T., Huselid, M. A. (1996). The impact of human resource management practices on perceptions of organizational performance.Academy of Management journal,39(4), 949-969. Guest, D. E. (1997). Human resource management and performance: a review and research agenda.International journal of human resource management,8(3), 263-276. Datta, D. K., Guthrie, J. P., Wright, P. M. (2005). Human resource management and labor productivity: does industry matter?.Academy of management Journal,48(1), 135-145.

Adolph Coors in the Brewing industry

The period between the years 1975 and 1985 saw Coors enjoy a very successful business. Coors had weathered the storm that affected other competitors in the beer industry. The cost of raw materials in this period accounted for half the revenue of the beer companies, input costs had skyrocketed, and there was a decline in prices. Coors irrespective of these issues made huge profits, and began drastically expanding.Advertising We will write a custom essay sample on Adolph Coors in the Brewing industry specifically for you for only $16.05 $11/page Learn More It was only in 1975 that Coors recorded its first drop in sales. The sales volume dropped by four percent. The company had never experienced drops in sales for two decades, although the company was running a large advertising company at that time. After the decrease in sales, the company sold less than twelve million barrels of beer. This exerted pressure on its profits that eventually affected the marke t valuation. During this period, the company saw stagnant demand for its products. This limited its expansion because the company had to keep the production of its beer at seven million barrels yearly. Before this period, the company was going to launch projects according to which the production would average twenty million barrels annually. This problem is interconnected with another one, namely, capacity conditions. The capacity conditions for Coors are based on small sizes. This period saw its capacity use fall to an average of eighty-four percent down from an impressive average of ninety-two percent. This was way below the industry’s utilization capacity. The company was operating below the industry performance, an exact opposite of the company’s performance in the decade that proceeded. The fall in utilization capacity was also affected by competition. Coors initially enjoyed being physically close to the market. Whereas its competitors’ location was in Wis consin and others were in Texas, its residence in Colorado was advantageous. Coors, therefore, filled the deficit created by the lack of the capacity by its rivals. This changed during this period when the competitors increased their capacity barrels, which led to the elimination of the advantage, as such, Coors’ capacity fell. Another cause that led to the competitive deterioration of the company was the challenge brought by its poor operating practices. The company was facing frequent strikes by its workers and was involved in numerous legal suits initiated by federation unions. The accusations ranged from forced loyalty, unjustified dismissals and discrimination based on race and sex among others. Suits from FTC and attempts to micromanage the wholesalers did more damage. FTC accused Coors of dictating the prices of their products to wholesalers, which reduced the scope of business since the criteria were strict and unacceptable to many.Advertising Looking for essay o n business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Finally, Coors had a very poor marketing strategy. They relied on the beer preferences, which was unreliable when it came to increasing the volume of sales. Going forward, Coors must initiate a lot of changes to regain its lost status in the market. First, it must overhaul its operating practices. Employees must be treated equally irrespective of their sex, race, or religious background. It should allow workers to form unions. The management and union officials can handle a crisis in a better way than the crowd. The company has to improve its marketing strategy and accommodate the modern methods; it has to reevaluate its policy that appears to be too strict for the modern market. This essay on Adolph Coors in the Brewing industry was written and submitted by user Quinten Colon to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Harold and the Purple Crayon Lesson Plan

'Harold and the Purple Crayon Lesson Plan Grade: Approximately Fourth Grade Subject: Language Arts Lesson Title: Harold and the Purple Crayon Lesson Plan Materials and Resources Needed: Harold and the Purple Crayon by Crockett JohnsonPurple crayonLarge sheets of paper Reading Strategies Used: Sketch-to-StretchVisualizingRetelling Overview and Purpose: Students will use the reading strategy Sketch-to-Stretch to develop concepts, summarize information heard and retell the story through drawing.The purpose of this activity is to gain listening comprehension skills. Educational Standards: Students will read, write, listen and speak for literary response and expression.Students will read, write, listen and speak for critical analysis and evaluation. Objectives and Goals: Present personal responses to literature that make reference to characters, plot, and theme.Create a story using elements in literature.To motivate children to ask them if they like to draw.Then ask, when you listen to a story how many of you close your eyes and picture what is happening? Then have them close their eyes and try and picture a horse next to a barn. Once they open their eyes ask them what they saw, what color was the horse? What color was the barn?Go around the room and show the children how each person imagined something different.Tell the children that they will be using their imagination when you read a story to them.Introduce the book, Harold and Purple Crayon by, Crockett Johnson.Tell the students that will have to listen carefully to the story that is going to be read because they will be drawing what they hear.Tell the students they will be using their ears to listen and their hands to draw what the character Harold is drawing in the story.Ask the students what t ypes of things do they think they will be drawing? Ask students, do you think everyone will have the same drawing as everyone else? Why? Why not?Arrange for students to find a spot on the floor where they will have a lot of room to draw.Ask students where they should start drawing on their paper once the book begins. What part of the paper, where you draw next when you come to the end of the paper, etc.Retell the name of the book and begin reading.Stop a few times at the beginning of the book and ask what they are drawing. ( He put a frightened dragon under the tree to guard the apples. Ask the students, what are you going to draw now?) Do this so they understand what they should be doing.To end the lesson, have the students place their drawings at their desks and then have them walk around the room to view everyones pictures.Share and compare their drawings.Have students come up and retell the story through their drawing.Ask questions to compare such as, What did Brady draw in this picture that Hudson left out?Have the students obse rve how each child has their own perception of what happened in the story. Assess quality texts using accuracy, objectivity, and understanding of the book. Independent Activity: For homework have each student draw a picture of their favorite part of the story using only their memory. Verification and Assessment:You can verify your objectives by looking at the drawings from class and their homework assignment.Students also: Compared drawings with one anotherOrally shared their opinion when retelling the story through the drawingDrew a picture of what they thought happened in the book by using elements in the story

MORTGAGE Statistics Project Example | Topics and Well Written Essays - 500 words

MORTGAGE - Statistics Project Example Investment may be altered for the life of the advance or variable, and change at certain predefined periods; the premium rate can additionally, obviously, be higher or more level. All the more thus, Mortgage advances for the most part have a greatest term, that is, the amount of years after which an amortizing credit will be reimbursed. Some contract credits may have no amortization, or oblige full reimbursement of any remaining offset at a certain date, or even negative amortization (Katz, 2013). Reflecting on the capacity of the company, it needs to raise $ 1,000,000 through selling a portfolio of mortgages currently held by the company. However, the company is under tight budget indicating that the mortgage sold should expect to bring back the interest of between 4%- 6%. Going by the computational above, it is clearly recommended that if the company requires achieving high interest by selling its mortgage, then it should consider placing a bid of an original loan amounting to $ 224,000 loan. From the computational figures in regards to prevailed 7th package, the company is going to release its mortgage at a rate of 5.3 %. This package totals to 1,230.01 payment rate with an addition of 254 on the remaining amount. This however indicates that after a year, the company will receive a total of $ 6,035 as an interest rate. The recommendation therefore justifies the results to be taken into account. In addition, amortization period is the length of time it will take you to pay off your entire mortgage. The company therefore is required to choose a shorter amortization period as it disposes its mortgage, by offering least a 20% down payment since the longer the amortization, the lower your monthly mortgage payments, but the more it will pay in interest ov er the life of the

Elisabeth Louise Vige Le Brun Research Paper Example | Topics and Well Written Essays - 1000 words

Elisabeth Louise Vige Le Brun - Research Paper Example A wealthy heir Louise Marie Adelaide de Bourbon later patronized Elisabeth Louise Vigee Le Brun. During this period, she received advices from Joseph Verne, Jean-Baptist Greuze, Gabriel Francois, and other masters of time (May 3). She also taught herself to paint through copying established paintings of peter Paul Rubens. Elisabeth Louise Vigee Le Brun adopted a technique of painting layers of brilliant color on panels of wood to achieve polished, animated, and immensely attractive portraits of aristocracy and European royalty. She mastered a neo-classical art, an unemotional and severe and form of art harkening back to the grandeur of Rome and Ancient Greece. Its rigidity was a reaction to the emotional charged Baroque style and the over bred Rococo style. Her style is generally considered Rococo and shows interest in neoclassical painting subject. In her early, teenage Louise Elisabeth was painting professional portraits. She applied to the Academia de Saint Luc, after her studio w as seized for operating it without a license. The academie immensely exhibited her work in their salon. Elisabeth Louise Vigee Le Brun was made a member of the academie in 25 October 1783. She got married on 7 August 1775 to Jean-Baptist-Pierre who was an art dealer and a painter (Dunn 4). Elisabeth Louise Vigee Le Brun painted portraits of many of nobilities of the day as her career blossomed. She was invited to paint Marie Antoinette at the palace of Versailles. The queen was so much impressed that Elisabeth Louise Vigee Le Brun painted her portrait together with her family for more than thirty times within a period of six years. She was viewed as the official portraitist of Marie Antoinette hence immense friendship grew between them (Bietoletti 76). Louise Le Brun had an unerring instinct of costume, a flair for innovative poses, and the ability to capture a likeness with relative ease. Elisabeth Louise Vigee Le Brun gave birth to a doughter Jeanne Julie Louise on 12 February 178 0 whom she called â€Å"Julie†. In 1781, she toured Netherlands and Flanders together with her husband. The works of the Flemish masters inspired her to try new techniques of painting. With the new techniques, she painted portraits of the nobility including the one f the prince of Nassau (Fredrickson and Webb 51). Elisabeth Louise Vigee Le Brun was accepted in France’s Academie Royale de Peinture ET de Sculpture as a member on 31 May 1783. She painted numerous portraits with allegorical history painting that she considered her peace bringing back the prosperity. The academy refused to place her work in the academic category of a type -either history or portraiture. She was denied admission in to the academy because her husband was an art dealer. Eventually, she was admitted into the academy through Louis xvi order after a considerable pressure by his wife Marie Antoinette in favor of her portraitist (Bietoletti 77). Elisabeth Louise Vigee Le Brun caused a public minor scandal with her own portrait in which she was seen smiling open-mouthed in contravention of conventions going back to antiquity. In 1789, she was succedent to Marie Antoinette as a court painter by Alexander Kucharsky. During the French Revolution, the royal family was arrested. Elisabeth Louise Vigee Le Brun fled France with her daughter Julie. For some years, she lived and worked in Austria, Russia, and Italy where her experience of dealing an aristocratic clientele was

Information technology revolution impact on the third world countries Essay

Information technology revolution impact on the third world countries - Essay Example Besides, one of the signs of the extent of attention and alertness dedicated to information and communication technology globally is its immense contribution to the global GDP, which augmented from 5.5% in the past years to 6.75% contemporarily. Moreover, the size of this sector in the contemporary or present world tallies to 2.5 trillion dollars globally. Furthermore, the implication of ICT on the level of productivity and the GDP is overtly consummate, and a single illustration of this factual statement is the yearly growth rate of prime monetary systems such as the U.S.A., which notably augmented from approximately 1.4% for up to 1995 to the eventual or present 2.3% up to the year 2000. Notably, this augmentation attributes to the augmented productivity in diverse sectors of the community, with close regard to the ICT contribution of 75%. Moreover, in the Australian monetary system, ICT has augmented productivity in virtually all economic sections by approximately 30%. A further positive implication of ICT on the global perspective is that its industries are effectually aiding in the complete diversification of capital sources and structuring of new immensely paying job opportunities for the people (Chandra 144). Moreover, this reduces the current unemployment rate and notably augments income of a common inhabitant. Saudi Arabia is a conferrable nation in whose case ICT has immensely contributed more than 15% of the GDP. Additionally, another feature of ICT on the global perspective is that its penetration into diverse fields and dispensations with a general purpose of enabling or activating technology. This happens via ICT providing a ready platform for virtually all sectors of the economy. In this case, it has contributed immensely to numerous sectors of the economy in Saudi Arabia. Moreover, this comes as an addition

Induction Process Of Food Manufacturing Company Management Essay

Induction Process Of Food Manufacturing Company Management Essay This Research proposal focuses on the induction process of food manufacturing company that require changes in existing induction programme to improve the work quality, company performance, ethics and new academic  staff and the role of their head of department  . The research also focuses on the view of the staffs on the existing arrangements of induction. So the appropriate research chosen is survey based. Respondents reflected on personal  experiences and their narratives from existing employees would give a fine-grained  account of the same event. This proposal would observe the factors which affect staff motivation and job satisfaction and also explores previous theories of motivation. Open minded structured questionnaires were formed in the proposal to understand how to improve the quality of induction programme. Results may emphasise the importance of the management style of the manger particularly when it comes to factors such as lack of appreciation, poor communication and training. To complete this proposal I have make assumptions from the articles that related to my questions. This proposal provides clear information about the importance of induction to get better performance from the staffs in the particular food manufacturing company. Contextualisation The orientation programme should be forced to bring up to date with respect to a noticeable modification in various internal and external environment of the organisation. There are a few significant changes in the organisation, recently expanded 2 new units in addition with the existing one and also planning to put new changes as per the current trends in the market. The change in companys structure is one of the reasons to reassess the present induction method. The organisation plans to employ more staffs to work in recently developed, 2 new units such as technology based unit and recycling unit while the other functions of the firms remains same. To get expected results the induction program should be adapted to modern ways. It is expected to bring new employee training programmes includes general information about technology, recycling process, the new job descriptions, company culture, and company history. Literature review This research brings out important basic processes and approaches for the firms induction procedures with a guide for official induction course. Employee induction and socializations programs are a key aspect of ensure employees are successful in accomplishing their goals. The HR department or other persons who is supervise over new employees should run through the most important points with each individual or, when larger numbers are being taken on, with groups of people. The new requirements of professional, other individuals, agreed upon that some of the old fashion methods of management are clearly not adequate in modern world The orientation program would benefit the new employees to settle down into the organisation very quickly and become more inventive and competent members of staff within a short period of time. Induction would help the employees to restructure the workload and it will boost the competence of the work  and would be time saving.  Similarly the employees would have fewer liabilities on them after the training programme and they would be able to accomplish their objectives in time. The work rate and competence of the employees will be increased (Human Resource Solutions, Online). All organisations are legally liable for health and safety of their workforce. A high standard health and safety induction for all employees including newcomers will help to meet organisations responsibility. Organisation must inform their employees preferably on the first day about fire and safety procedures and what to do if the fire alarm goes up. If there are particular hazards, in the factory or on the building site, organisation must ensure that new workers are made aware of them and what precautions need to be taken (Anon, Online). This study has explained the conceptual area of new employee orientation programs. Researchers say that the employee orientation programs are distinguished from socialization, psychological contracts, induction, and pragmatic job previews (Wanous Reichers, 2000). Three somewhat diverse areas of academic research are used to develop a framework for the design and study of new employee orientation programs: (a) stress theory/coping methods, (b) attitude theory/change methods, (c) realistic job previews theory/methods (Wanous Reichers, 2000). The new study on newcomer orientation program should be helped by a clear definition of the conceptual domain, borrow liberally from related areas of inquiry, be conducted in field settings, and use experimental designs (Wanous Reichers, 2000). It is a legal requirement for organisations to provide their employees  a printed declaration of terms and conditions of work excluding for those employees who will be working for less than one month. During the induction process organisation should give information of issues such as hours of work that includes breaks, procedures of holidays and sick, grievance and disciplinary formalities (Business Link, Online). Proposed Methodology The study is mainly based on both Primary research methods and empirical research methods; the term empiricism is used in a number of different ways, but two stand out. First, it is used to denote a general approach to the study of reality that suggests that only knowledge gained through experience and the senses is acceptable. In other words, this position means that ideas must be subjected to the rigours of testing before they can be considered knowledge. The second meaning of the term is related to this and refers to a belief that the accumulation of facts is a legitimate goal in its own right. It is the second meaning that is sometimes referred to as naÃÆ' ¯ve empiricism. (Bryman A and Bell E, p-9 2003) The primary research has been planned to conduct through structured interview from the basis of the secondary research literature review analysis on data available from the records in organisation. An important phase in the collection of data is the selection of units to which the data relate.(Bryman, 1989). Data will be collected through interviews and questioners. All employees including top level and bottom line and HRM will be selected to this process. Structured Questionnaires will be provided to the related subject matter. Secondary sources of informations relating to induction process will be collected through online, like government published details and surveys will be looked. Details of the current changes in HRM and induction process will be taken from latest news paper articles and journals published. The primary data will be collected through interviews with all the employees in the organisation and passing on the questionnaires to them. The questionnaire is prepared with help of Business research methods by Bryman A and Bell E, (pp-155-174, 2003) one of the most significant considerations for many researchers is whether to ask a question in an open or closed format. With an open question respondents are asked a question and can reply however they wish. With a closed question they are presented with a set of fixed alternatives from which they have to choose an appropriate answer (Bryman A and Bell E, pp-156, 2003) Pilot Method Some of the sample questionnaires are given below Objectives of Orientation Rating For the organisation Organisations induction process gives an understanding about the history of the company and its products Strongly disagree Disagree unsure Strongly agree Agree Part of induction contains communicating and accumulating guidance on policies and procedures such as health safety, holidays, sick, performance, sales etc Strongly disagree Disagree unsure Strongly agree Agree It involves set up work goals: department and company objectives Strongly disagree Disagree unsure Strongly agree Agree For the job Let the beginners to meet up colleagues with whom they will be working together Strongly disagree Disagree unsure Strongly agree Agree Induction provides appropriate guidance to facilitate the post holder to perform their duties Strongly disagree Disagree unsure Strongly agree Agree Induction allows the post holder to realize their job details and how they suit within the frame work of the company Strongly disagree Disagree unsure Strongly agree Agree Source: Scribd, A questionnaire on new employee induction The motives behind above mentioned questions are because these questionnaires should help to find out the views of the employees about their job and company as well. It will also help to find out what changes has to be implement in the induction process of newcomers and existing employees To shape the plan of the research to be carried out, most important is to heap up some qualitative data on the company, the human resource department and the functions of it. This initial data collection can make able to collect information on the existing recruitment and training on various departments. It brings out a clear cut idea about the employees and the functions. As a part of research it is very essential to get in touch with the HRM to discuss about the research. To collect the secondary datas a meeting should be arranged with the top level managers and interview them and collect details about the employees. It is necessary to meet up the employees individually as much as I can and conduct a one to one discussion with them. Its the difficult part of the research because this may take a long and the employees should be at work or may be their break. The questionnaire is prepared and circulated among the employees randomly. Final part of the research is to distribute the questionnaires among the employees with the help of HRM and the line mangers and ask the employees to record their opinion that asked in the questionnaire and no need to mention their identity. Time Table Prepare proposal by 22 January Complete literature review by 25 January Complete fieldwork by 18 Feb Complete analysis by 21 Feb Complete final Proposal by 26 Feb Discussion of Limitations and improvements: The structured interview is the most accessible process for this research but the important thing is it has to be reached to a very large group. To get through a large group it is very vital to follow survey questionnaire, which has no possibility of getting senior employees valuable suggestions. This structured interview can be better to be printed and distributed to the large numbers. It is very hard to sample the qualitative data. Managing these feedback and analysing, will be a gigantic and tricky task. It will be a mass data as per the number of interview increases. But a questioner survey can cut down this effort By being in the organization for only 2-3 hours a week for 5 6 weeks, there are some hurdles to overcome such as it would be very difficult to meet various department employees they are working in different shifts. Being a visitor may also have some limits as well. The time to fill the questionnaires and sending back to me by employer and managers might take some time. Another possible limitation would be time consuming for the interviewers to administrator. Interviewers are likely to talk for longer than is usually the case with a comparable closed question and the organisation contains around 500 employees to meet all employees within six week is not possible because they are all work in different shifts some employees may be in their holidays. The possible improvement would be a wider literature review is needed. More and more articles and journals related to the topic should be found out for the research and always kept updated.

Pragmatism, Perfectionism, and Feminism :: Feminist Feminism Pragmatism Essays

Pragmatism, Perfectionism, and Feminism ABSTRACT: I consider the revision of pragmatism by three leading neopragmatists: Richard Rorty, Richard Bernstein, and Cornel West. I argue that their vision of pragmatism lacks a teleology, though a teleology is suggested by Bernstein's description of a pragmatic ethos. I appeal to Stanley Cavell's notion of 'moral perfectionism' to suggest a kind of teleology that is available to pragmatism. Finally, I find the weakness of pragmatism done without teleology well exemplified in the exchange between Rorty and Nancy Frazer at Rorty's 1990 Tanner Lecture. Rorty's paper, "Pragmatism and Feminism," was meant to offer feminists some pragmatic strategies for improving their position. Frazer's strong response finds Rorty's suggestions only marginally helpful. I interpret her criticism of Rorty's suggestions to be that they lack something like a teleology. To me, this suggests that pragmatism can learn from feminism. Pragmatism is revolutionary both in the sense of being a philosophy that is critical, destabilizing, and progressive, as well as in the sense of being a philosophy that, in the turning philosophical tides, has come back. Pragmatism was eclipsed in the first half of the twentieth century by analytic philosophy, in its various forms, but in the last decade or so pragmatism has returned in full force, and with an explicitly philosophical agenda. In this paper I will examine this new wave of philosophical pragmatism, sometimes referred to as neopragmatism, as it appears in the works of three of its leading proponents, Richard Rorty, Cornel West, and Richard Bernstein; and specifically, how it compares to, contrasts with, and contributes to feminism, as illustrated in the exchange between Rorty and Nancy Fraser that occurred as part of Rorty's 1990 Tanner Lecture. A difficulty that arises in talking about pragmatism, new or old, is that pragmatism comes in so many forms. For Rorty, the most influential of the neopragmatists, pragmatism is primarily anti-philosophical. He defines its role in terms of negations: it is anti-representational, anti-universalist, and anti-foundational. One of Rorty's descriptions of what pragmatists do is, "pragmatists keep trying to find ways of making antiphilosophical points in nonphilosophical language." (1) For Cornel West, pragmatism represents a kind of return to philosophy, a return, that is, from a false to a genuine philosophy. It is a return to a philosophy that, at last, addresses the loci of our real needs. In his impressive, The American Evasion of Philosophy: A Genealogy of Pragmatism, West describes the return to pragmatism as follows: