Writing Assignment # 1 Essay Example | Topics and Well Written Essays - 1000 words

Composing Assignment # 1 - Essay Example One of the components that decrease diabetes type 2 is physical movement; in any case, the analysts had likewise mentioned objective facts that espresso utilization further diminished the frequencies of high blood glucose levels. This was the significant purpose behind this investigation. The specialists defined a speculation to give a conditional clarification of what they had watched. The scientist conjectured that normal utilization of espresso brings down the danger of creating diabetes type 2 conditions. This came in the brain of the analyst in the wake of seeing that there were not many or no instances of this condition among those individuals who devour espresso consistently. The investigations were important to refute right or the researcher’s speculation. The theory that the specialist made was testable and furthermore tended to a particular point. The following logical strategy that was utilized in this investigation was trying the speculation that the analyst defined before. The scientist masterminded an analysis to test the theory. In the investigation, dark canned espresso was utilized in the wake of being weakened with water. Groupings of different parts of espresso were resolved for instance caffeine was 290 mg/l, chlorogenic corrosive was 190 mg/l, and trigonelline was 230 mg/l. The creatures that were utilized in this analysis were male KK-An every a month old. All creatures were kept up in the equivalent controlled states of temperature and stickiness to guarantee that diverse natural conditions don't influence the consequences of the test. The creatures were left to get to water and standard research center food three days before the trial. The piece of the nourishments that the mice got to in the lab was proteins, non-nitrogenous food sources, unrefined debris, rough fiber, vitality, and adequate minerals and nutrien ts to guarantee that the soundness of the mice was looked after (Yamauchi, 2010). To test the speculation two trials were performed. In the primary analysis, mice were isolated into two classes. The principal gathering

Free Essays on Containment Of Communism

1. Discuss the arrangement of control of socialism. 1. The Containment Policy would adjust to approaches. One methodology was military; the other was monetary. In 1947, U.S. Secretary of State George C. Marshall proposed a program to channel American financial guide to Europe. Confronted with a quick development in the size of Communist gatherings particularly in France and Italy, the U.S. proposed a program of direct monetary guide. The Marshall Plan In June 1947, Secretary of State George C. Marshall proposed to give money related guide to European nations. He approached Europeans to all in all concur on what sort of help they required. Indeed, even the Soviet Union was welcome to partake in the arranging. The Soviet designation suddenly quit the highest point in Paris to talk about the Marshall offer. At the point when two Soviet satellitesCzechoslovakia and Polandindicated that they needed to participate in the Marshall Plan, the Soviet Union said no. The Soviet refusal to take part made it simpler to make sure about Congressional section for the arrangement. At the point when the Czechoslovakian government was toppled in a Communist overthrow, Congressional entry was guaranteed. The Marshall Plan submitted in excess of 10 percent of the government financial plan and right around 3 percent of the United States' gross national item to remaking Western Europe. Throughout the following 40 months Congress approved $12.5 billion in help to reestablish Western Europe's financial wellbeing and stop the spread of Communism. Marshall's arrangement really cost the United States practically nothing, since it was to a great extent paid for by European acquisition of American coal, horticultural yields, and hardware. 2. Explain McCarthyism regarding its victories and disappointments. 2. During the late 1940 s and mid 1950 s, the subject of Communism had started to create as a regular discussion for all Americans thinking about the finish of World War II, and the start of the Cold War. In 1952, A man name Joseph McCarthy had been chosen for Senator for the territory of Wi... Free Essays on Containment Of Communism Free Essays on Containment Of Communism 1. Discuss the arrangement of regulation of socialism. 1. The Containment Policy would adjust to approaches. One methodology was military; the other was monetary. In 1947, U.S. Secretary of State George C. Marshall proposed a program to channel American financial guide to Europe. Confronted with a fast development in the size of Communist gatherings particularly in France and Italy, the U.S. proposed a program of direct financial guide. The Marshall Plan In June 1947, Secretary of State George C. Marshall proposed to give money related guide to European nations. He approached Europeans to aggregately concede to what sort of help they required. Indeed, even the Soviet Union was welcome to take an interest in the arranging. The Soviet assignment suddenly quit the highest point in Paris to talk about the Marshall offer. At the point when two Soviet satellitesCzechoslovakia and Polandindicated that they needed to partake in the Marshall Plan, the Soviet Union said no. The Soviet refusal to take an interest made it simpler to make sure about Congressional section for the arrangement. At the point when the Czechoslovakian government was toppled in a Communist upset, Congressional entry was guaranteed. The Marshall Plan submitted in excess of 10 percent of the government spending plan and just about 3 percent of the United States' gross national item to modifying Western Europe. Throughout the following 40 months Congress approved $12.5 billion in help to reestablish Western Europe's monetary wellbeing and end the spread of Communism. Marshall's arrangement really cost the United States practically nothing, since it was to a great extent paid for by European acquisition of American coal, horticultural yields, and apparatus. 2. Explain McCarthyism regarding its triumphs and disappointments. 2. During the late 1940 s and mid 1950 s, the subject of Communism had started to create as a regular discussion for all Americans thinking about the finish of World War II, and the start of the Cold War. In 1952, A man name Joseph McCarthy had been chosen for Senator for the province of Wi...

College Composition Essay Topics That Will Make You A Successful Academic Writer

College Composition Essay Topics That Will Make You A Successful Academic WriterCollege composition essays are very different from traditional college assignments. This is because it is more of a reflection of the writer's thoughts on the topic rather than any sort of comprehensive analysis. The best essay topics have to deal with certain aspects that are already considered by most students, but don't mention the same thing word for word.Different people have different interests, and these vary greatly depending on specific colleges and universities. For example, some of them want students to learn about public health education, while others may want you to consider the effects of the current global economy. The subjects themselves are many, but don't deal with all of them.Audience can also be a factor in deciding on a topic. If you want your essay to be recognized by an academic journal, then you need to write something that is controversial in nature. On the other hand, if you want your writing to be published in a high school yearbook, then you should try to keep it as light-hearted as possible, so that it doesn't become too serious.If you want to write an essay that is not only interesting but also intellectually stimulating, then you should look at the types of ideas that are popular in the literary world. Some of the literary writing genres include fiction, poetry, essays, and creative nonfiction. These are the more literary types of topics, which are not hard to write about. It is all about using language and expressing oneself in a way that is interesting and meaningful.An important thing to remember when writing is that a college composition is not just for learning. It is also a part of academic and cultural life. Therefore, you need to pay attention to how you word your writings. Because they are written by a person who is fully aware of the subject matter, you can use creative vocabulary, metaphors, and pop culture references that will be meaningful to the overall topic.This is important since one of the strongest points of the essay is its ability to focus on a single idea or point. If you do not carefully formulate your thoughts, it is likely that you will forget everything that you wrote. This would mean that your college composition essay will not be completed and therefore you will have to start all over again.College composition essay topics are often based on books and novels that have been written about the topic. Sometimes you will find that there are several books on the topic, and you need to go back and edit your writing from this point of view. You also need to consider the significance of the topic that you are writing about and the current political and cultural climate.College essay topics are not hard to come up with if you know what to write about. You simply need to determine a topic and then brainstorm for some ideas. Once you have those ideas, you can get started writing.

Interpretive Journey Humble Yourselves - 1050 Words

Interpretive Journey Paper 1 Peter 5:6-7 â€Å"Humble yourselves, therefore, under God’s mighty hand, that he may lift you up in due time. Cast all your anxiety on him because he cares for you†. BIBL 350-D08 spring 2015 Kaytlyn Dolan Dr. Marshall Wicks 05/04/15 Introduction 1 Peter 5:6-7 â€Å"Humble yourselves, therefore, under God’s mighty hand, that he may lift you up in due time. Cast all your anxiety on him because he cares for you.† This verse is an amazing verse of reminder to Christians that we need to humble ourselves to the Lord and allow ourselves to be dependent upon him. I often find myself struggling with the theological principle this verse holds. Following the Interpretive journey process throughout this passage helped me to gain a clearer understanding of this scripture and how it applies to my life today. Step 1 Grasp the text in their town The first step in the interpretive journey process is to take the text and search for the original situation surrounding it and to search for how the text was interpreted by the biblical audience, thus grasping the text in their town. First Peter was written in Rome from â€Å"the late A.D. 50s or early 60s.† Apostle Peter wrote 1 Peter as a letter addressing the Christians in the Asia Minor who where undergoing persecution, to encourage them and to teach them â€Å"holy conduct† that they should practice during this time of suffering. The meaning for the biblical audience was intended to remind them to put theirShow MoreRelatedDeveloping Management Skills404131 Words   |  1617 Pagesmanaging stress is a personal skill, most of your practice will be done in private. But having a partner who is aware of your commitment will help foster substantial improvement. The Small-Wins Strategy An ancient Chinese proverb states that long journeys are always made up of small steps. In Japan, the feeling of obligation to make small, incremental improvements in one’s work is known as kaizen. In this chapter the notion of small wins was explained as a way to break apart large problems and identify

How to Create an Exothermic Chemical Reaction

Exothermic chemical reactions produce heat. In this reaction, vinegar is used to remove the protective coating from steel wool, allowing it to rust. When the iron combines with oxygen, heat is released. This takes about 15 minutes. What You Need ThermometerJar with lidSteel woolVinegar Instructions Place the thermometer in the jar and close the lid. Allow about 5 minutes for the thermometer to record the temperature, then open the lid and read the thermometer.Remove the thermometer from the jar (if you didnt already in Step 1).Soak a piece of steel wool in vinegar for 1 minute.Squeeze the excess vinegar out of the steel wool.Wrap the wool around the thermometer and place the wool/thermometer in the jar, sealing the lid.Allow 5 minutes, then read the temperature and compare it with the first reading. Results Not only does the vinegar remove the protective coating on the steel wool, but once the coating is off, its acidity aids in oxidation (rust) of the iron in the steel.The thermal energy given off during this chemical reaction causes the mercury in the thermometer to expand and rise up the column of the thermometer tube.In the rusting of iron, four atoms of solid iron react with three molecules of oxygen gas to form two molecules of solid rust (iron oxide).

Female Voices of 1865-1912 - 1728 Words

Abstract In this essay I will discuss and analyze the social forces that influenced American women writers of the period of 1865 to 1912. I will describe the specific roles female authors played in this period and explain how the perspectives of female authors differed from their male contemporaries. INTRODUCTION As the United States was continuing recovering from the Civil War and embracing the expansion of the West, industrialization, immigration and the growth of cities, women’s roles in America were changing by the transformation of this new society. During the period of 1865-1912, women found themselves challenging to break the political structure, power holders, cultural practices and beliefs in their â€Å"male† dominated world.†¦show more content†¦544-555). Pauline Elizabeth Hopkins, Contending Forces (1900), characters articulate views on race problem, full identity and citizenship. Baym (2008) describes Mark Twain’s The Tragedy of Pudd’nhead Wilson (1894) as: â€Å"a dark and troubling view of the nineteenth century American values in a Mississippi river town of the 1830’s and centered on the switching of two babies born on the same day-one the result of miscegenation, the other the legitimate son of a white slave owner. Twain’s purpose for writing this story is to reveal the absurdities of slavery and its victims and victimizers alike-the underserved self-hate of slaves and the unearned pride of whites. The way in which Twain portrays the twinning of law and customs in sustaining the institution of slavery indicates his despair over prospects for true racial equality, a despair supported by the realities of Jim Crow laws and the escalation of lynching in the post Reconstruction Period (p. 96). Publication of books and periodical revealed to the public the problems that women endured within their homes, education, labor, and health. In a male dominant society, men premeditated what roles women should play at home. Women were perceived as weaker than men, unable to think for themselves and their opinions were view as useless. Male dominating view of a woman’s role was to have no other aspirations but to take care of her husband, family and home.Show MoreRelatedBellocqs Ophelia Analysis2005 Words   |  9 Pages who the female models were, where did they work, and why? Storyville was a legalized red light district in New Orleans. Storyville was the answer to the ongoing crime problem in New Orleans back in the late eighteen to early nineteen hundreds. After the closure of Storyville, the so called embarrassment was almost wiped from history. Bellocq’s photos, a couple of rundown buildings, and very few tales about Storyville are left today. 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Retail Innovation - Tesco in the United Kingdom

Question: Discuss the impact which the growth and repositioning of UK traditional discount grocery retailers may have on their distribution tactics? Answer: Introduction One of the most competitive markets in the United Kingdom is the traditional discount grocery retailers. The regular discount grocery retails in UK offers their customers with the much-discounted price on their commodities. The primary objective is to provide their customers that are value for their money. The customers in UK demand the best quality products with the lowest price in the market. To survive the competition and provide their customers with quality products, the UK grocery retails adapted different quality tactics that are influenced by the growth and repositioning of the retailers. Analysis of discounted grocery retailers Shopping Habits and Reduction in the average order size The change in the technological, economic and financial condition in UK has forced to change the shopping habits and reduction in the average order size of the customers (Shabbir 2015). In the earlier days, customers used to buy the requirement from different stores, nowadays customers look for a place, where all the items can be available under the same roof. The changes in the customers dietary habits change the purchasing pattern of the customer. With the increase in some retails discounted stores in UK and their reliable network of stores, the customers preferred the stores that can provide them with all the variety of items in the same place. The location of the store is also a vital factor for attracting the customers, for example, retail stores having a nearby petrol station tends to have more regular customers. Figure 1: Factors for the Shopping Habits (Source: Zielke 2014, pp- 330) With the increase in the trend of online shopping from the e-stores, the customers tend to buy more product online rather than coming down to the nearby stores. The customers are acutely readjusting on the pattern of their shopping. The shoppers tend to buy more bulk products when the items are on sale or much-discounted price than the regular prices. The services provided to them in the retail shopping markets along with the discounted prices has promoted the frequent shopping experiences along with the less item in their shopping cart. Adjustment to the product offering The traditional discount grocery retails to target their customers with the customer value proposition. The customer value proposition is a tool that understands the customers to need and satisfactory requirement. The customer value proposition or the consumer proposition helps the shoppers to identify the value of the products and services offered in the retail stores. The traditional discount grocery retailers have made some adjustments and variations in the products and services given to the customers. The price of the discounted product is the key element of the retailers strategy. The product offered in a store need to be 5% to 30% discounted than their potent competitors (Gonzalez-Benito Martos-Partal 2014). Increasing the warehouse stock of the retail store and the widening the Stock Keeping Units (SKUs), sourcing more of the regional fresh food items, introducing more expensive brands with discounted value promised to increase the sale of leading discounted grocery retailers in UK. Significant reductions in shelf-space By reducing the Stock Keeping Units and the shelf-space of the various discounted grocery retails in UK the stores can maintain the supply chain efficiency. The traditional grocery stored in UK provides a wide range of daily, fast moving assortment of products in all categories. More than 80% of the total sales are accounted from the regional and local brand of products (Tseltsova Bohnert 2015). Reducing the shelf space in the SKUs in reduces the manufacturing cost with large stocks in the SKUs. Within the various retails it increases the productivity and efficiency of the workers in the retails shop through affecting the most efficient methods of the stocking. The different grocery retailers have developed a well connected and efficient network of resources in the previous decades. This, in turn, gives the advantage of stock replenishment within a shorter distance from the stores and warehouses. Wider promotion and product introductions There always remains a potent amount of risk in introducing new products in the retails shops. The launching of any new products in the UK market involves a lot of systemic investigation on the customer need and market status. The detailed investigation of the new product introduction includes developing and analyzing the product strategy; understands the demand of newly launched products and the competitive stance of various similar existing products in the UK market (Wrigley Lowe 2014). The success of newly launched products in the retails stores is affected greatly by the considerable promotion of the product in the targeted UK market. The price of the newly introduced product at the time of initial launch helps in targeting a large number of customers. The increase in promotions and the product introductions helps in increase the current market share and attracting more customers. By introducing various brands for the same items gives the customers a wide variety of ranges to ch oose from the shelf-space. Different Service Objectives The different leading grocery discount retails in UK like the Tesco, Aldi, Lidl, Netto have the almost same objectives for their services (Sogn Grundvag et al., 2014). All the grocery retails are service oriented and aims at dominating the supermarkets in UK. The primary aim of different grocery retails in UK is to reduce the cost of their products to survive the competitive environment. Various management approaches have been adopted to minimize the time and space in the grocery retails. The time and space reduction has in turn reduced the total production cost of the services and leads to the reduced cost of the items. Reducing the waste includes reducing the different power consumptions in the retails stores. The several retail stores have applied many strategies to lessen the waste including defining the opening time of the stores (Ododo et al., 2015). This approach has reduced the waste of power, electricity, and water waste and concentrated the customers in the peak hours. Figure 2: Different Service Objectives of the Grocery Retailers in UK (Source: Monios 2015, pp-15) The adequate staff support and store management in different retail stores helps in reducing the management cost increase the customer satisfaction in the retail grocery stores in UK. The efficient display in the retail stores with the scanning process within the customers trolley helps in enhancing the customers shopping experience. Potential impact on distribution network structures There are six different types of network structures with classifications; the researcher has discussed the potential impacts on them in this section. Impact on Manufacturer storage with direct shipping The main impact on the retailers is that drop shipping enables the centralization of inventories at the manufacturer. The manufacturer has the chance of aggregating the product demand and as well as the providing higher level of product supply to the lower levels of inventory (Businesscasestudies.co.uk, 2016). The individual retailers have added benefits of higher value recognition whereas the unpredictable demand can be identified. For instance, eBags sold the bags for having higher value and relatively low volume per SKU. The storage benefits are smaller for each items, known demands, and low value (Monios, 2015). In this manner, the drop shipping process would not provide important amount of inventory advantage to online grocery retailers while selling staple item as detergent. Impact of Storage with direct shipping and in-transit of products Unlike pure drop shipping process, the in-transit process addition provides lower transportation cost and better customer experience. The main disadvantage will be additional effort in the in-transit merging process (Zielke, 2014). Compared to drop shipping and merely fright system has lower volume for each manufacturer with effectiveness. Ododo, Mulholland Turner (2015) demonstrated that in case of more sources of products, the in-transit process may difficult to monitor and control. Therefore, Dell PC with Sony Monitor may be a variety but the storage locations being fewer, the in-transit process is difficult. Impact on Distributer storage with carrier The distributor storage with carrier delivery of products is well suited with medium to fast moving items. UK retailers feel distributer storage is efficient, as the customer requires faster delivery process, whereas the manufacturer storage may turn out to be slower delivery (Gonzalez-Benito Martos-Partal, 2014). However, the product variety is lower in distributor storage rather than manufacturer inventory for obvious reasons of supply chain handling. Impact on distributor inventory with last mile delivery The last mile delivery is out-of-place in high labour cost areas and the distributor storage with last mile delivery is unjustified. In case of large-scale customer requirement of last mile delivery, this network structure can be desired. For instance, the Albertsons existing grocery store serves two purposes simultaneously (Leal, 2014). One portion serves the order fulfilment and another part serves the replenishment purpose of the grocery store. The last mile delivery is based on customers willingness to pay for the service. Impact on Manufacturer or Distributor storage with customer pickup The customer pickup process minimizes the delivery cost with expanding the set of sold products with online services (Brandes Brandes, 2015). The severe impact is on the handling cost at the pickup site, the business growth is dependent over the sustained pickup process. Impact on the Retail Storage with customer pickup The advantage is on the local inventories as the minimizing of delivery cost with faster response services than the other network structures (Shabbir, 2015). Any retailer business will have better service offering with faster product delivery; however, the issues are the enhanced inventory management cost. Therefore, the faster and rapid response-loving customers have better impact on this network structure. Quick response and agile replenishment tactics for UK grocery retailers The Quick Response adoption has the centralized aim of cutting the inventory cost and as well as the improvement of product flows. The UK grocery retailers have installer sales based ordering (SBO) for sold and scanned items in any shop; the information is used for replenishment and re-ordering systems (Atkearney.co.uk, 2016). This information sharing helps the suppliers to react quickly balancing with the demand of customers. The Quick Response (QR) adoption has the following tactics. Alignment of organizational activity with the demand is the main and fundamental principle leading to QR. Connection between the demand and supply provides importance to the strategic alignment of the retailer organization. QR identifies the customer and product relationship with dynamic product flow and varying product attributes with types. QR includes the strategic decision over the partnership and alliances over retailing business. Replenishment tactics and principles are dependent over the above-mentioned QR tactics. As with the increased demand and demand supply relationship, the retailers are reliable with rapid replenishment of products (Van Baal, 2014). While the QR being agile, the replacement of products is dynamic with the customer demand. Alternative handling solutions The alternative handling solutions include the better marketing management, relentless profit optimization and strategic business process. The better online grocery retailing business comprises of suitable web design and functionality. The United Kingdom online grocery retailer websites provide richer viewing of products, labelling of brands, prices and packing sizes (www.mckinsey.com, 2013). Including the smart searching process with did you mean suggestions, makes the services consistent in Europe. The website must be providing the online profits and contextual benefits of basket selection. For instance, Tesco started the business venture with in-store picking then changed into a dedicated-warehouse model (Ododo, Mulholland Turner, 2015). The UK retailing giant now offers the customers with click and collect as well. The strategic business process includes both anticipation and adaptation to certain changes. Changes to warehouse procedures and supporting technologies The warehouse procedures include the new technologies as the Group Ordering System by ORACLE. For instance, Tesco implemented this system for maintaining fresh food forecasts and optimization of orders and safety stock level. The GOS is effective for reducing food waste in stores as well as the reducing lead times (Agr.gc.ca, 2015). The supporting technologies may be the surveillance system with saving energy saving of 75%, minimizing operational costs. For rapid replenishment, the video analytics may be important for getting better inventory data with Point of Sales (POS) data. The newly implemented technologies made the retailing business easier with product recognizing, minimization in replenishment time, one-touch replenishment, improved product presentation and removing process from the stores (Mason Evans, 2015). The new technologies provide Retail-Ready Packaging (RRP) with maintaining the QR and replenishment tactics. Conclusion The United Kingdom has a cosmopolitan retail market. The various retail markets face a massive competition from different European companies having fast production and low transportation cost. The detailed studies of the various impacts of the traditional discount grocery retailers in UK have been analyzed. The growth and repositioning of the retail have a substantial amount of impact on the diverse distribution tactics in the business. The changing shopping habits of the customers lead to various changes in the product offerings of the retailers. The remarkable reductions in the SKUs shelf space have improved the profitability of the retail stores in UK. Recommendation To overcome the pessimistic impact of the different distribution tactics the different discount grocery retails have on the growth and repositioning are recommended to adopt a quick and agile replenishment tactics with the alternative handling solutions in case of e-shopping. The grocery retail sin UK also recommended changing their warehousing procedure and techniques like implementing Oracle etc. The detailed study has analyzed the business positioned and different strategies to improve the services with more active services with replenishment tactics and technologically advanced strategies. The changes in the warehouse structure and procedure of the retailers need to be provided with alternative handling solutions in case of an emergency. Reflection The detailed study and analysis of the different discount grocery retailers in UK are done in this report. The study has helped us understand the complicated situation underlying the various grocery stores in UK. Improving the items services in the stores with the technologically improved services is the primary aim of to improve the services. Thus, it can be deduced that the growth and repositioning of the UK traditional discount grocery retail have their impact on the distribution tactics applied by the companies. References Agr.gc.ca,. (2015).Retail Innovation - Tesco in the United Kingdom - Agriculture and Agri-Food Canada (AAFC). Retrieved 16 January 2016, from https://www.agr.gc.ca/eng/industry-markets-and-trade/statistics-and-market-information/by-region/europe/market-intelligence/retail-innovation-tesco-in-the-united-kingdom/?id=1413385970849 Atkearney.co.uk,. (2016).What Traditional Retailers Can Learn From The Discounters - Paper - A.T. Kearney | United Kingdom - A.T. Kearney. Retrieved 16 January 2016, from https://www.atkearney.co.uk/paper/-/asset_publisher/dVxv4Hz2h8bS/content/what-traditional-retailers-can-learn-from-the-discounters/10192 Brandes, D., Brandes, N. (2015).Bare Essentials: The Aldi Success Story. Linde Verlag GmbH. Businesscasestudies.co.uk,. (2016).Introduction - Competitive advantage through efficiency - Aldi | Aldi case studies, videos, social media and information | Business Case Studies. Retrieved 16 January 2016, from https://businesscasestudies.co.uk/aldi/competitive-advantage-through-efficiency/introduction.html#axzz3xZrKzENB Financial Times,. (2016).Aldi and Lidl lead charge of discount supermarkets - FT.com. Retrieved 16 January 2016, from https://www.ft.com/cms/s/cbdf0bfa-fd61-11e3-bc93-00144feab7de,Authorised=false.html?siteedition=uk_i_location=http%3A%2F%2Fwww.ft.com%2Fcms%2Fs%2F0%2Fcbdf0bfa-fd61-11e3-bc93-00144feab7de.html%3Fsiteedition%3Duk_i_referer=http%3A%2F%2Fabsas.net%2F8d115631aec018f1435ad08ba2b82490classification=conditional_standardiab=barrier-app#axzz3xYTvdIJE Geppert, M., Williams, K., Wortmann, M. (2014). Micro-political game playing in Lidl: A comparison of store-level employment relations.European Journal of Industrial Relations, 0959680114544015. Gonzalez-Benito, O., Martos-Partal, M. (2014). Price sensitivity versus perceived quality: moderating effects of retailer positioning on private label consumption.Journal of Business Economics and Management,15(5), 935-950. Leal, J. L. D. F. S. (2014). Pricing strategies of the supermarket sector. Mason, R., Evans, B. (2015).The Lean Supply Chain: Managing the Challenge at Tesco. Kogan Page Publishers. Monios, J. (2015). Integrating intermodal transport with logistics: a case study of the UK retail sector.Transportation Planning and Technology,38(3). Ododo, C., Mulholland, G., Turner, J. (2015). Can Discount Pricing Be A Comeptitive Brand Strategy? An Evaluation of Aldi. InInternational Conference on Marketing and Business Development Journal(Vol. 1, No. 1, pp. 241-251). The Bucharest University of Economic Studies. Shabbir, M. S. (2015). Why Manufacturers are Less Powerful than Retailers in Trade Circles? A Case Study of Wal-Mart Retailing Business.Business and Economics Journal,2015. Sogn Grundvg, G., Larsen, T. A., Young, J. 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Shopping in discount stores: The role of price-related attributions, emotions and value perception.Journal of Retailing and Consumer Services,21(3), 327-338.

The Problems in Executives Pay in the US

Abstract The issue of the executive pay raises heated debate today considering the gap differences in the civil income. For instance, assuming example of the U.S. government, President Obama governance faces public fury over the huge pay packages accorded to the executives. (Andrews and Bajaj, 2009) The issue of prohibiting extra bonuses for the top executives beside their hefty basic pay and other stock dividends is therefore under high consideration beside the rules imposing reductions. If imposed, the rules will be the toughest ever forcing the executives to accept deep reductions.Advertising We will write a custom research paper sample on The Problems in Executive’s Pay in the US specifically for you for only $16.05 $11/page Learn More Arguably, considering a $500,000 annual compensation would be draconian considering the lack of bonuses or annual dividends. The recruitment process would be very difficult due to competition especially from the private sector offering over $1 million. The U.S president seem to advocate for the pay regulations considering that this is the time the government is struggling to bail out prominent collapsed financial institutions. According to Andrews and Bajaj of the Times Newspapers (2009), the National Economic Council is considering pay restrictions to all the companies under the Federal help of economic recovery. The executive’s compensation ware not under particular specifications, the rule applied earlier on bailed out banks failed because of the government’s failure to impose a strict follow up mechanism thus living the executives to reward themselves with the heft bonuses without considering the deterioration of the economy. The question many people ask is whether the executives should make the much they do. Introduction The high pay may appear to be very little in comparison to the huge company’s profits the top executives deliver at the end of the financial sess ion. In line with Daft et al, (368) when the company’s profits measure up to the executive’s pays then it seems too low and therefore reasonable. Probably it would make sense to reward the executives who are directly involved with the capital of the company. They are usually under a lot of pressure to deliver and although it may seem ironic, their pay is excessively little, compared to what they deliver. This might be the only logical way of rewarding these employees for their tremendous work. It motivates them to ensure success and future developments. Payment should always reflect performance and this is most certainly the reason why the American government advocates for pay regulation especially among the financially assisted companies. Thesis Statement â€Å"Reasons behind the hefty pays of the Chief Executive Officers†Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Le arn More Problem definition This paper explores the issue of the compensation that the top executives receive the reasons behind the pay and it offers the suggestions for improving the system. Do the top executives deserve their pay? It is evident that top executive receive exorbitant remunerations and most people feel that majority do not deserve the compensation. Some of the executive end up performing a mediocre job and still manage to rip off the taxpayers because of their titles. Common feeling indicates that these individuals should receive their compensation depending on their performances. Literature review While the arguments against the pay are viable to certain levels, the other side of the coin indicate that these executives earn and deserve every penny of their paychecks. (Mackenzie and Traynor, 132) They undergo enormous amount of pressure to ensure companies deliver profits. They have to make tough and important daily decisions, which are the key measures of whether the company prospers or fails. The failure of the company compromises their jobs therefore their careers are at constant risky measures. Most of the CEO did not just become what they are but had to move up the ladder systematically to the top positions. They have total endurance and strong business backgrounds and knowledge to steer the company through maintenance of an effective workforce. (Daft et al, 342) According to Daft et al, (556) there are very few people with enough knowledge and experience to guide or control the performance of big, especially financial companies to their performance value. This aspect makes the executives an important and valuable part of the company hence the reason why they deserve the high pays. The public seem to base their arguments over the executive pays on half the picture. The profits earned by the companies are excessively high in comparison to their remunerations. A good example is the ATT Company chief executive officer who is arguably one o f the top paid officials. (Mathias and Jackson, 137) People’s view over the executive’s move to layoff 40,000 employees and still enjoy his increased pay seems greedy and illogical. At a close range, his laying-off of excessive workers brought great benefit to the company as well as to the customers who benefited from better services at a proficient timeframe and lower cost by smaller but improved workforce. Comparing the executive’s pay of 20 million dollars, which seem too huge to the company’s earning, it would equate approximately to 1/3,450th of the gross thus validating his pay against performance. If split among the workers, the executive’s pay would equate to $500 which is a pay equitable to a just a couple of days pay for a low-level employee.Advertising We will write a custom research paper sample on The Problems in Executive’s Pay in the US specifically for you for only $16.05 $11/page Learn More Exec utives need to be very keen in their decisions, less it bring down the whole company crumpling to losses. They ought to ensure transparency over all their moves or decisions since they affect a magnitude and the economy at large. (Daft et al, 557) The superfluous amount of tension and pressure evident today is due to these factors and thus the reason why not every CEO can be able to handle their tasks as per the requirements. What guarantees good performance of the CEO? The huge amount of money involved in compensating the executives is a good indication that there is no good assurance for their performance. The pay acts as a great motivator to performance. Without a good pay, they would probably find better paying jobs or one without much strain but having an equally good pay package. It would be a great risk for a company to engage an executive and pay them poorly because that person would not get involved as required and therefore the probability of a collapse is high. Other than collapse, the company can easily experience weak profit margin compared to other business rivals. (Mackenzie and Traynor, 102) The executive’s thrive to venture deeply into the industry depends on the payment received. Good focus on goals elevates the business into great heights. When a company makes good investments such as the hefty pays for the executives, then the company’s performance elevates to a good performance. The CEO is able to put much emphasis on the firm and tolerate smaller margins for errors thus ensuring great profits. They suffer negative affects or enjoy positive rewards depending on the performance of the business. (Mathis and Jackson, 35) The plausible reason why the American executives receive more money than other countries is that they work out tasks at larger scales compared to others. From this perspective, the companies should therefore not be concern with the payment but focus on the delivery factors. It is easy to find qualified people to work at the same capacity at lower wages but they are not able to cover the same magnitude of the job. This means that there is a need to analyse and reward the executives in relation to their inputs. The businesses ought to acknowledge that the executives deserve pay equivalent to their inputs.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Need for quality workers may make a company to find it reasonable to hire executives from other countries and therefore outsourcing does not mainly mean the company want to find someone for he top job with minimal and more reasonable wage rates as most people may think. The company is responsible for the high wages and not the worker. This negates the reasoning that finding such employees at a reasonable rate is not possible. The company decides on the payment rather than the employee demanding for the same. Pay should reflect performance and for this reason, the company or those in the industry have the right to decide on the amount of remuneration to offer. (Mathis and Jackson, 35) this is an indication that the executives deserve their pays. Problems with systems that support the hefty Executive’s Pay Most of the executive wages are not reflective of the employee’s performance and hence the basis for this debate. The executives receive the same treatment regardless of their poor or very prolific performance. This means that the company may be losing huge amounts through such pays as the persona benefits, especially when their no good procedures for investigating performance and linking the compensation to the firm’s profit margins. When an executive has room for enjoying power and good pay while reciprocating nothing on the other hand, then when taken to consideration, this is abuse of power and they will not attempt to do a good job. There is need to have a correlation between the qualities of the work and the hefty pay that the CEO receives. Most collapsing businesses today lack proper monitoring systems over performance especially the government run firms. The top managers continue delivering bad jobs while they still enjoy good constant pays and probably have power to award themselves bonuses and rises. According to Daft et al, (342) It may cost a lot to get rid of bad employees particularly those at the top levels, but overtime, th e losses incurred as the company hopes for recovery my eventually be the root cause of collapse. Most of the CEO jobs are under contract basis, this means that if the period is cut-short, then the law protects the officials and the company must compensate them for their early removal. This is another reason why many companies fail to terminate the executives. The need to avoid court cases makes the company to hold the unwanted personnel until their terms expire. There is urgent need to incorporate a link between the compensation package and the business performance record and probably include the same in the contract forms as an incentive to produce more. Executives can have an offer with the basic pay and allowances but the bonuses be rewarded in line with the performance or business profit margins. Amazing facts indicate that human performance has a main basis upon monetary rewards. (Daft et al, 372) Conclusion Top executives make hefty pay packages but most deserve the remunerati on they receive because of the business performance. They make key decisions every day, work under pressure to deliver and their jobs and titles are arguably the greatest all over the world thus they are internationally competitive. Assessment however indicates that only a fraction performs as per the requirement and thus the need to regulate the pays. The issuing of a basic salary and adjustable pay rise depending on the company’s performance would work fine. This would be a way of having a distinction between the best performing executives from the rest. The government should consider more legislature of the workers pay as per the performance levels as a measure of guaranteed routine by the top executives. Companies are in a position to give a breakdown of performance through the accountants as the foundation for remuneration just as the taxation processes. This would be an excellent measure to curb loopholes. There ought to be an internationally standardized payment levels for the top executives to enhance balanced competition. The contraction procedures also need to integrate means of escaping the clauses that bring about allegations if the company breaks the contract before time especially when the employees perform below expectations. These measures ensure only the best executives remain in business and thus making the companies to be more productive as well as successful. The aspect of highly paid executives would only be acceptable without disputes or controversies with the implementation of the important ideas discussed herein. Most importantly, the pay ought to reflect on business performance. Companies are tying to embrace these aspects as evident with the Mercer Company whose recent advertisements for a top executive post specified ability to â€Å"generate revenue through development of new client relationships, cross-selling to current clients and extension of current client engagements†. Works Cited Daft, Rechard .L., and Marcic, D orothy. â€Å"Understanding Management† Mason, OH: Cengage Learning, 2008. Edmund, Andrews, L. and Rajaj, Vikas. â€Å"U.S. Plans $500,000 Cap on Executive Pay  In Bailouts† The New York Times. (2009, February 3). Accessed from https://www.nytimes.com/2009/02/04/business/04pay.html McKenzie, Steven, J., and Traynor, William .J. â€Å"Opportunities in human resource Management careers: VGM opportunities series† McGraw-Hill Professional, 2001. Mercer Human Resources Consulting, Job Description for Senior Executive Compensation Consultant, accessed from Mercer web site on December 9, 2009 from https://www.mercer.com/mercer-careers.html Mathias, Robert, L., and Jackson, John, H. †Human Resource Management:  Essential Perspectives†. South-Western Cengage publishers, 2008. This research paper on The Problems in Executive’s Pay in the US was written and submitted by user Galilea L. 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.

Free Essays on Demonic Presence

Demonic Presence In Dostoevsky’s The Brother’s Karamazov, all of the characters have inner battles with themselves. Each section of the book is dedicated to the battles each character has. Book XI is a section about different characters, but each one has dealings with a demonic presence. Lise and Ivan both have their own trouble with evil entities. In the chapter called â€Å"The Little Demon† Lise encounters a new part of her personality. She is possessed by an evil being, though we never really know what it is. Aloysha even comments on how different she is in just three days. She is simply not herself. Throughout the entire chapter, Lise struggles with her feelings. She is torn again between her feelings for Aloysha, as is the case throughout the book. She says she respects him and does not feel ashamed around him, but she does not love him and does not want to be his wife. She also says that she only wants his tears when she dies. This continuous change in feelings is evidently because of the evil presence that is accompanying her at the time of Aloysha’s visit. Lise also had an engagement with Ivan. Ivan maybe even had an influence on the fact that Lise became possessed with evil. He gave his â€Å"blessing† on such actions and told her that her dream about crucifying the Jewish boy was good. Aloysha tells Lise that this is simply because he is sick just as she is. Aloysha sees the connection between the two of them. He becomes aware of this fact even more when he finally sees Ivan a few chapters later. Lise’s sickness also connects to the wider theme of the book, the battle between reason and faith. Lise speaks of how she wants to be evil. She sees herself crucifying the Jewish boy and eating an expensive dessert as she watches him die. She feels as if she has no more faith. When Aloysha is meeting with her, you see the vast comparison between him and Lise. He is the example of faith throu... Free Essays on Demonic Presence Free Essays on Demonic Presence Demonic Presence In Dostoevsky’s The Brother’s Karamazov, all of the characters have inner battles with themselves. Each section of the book is dedicated to the battles each character has. Book XI is a section about different characters, but each one has dealings with a demonic presence. Lise and Ivan both have their own trouble with evil entities. In the chapter called â€Å"The Little Demon† Lise encounters a new part of her personality. She is possessed by an evil being, though we never really know what it is. Aloysha even comments on how different she is in just three days. She is simply not herself. Throughout the entire chapter, Lise struggles with her feelings. She is torn again between her feelings for Aloysha, as is the case throughout the book. She says she respects him and does not feel ashamed around him, but she does not love him and does not want to be his wife. She also says that she only wants his tears when she dies. This continuous change in feelings is evidently because of the evil presence that is accompanying her at the time of Aloysha’s visit. Lise also had an engagement with Ivan. Ivan maybe even had an influence on the fact that Lise became possessed with evil. He gave his â€Å"blessing† on such actions and told her that her dream about crucifying the Jewish boy was good. Aloysha tells Lise that this is simply because he is sick just as she is. Aloysha sees the connection between the two of them. He becomes aware of this fact even more when he finally sees Ivan a few chapters later. Lise’s sickness also connects to the wider theme of the book, the battle between reason and faith. Lise speaks of how she wants to be evil. She sees herself crucifying the Jewish boy and eating an expensive dessert as she watches him die. She feels as if she has no more faith. When Aloysha is meeting with her, you see the vast comparison between him and Lise. He is the example of faith throu...

Poverty Essay Example | Topics and Well Written Essays - 500 words - 5

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Sexual Abuse Article Example | Topics and Well Written Essays - 1000 words

Sexual Abuse - Article Example There are many signs that can point towards a child being sexually abused. A common sign is when a child has a difficult time walking. In addition, the child might refuse to socialize or engage in any physical activity. Furthermore, if the child experiences nightmares and experiences a rapid decrease in appetite. All these factors are well indicators that the child is or is continuing to experience traumatic sexual abuse. One of the most shocking aspects of sexual abuse is that they have been a commonality in religious atmosphere. This startling reality can be seen in the Vatican Church, which has been criticized for covering up the issue. Unfortunately, many priests have been not only accused but have engaged in sexual abuse, which is damaging to the Church, society, and alarms parents. The Vatican Church is shocked at this fact and has started an investigation that will hold the priests accountable for their shameful act. Reverend Federico Lombardi, the head spokesman of the Church, firmly states the Church will approach the issue with â€Å"rigor and transparency.† However, these assurances have not been adequate as more victims are getting the courage to speak out against the priests. The Church must hold the priests responsible for these heinous acts, but the rules do not implement any of the â€Å"lip service† that Reverend insisted on. For example, the rules of the Church lack st ature, as they do not make it obligatory for these crimes to be reported to officials even though the local law is clear and concise. Catholics globally are shocked at the fact that women are included in the list of grave acts. In addition, they were intrigued that the church believed pedophiles were the same as those who left the church or were heretics. Yet that was not the case as many priests accused, were still part of the church. This frustration of Catholics can be perfectly illustrated in this statement as Chritian Weisnar, one of the key members states, â€Å"It

Issues with Cadburys Workforce

Issues with Cadburys Workforce One of the most important workforces issues that Cadbury has to tackle after the Krafts takeover will be the psychological contract and the employee engagement, thus, the fundamentals issues this paper work address are; explores some of the most important external and internal influences and business pressures that Cadbury is facing now, recommending the most appropriate strategic responses and describing some of the key Human Resource issues that the company have to bear in mind during the whole process of this transition. Secondly, this essay does a depth analyses of how Cadbury should tackle their psychological contracts issues, through a fully understanding of the workforces expectations and beliefs towards the Cadburys new employer, generally these expectations are out of the formal or legal contract, which means they are unwritten and unspoken but they still play an important role during this takeover. In addition to the psychological contract, this essay also explores another important issue in this takeover which is the employee engagement, this engagement generally is something given by the employees to the company which shows their commitment, effort and dedication, using the best of their capabilities to achieve the companys goals, therefore, this paper studies how Cadbury should make an appropriate adoption of the employee engagement concept bringing a tremendous vantage for the company. 216 words STRATEGIC FRAMEWORK Business Pressure Cadburys company was built nearly two hundred years ago in Birmiham Great Britain, where during whole these years the company has stood up of the crowd for its chocolates quality and has even been awarded for the British Queen in February 1984 (Cadbury 1) Cadbury has also launched some chocolates which have became in a totally British iconic, chocolates bars such as wispa, which was first launched in 1981 and the creams eggs which sell around two hundred million units every year in the UK, and the Dairy Milk which was first launched in June 1905 and has become a mega well-known brand in many different varieties around the world (Cadbury 2), All these products and much more, have made that Cadbury become nowadays the second most engaging brand in the UK, according to a study made by the agency Hall Partners (2010), this study measures how the British people are engaged with brands and analyse how do they feel and think about it. The study reveals that Cadbury is a UK proud brand that British people love; as during whole these years, Cadbury has built a strong relationship with its customers and products in a consciously and unconsciously way. http://www.netimperative.com/news/2010/february/cadbury2019s-and-google-top-uk2019s-10-most/view Hence, taking into the account all these historic facts of Cadbury, it seem obvious that after the announce of Krafts takeover, a huge business pressure had grown all over UK regarding to continuation of the workforces inheritance , the maintaining of their manufactories in UK and the loss of jobs seems to be the most complicated business pressure. As a complement, after the acquisition of Cadbury in  £11.9 billion, Kraft is on  £7 billion debt, and to be able to solve this issue Kraft has created a saving plan of  £450 million a year (The Guarding 3) to pay off all its debts to the Royal Bank of Scotland, which ironically is 84% owned by the UK Government, which means that the UK government has borrowed the money to sell out one of the most engaging British companies. http://www.cadbury.co.uk/cadburyandchocolate/ourstory/Pages/ourstoryFlash.aspx#/1941_1980/product/1971_creme_egg (2) http://www.cadbury.co.uk/cadburyandchocolate/ourstory/Pages/ourstoryFlash.aspx#/1820_1860/product (1) http://www.guardian.co.uk/business/2010/mar/04/cadbury-kraft-union (3) http://news.bbc.co.uk/1/hi/8470776.stm (4) Strategic Responses Seems to be a very tough task, to set a good and appropriate strategic response, after all these enormous business pressures that surround Cadbury, hence, Kraft should start doing a deep analyses of each one of the business pressure, covering the customers and workforces expectations, to fully understand the whole context. Once exist a better understanding of the whole picture, Kraft should be more likely to face these business pressures in a more efficiently and appropriate manner, setting up the best possible strategic responses to tackle the whole problem. However, bearing in mind that my understanding of the whole picture will never be as deeper as the one Kraft could achieve inside their world, my best possible strategic responses should be keeping their pledges, showing the commitment and interest of Cadburys new owners to the workforce, doing the best of their capabilities to keep the social and ethical values, analysing the business strategic and vision of the company. On the other hand, UK Government should do everything they can, to ensure the jobs are kept in UK after the Krafts new acquisition, however the Cadburys Chairman has admitted that jobs loss are unavoidable as a consequence of the big acquisitions price of  £11.9 billion (The Indepent 2010 5), but as strategic response to this issue, Kraft should make a further investment in better technology machines to increase the productivity and reduce their overhead costs more efficiently without the need to make jobs redundant. http://www.independent.co.uk/news/business/news/takeover-will-mean-job-cuts-says-boss-of-cadbury-1873155.html (5) HRM Factors; possible impacts There are many numbers of possible HR impacts in this unexpected and unwelcome Krafts takeover, the first of them, is one of the most common HR impacts which takes place in most of the takeovers, these are the workforces strikes, which are already happening in Cadbury, the employees are desperately seeking for a plan or a law from the UK government which secure their jobs and give them work stability. Secondly but not less important, as consequence of this unwelcome takeover, Cadburys workforce might change its attitude and loyalty towards the company, creating a stressful and uncomfortable workplace environment for everybody, leaving as a result, a depth impact in the productivity of the company. Additionally to the job instability, lack of support from the companys new owner and stressful environment, all these issues could make that the best workforces men remaining in the company, decide to jump out of the ship before the company decides to throw them out. Lastly, the workforces future expectations, beliefs and principles might also change towards the company, meaning a partial or total loss of the engagement from the employees which could easily lead a collective decrease in the productivity. HRM Strategic to tackle As HR strategic, one of the first issues to tackle should be to build a much healthier workplace environment to the wellbeing and productivity of all the company, however to be able to solve this issue the strategic should starts improving the lack of communication between all the workforce, making ice-breaking session involving all manager and plant workers. On the other hand, the HR strategic, should also look at the terms and conditions of the workforces formal contracts, giving additional benefits, securing their jobs stability to all the workforce or at least the best workers and lastly making periodically reviews of their salaries and their current position in the company, all these incentives are with the aim of create a better perception of their psychological contract and get back the employees engagement. As a complement and improvement of the psychological contract perception, the company should also invest in their employees, giving them special training and special support wherever needed, earning also some of the trust which has been lost during this whole process. In support of the business pressures, strategic responses and HRM factors mentions above, the table below shows a strategic framework as develop by Sparrow and Pettigrew to complement the main points which have just been described, this framework shows some of the external influences issues and business pressures that Cadbury is currently facing after Krafts takeover, highlighting the most strategic responses and the HRM factors to my point of view. Business Pressure Strategic Responses HRM Factors Cadbury Now UK Prime Minister has done nothing to secure the Cadburys jobs Takeover will lead to a collective jobs redundant and losses at Cadbury as part of the annual cost saving plan of  £450 millions Public and government concerns about maintaining social, ethical values, and inheritance of Cadbury Customers value and expectations towards Cadburys product may change specially within UK Lack of trust between Cadburys new owners and Cadburys employees A massive disappointed from the UK citizens regarding to the money that RSB bank has lent to Kraft to takeover Cadbury Agreement between Cadbury and UK Government to maintain the Cadburys workforce Better technology machines should be used to increase the productivity and reduce the costs efficiently Show the commitment and interest of Cadburys new owners to the workforce, doing the best of their capabilities to keep the social and ethical values, analysing the business strategic and vision of the company. Keeping promises up to the workforce and showing them that the company really cares and worries for its employees POSSIBLE IMPACTS Possible strike from Cadburys workforce Insufficient support from the Company to the workforce, deteriorating the communications Hidden pressure that managers are not aware of The workforces attitude towards their work activities may change, leaving an impact on the company productivity Stressful work environment Employees concerns about jumping ship and their future career within the Cadbury Cadbury in the Future The UK Government cannot do legally anything to stop the massive fires; they were only concern about their votes There are not hopes that anything will change for the better as result of the takeover The takeover brings a deeper financial crisis for UK Government concern about lack of investment from Cadbury Kraft in UK The maintaining of the Cadbury manufactories in UK The inheritance of Cadbury have come to the end Make an aggressive marketing camping to show everybody the benefits, the takeover has brought To expand the manufacturing production along UK, Create a strategic plan to help sustain the inheritance of Cadburys workforce families HRM STRATEGIC TO TACKLE Restructure the workface of the company Create a healthy workplace environment for the employees wellbeing and productivity of the company Retain the best employees of the Company ensuring them long-terms stability Maintain terms in staff legal contracts (e.g. pension schemes) Revise recruitment policies (to retain existing staff + attract new talents from outside) Introduce training + long-term benefits for commitment of existing staff Conduct ice-breaking sessions for new managers and employees to build positive relationships 1470 words Management of the Psychological Contract and Employee Engagement The management of the psychological contract and employee engagement is one of the areas how Cadbury could tackle its challenges in strategic people management; however to be able to tackle it appropriately, first is essential some degree of understanding of what a psychological contract and what employee engagement is. Psychological Contract There are many different definitions of what the psychological contract is; this concept was first introduce by Argyris, C. (1960), to refer to the different expectations that the employers and the employees have out of the formal contract, since this concept was introduced, many writers have attempted to modify and refine it. At a general level, the concept of Psychological Contract refers to a voluntary agreement between the employee and the employer in exchange of compensations (Rousseau, D. Schalk, R. 2000), in this voluntary agreement, each party, held a number of commitments and beliefs, those beliefs can take the form of promises, expectations or obligations which are generally unwritten and unspoken in the legal agreement contract, however they still play a critical role as they can be interpreted differently by each party (Osborn Jones 2000). This concept of psychological contract implies that either the employee or the employer can have a different perception of anothers expectations, voluntary commitments, obligations and aspirations which are out of the formal contract of employment (Herriot, P. et al. 1997). Therefore, a certain degree of mutual understanding of the agreement between both parties is essential to achieve each participants goals. (Rousseau, D. Schalk, R. 2000), Employee Engagement This seems to be an easy topic to define and describe, however after some research, the huge numbers of definitions regarding this issue seem to be uncountable, making this topic unclear but at the same time attractive enough to the HR consultancy market, consulting firms, business press and some academics writers. Having said that, one of the most complete definitions I found about employee engagement out there to my point of view is the one by Robinson et al., (2004). A positive attitude held by the employee towards the organization and its values. An engaged employee is aware of business context and works with colleagues to improve performance within the job for the benefit of the organisation. The organisation must work to develop and nurture engagement which requires a two-way relationship between employer and employee. Robinson et al., (2004) has also stated in his work, a set of additional characteristics of the employee engagement, which include a belief in the organisation, and the desire of the employees have to work and make the organisation better, basically the concept Robinson presented in his paper work is about the employees having a bigger picture and a better understanding of the business context as well as keeping up to date with the latest information which concern to his/her field. Relation between the Psychological Contract and the Employee Engagement Having defined the employee engagement as; a positive attitude, behaviour and/or outcome from the employees towards the company and its values, being aware of the whole business context and working together with the colleagues in order improve the performance of the company and gain the best benefits for the organization, and having defined psychological contract as; a set of beliefs which can take the forms of promises, expectations and/or obligations existing in a voluntary agreement between the employee and the employer. It seems to be a straightforward relationship each other definitions. Both definitions are relate to the employer and employee relationship, and the first challenge is to efficiently manage the loyalty and trust instead of dictate the rules by organizations, this relationship is fragile and should not be taken for granted by any of the parties, the second challenge is to keep a healthy relationship for the wellbeing of both participants. http://www.hrmagazine.co.uk/news/features/Opinion/927664/Engagement-depends-clear-psychological-contract-employee-employer/ On one side, the employer expects that their employees always performance to the best of their capabilities, being loyal to the company and understand the whole business context, and on the other hand the employees want to be respected, valued, heard and compensated by the employers, therefore the key issue is to build mutual trust which engage the employees with the employers, always keeping an eye on the psychological contract, which means, keeping clear and understandable expectations for both participants (Wellin, M. 2007) However, Cadbury Previous Psychological Contract Having already analysed the general psychological contracts context, is much easier now to deepen in the previous Cadburys psychological contract, but bearing in mind this contract is a pure metaphoric action, where each participants have their own voluntary commitments regarding to the performance and fulfilment of each other, we can infer that each one of the 45000 UK Cadburys workforce have a different psychological contract, which make this an even bigger scenario to analyse but at the same time a extremely attractive, as based on the records, (reference) it shows that most of UK workforce had a similar metaphoric contract. Thus, is unavoidable raise a fundamental question; How Cadbury former owners made that all the forces underlying the legal agreement of their workforce where so similar to each other and how did they manage to sign 45000 similar psychological contracts where does not even exist a physical document as it is a subjective phenomenon? There are evidences (Morrinson, E. and Robinson, S. 1997) which indicate that the performance of each participants psychological contract is directly proportional to how clearly each participant has spelled out the conditions and exchange of their mutual agreement. This last paragraph makes me conclude that, Cadbury has truly understood this issue and has conveyed its commitments, beliefs, and expectations through their whole workforce, establishing in this way some degree of mutual agreement among its 45000 UK employees. Rousseau, D. Schalk R. (2000) indicated in his work that, when both participants of the psychological contract believe that they owed each other something, is very likely that each one gets whatever they desire. The power of the promises Cadbury seems to have conveyed well its expectations and beliefs, establishing a degree of mutual agreement. However, this might not be enough to unify the similar conditions of the psychological contracts in 45000 employees during 180 years. Is remarkable to note at this point, that all sort of beliefs cannot be taken as part of a psychological contract, what this means is, not all expectations, promises and obligations that arise in the workplace can form part of the psychological contract context, as if this happen the concept itself will be weak enough to utilize as an analytical tool (Convoy and Briner 2005), The challenge here is to identify and clarify, which promises, expectations, and/or obligations can be categorized as part of the psychological contract context, nevertheless, does not exist any concern for this essay to deepen in this subject. Having clarified that, psychological contracts are basically a subjective phenomenon based on implicit promises; promises which do not include any belief derive from other inferences. Despite to what we normally think that promises can only be a verbal action, in the psychological context the promises can also be inferred, and is right there, when it becomes difficult to properly interpret these promises into the psychological contract framework. The two key issues here are; primary, do not set promises in the legal contract which could lead to a future misunderstanding of the employees, second do not take into consideration promises derives from any inferences. Tackling the Challenges of the Psychological Contract Having spelled out the success of Cadburys previous psychological contract, is notorious that Kraft / Cadbury has the key issue to maintain the same psychological contract within the UK workforce in order to manage this takeover in the most appropriate way. Kraft will not enjoy of the current Cadburys workforce commitments until they truly understand its ingrain psychological contract as well as its own culture identity Therefore Kraft / Cadbury, in order to tackle the challenges of the psychological contract in the most effective way, they should firstly, fully understand the drivers of their beliefs and what make the employees engage with the company so tightly, taking into consideration the culture differences. As the saying goes, England and America are two different countries separated by the same language; this is a clear caveat to Kraft / Cadbury does not forget that exist some underlying forces of the legal contract, which could leads or infer to a misunderstanding of the beliefs between both participants and as consequence a disengagement of the workforces commitments. For instance, Kraft / Cadbury could hire an external local brand auditor to investigate the reason(s) of key employees engagement, such as plant employees and/or relevant senior employees with the company and/or the brand itself, this audit should be placed with the aim of understand the whole picture in a much clear scenario, before any action takes place to align the companys psychological contract Once these employee engagements reason(s) are clear and there are not doubts of the workforces beliefs, it is equally essential that Kraft/Cadbury spells out their own expectations towards the future of the company and most importantly, the future of their workforce, this action should be made in the most understandable way, covering the entire negatives and positives beliefs so that the workforce can clearly understand the companys position and deal with it in the same psychological contract context. However, this action of conveying the negatives and positives beliefs towards the company and workforce, does not guaranty that the workforce will accept them and share the same commitments that they were sharing before the merger, but at least it will not create wrong expectations, setting up fair rules during the game. Actions such as the recent announcement of the closing Somerdales factory close to Bristol, (http://business.timesonline.co.uk/tol/business/industry_sectors/consumer_goods/article7022608.ece) losing approximately 400 UK jobs, once Kraft had mentioned that there were not going to be any job cuts during the first six months of the merger, this announcement only creates unrealistic expectations among the workforce towards the company, and being this action the first impression which Kraft has given to their employees of breaking the pledges, it only shows the lack of principles and lack of commitments to keep what they say. These types of actions are the ones which Kraft has to avoid will happen again, after this announcement; it seems to be obvious that the way how Kraft expresses its beliefs and commitments, certainly has not been well understood not only for its workforce but also for all its UK customers and the UK government. Therefore, if Kraft really wants to be engage with their workforce is going to have to work even harder to firstly recover the trust which ever had gained and secondly to rectify the first opportunity which has just spoiled out. CONCLUSIONS

Other views of Sir Gawain in Sir Gawain and The Green Knight :: Essays Papers

Other views of Sir Gawain in Sir Gawain and The Green Knight Below are quotations selected from a number of sources which address the character of Sir Gawain: -------------------------------------------------------------------------------- "In the earliest Arthurian stories, Sir Gawain was the greatest of the Knights of the Round Table. He was famed for his prowess at arms and, above all, for his courtesy. ... Here Gawain is the perfect knight; he is so recognized by the various characters in the story and, for all his modesty, implicitly in his view of himself. To the others his greatest qualities are his knightly courtesy and his success in battle. To Gawain these are important, but he seems to set an even higher value on his courage and integrity, the two central pillars of his manhood. The story is concerned with the conflict between his conception of himself and the reality. He is not quite so brave or so honorable as he thought he was, but he is still very brave, very honorable. He cannot quite see this, but the reader can. The character of Sir Gawain is relatively fixed by tradition; he cannot act very differently from the way he does. In consequence, his character is static--is, indeed, less interesting than that of his adversary, the Green Knight. But it is for other qualities than character interest that Sir Gawain and The Green Knight is valued." (G. B. Pace, 35) From: Clark, Donald, et al. English Literature: A College Anthology. New York: The Macmillian Company, 1960. -------------------------------------------------------------------------------- "We are placed on the side of mortality itself, and can thus, with the Green Knight, forgive Gawain for his single act of cowardice: what he did was done not out of sensual lust but for love of life--'the less, then, to blame.' In the context of this affectionate sympathy, Gawain's own violent anger at the revelation of his fault must itself be viewed with amusement, as part of his human fallibility." (Marie Borroff, Introduction) From: Borroff, Marie. Sir Gawain and The Green Knight: A New Verse Translation. New York: W. W. Norton & Company, Inc., 1967. -------------------------------------------------------------------------------- "Gawain is, naturally, more fully drawn than any other character. Not only do we observe him ourselves, we are told how he impressed other people in the story and how he himself thought and felt. We see him behaving, as all expect him to do, with exquisite courtesy; but we also see what is not apparent to the other characters, that such behavior does not always come easily to him.

The Maternity Benefits Act

THE MATERNITY BENEFITS ACT, 1961 BY SUSHMA SUDHINDRA 1. OBJECTIVE To regulate the employment of women in certain establishment for certain period before and after child-birth and to provide for maternity benefit and certain other benefits. To provide healthy maintenance of pregnant women employee and her child 2. APPLICABILITY Every factory, mine or plantation(including those belonging to Government) To every shop or establishment wherein 10 or more persons are employed 3. TERMS OF EMPLOYMENT No employer shall knowingly employ a woman in any establishment during the 6 weeks immediately following the day of her delivery or her miscarriage. No woman shall work in any establishment during the 6 weeks immediately following the day of her delivery or her miscarriage. No pregnant woman shall, on a request being made by her in this behalf, be required by her employer to do any work which is of an arduous nature or which involves long hours of standing or which in any way is likely to interfere with her pregnancy or the normal development of the foetus, or is likely to cause her miscarriage or otherwise to adversely affect her health. The period referred to in sub-section (3) shall be – (a) at the period of 1 month immediately preceding the period of 6 weeks, before the date of her expected delivery; (b) any period during the said period of 6 weeks for which the pregnant woman does not avail of leave of absence. 4. PAYMENT OF THE MATERNITY BENEFITS Every woman shall be entitled to, and her employer shall be liable for, the payment of maternity benefit at the rate of the average daily wage for the period of her actual absence i. . immediately preceding and including the day of her delivery and any period following that day. The average daily wage means the average of the woman's wages payable to her for the days on which she has worked during the period of 3 calendar months immediately preceding the date from which she absents herself on account of maternity, [the minimum rate of wage fixed or revised under the Minimum Wages Act, 1948 (11 of 1948) or ten rupees, whichever is the highest]. PAYMENT OF THE MATERNITY BENEFITS No woman shall be entitled to maternity benefit unless she has actually worked in an establishment of the employer from whom she claims maternity benefit, for a period of not less than 80 days in the 12 months immediately preceding the date of her expected delivery provided that the qualifying period of 80 days aforesaid shall not apply to a woman who has immigrated into the State of Assam and was pregnant at the time of the immigration. For the purpose of calculating under the sub-section the days on which a woman has actually worked in the establishment [the days for which she has been laid off or was on holidays declared under any law for the time being in force to be holidays with wages] during the period of 12 months immediately preceding the date of her expected delivery shall be taken into account. PAYMENT OF THE MATERNITY BENEFITS The maximum period for which any woman shall be entitled to maternity benefit shall be 12 weeks of which not more than 6 weeks shall precede the date of her expected delivery provided that where a woman dies during this period, the maternity benefit shall be payable only for the days up to and including the day of her death: Provided further that where a woman, having been delivered of a child, dies during her delivery or during the period immediately following the date of her delivery for which she is entitled for the maternity benefit, leaving behind in either case the child, the employer shall be liable for the maternity benefit for that entire period but if the child also dies during the said period, then, for the days up to and including the date of the death of the child. 5. CONDITIONS FOR CLAIMING BENEFITS Must actually work for 80 days in 12 months immediately preceding her date of Delivery. Should intimate the employer 7 weeks before her delivery date about the leave period. Can take advance payment for 6 week leave before delivery Can take payment for 6 week leave after child birth within 48 hours after submitting the proof. 6. PAYMENT IN CASE OF DEATH OF THE WOMAN If a woman entitled to maternity benefit or any other amount under this Act, dies before receiving such maternity benefit or amount, or where the employer is liable for maternity benefit , the employer shall pay such benefit or amount to the person nominated by the woman in the notice given and in case there is no such nominee, to her legal representative. 7. PAYMENT OF MEDICAL BONUS Every woman entitled to maternity benefit under this act shall also be entitled to receive from her employer a medical bonus of 25 rupees, if no pre-natal confinement and postnatal care is provided for by the employer free of charge. 8. LEAVE FOR MISCARRIAGE In case of miscarriage, a woman shall, on production of such proof as may be prescribed, be entitled to leave with wages at the rate of maternity benefit for a period of 6 weeks immediately following the day of her miscarriage. 9. LEAVE FOR ILLNESS ARISING OUT OF PREGNANCY, DELIVERY, PREMATURE BIRTH OF CHILD, OR MISCARRIAGE A woman suffering illness arising out of pregnancy, delivery, premature birth of child or miscarriage shall, on production of such proof as may be prescribed, be entitled in addition to the period of absence allowed to her under section 6, or, as the case may be, under section 9, to leave with wages at the rate of maternity benefit for a maximum period of 1 month. 10. NURSING BREAKS Every woman delivered of a child who returns to duty after such delivery shall, in addition to the interval for rest allowed to her, be allowed in the course of her daily work 2 breaks of the prescribed duration for nursing the child until the child attains the age of 15 months. 11. DISMISSAL DURING ABSENSE OR PREGNANCY (1) Where a woman absents herself from work in accordance with the provisions of this Act, it shall be unlawful for her employer to discharge or dismiss her during or on account of such absence or to give notice of discharge or dismissal on such a day that the notice will expire during such absence, or to vary to her disadvantage any of the conditions of her service. 2) (a) The discharge or dismissal of a woman at any time during her pregnancy, if the woman but for such discharge of dismissal would have been entitled to maternity benefit or medical bonus referred to in section 8, shall not have the effect of depriving her of the maternity benefit or medical bonus: Pro vided that where the dismissal is for any prescribed gross misconduct the employer may, by order in writing communicated to the woman, deprive her of the maternity benefit or medical bonus or both. (b) Any woman deprived of maternity benefit or medical bonus or both may, within sixty days from the date on which the order of such deprivation is communicated to her, appeal to such authority as may be prescribed, and the decision of that authority on such appeal, whether the woman should or should not be deprived of maternity benefits or medical bonus or both, shall be final. (c) Nothing contained in this sub-section shall affect the provisions contained in subsection(1). 12. NO DEDUCTION OF WAGES IN CERTAIN CASES No deduction from the normal and usual daily wages of a woman entitled to maternity benefit under the provisions of this Act shall be made by reason only of – (a) the nature of work assigned to her by virtue of the provisions contained in subsection (3) of section 4 : or (b) breaks for nursing the child allowed to her under the provisions of section 11. 13. APPOINTMENT OF INSPECTORS The appropriate Government may, by notification in the Official Gazette, appoint such officers as it thinks fit to by Inspectors for the purposes of this Act and may define the local limits of the jurisdiction within which they shall exercise their function under this Act. 14. POWERS AND DUTIES OF INSPECTORS An Inspector may, subject to such restrictions or conditions as may be prescribed, exercise all or any of the following powers, namely: (a) enter at all reasonable times with such assistants, if any, being persons in the service of the Government or any local or other public authority as he thinks fit, any premises or place where women are employed or work is given to them in an establishment, for the purposes or examining any registers, records and notices required to be kept or exhibited by or under this Act and require their production for inspection; (b) examine any person whom he finds in any premises or place and who, he has reasonable cause to believe, is employed in the establishment: Provided that no person shall be compelled under this section to answer any question or give any evidence tending to incriminate himself: (c) require the employer to give information regarding the names and addresses of women employed, payments made to them, and applications or notices received from them under this Act; and (d) take copies of any registers and records or notices or any portions thereof. 15. POWER OF INSPECTOR TO DIRECT PAYMENTS TO BE MADE (1) Any woman claiming that maternity benefit or any other amount to which she is entitled under this Act and any person claiming that payment due under section 7 has been improperly withheld, may make a complaint to the inspector. 2) The Inspector may, of his own motion or on receipt of a complaint referred to in subsection (1), make an enquiry or cause an inquiry to be made and if satisfied that payment has been wrongfully withheld, may direct the payment to be made in accordance with his orders. (3) Any person aggrieved by the decision of the Inspector under sub-section (2) may, within thirty days from the date on which such decision is communicated to such person, appeal to the prescribed authority. (4) The decision of the prescribed authority where an appeal has been preferred to it under sub-section (3) or of the In spector where no such appeal has been preferred, shall be final. 5) Any amount payable under these sections shall be recoverable as an arrear of lane revenue. 16. FORFEITURE OF MATERNITY BENEFIT If a woman works in any establishment after she has been permitted by her employer to absent herself under the provisions of section 6 for any period during such authorized absence, he shall forfeit her claim to the maternity benefit for such period. 17. ABSTRACTS OF ACT AND RULES THERE UNDER TO BE EXHIBITED An abstract of the provisions of this Act and the rules made there under in the language or languages of the locality shall be exhibited in a conspicuous place by the employer in every part of the establishment in which women are employed. 18. REGISTERS, ETC. Every employer shall prepare and maintain such registers, records and muster-rolls and in such manner as may be prescribed. 19. PENALTY FOR CONTRAVENTION OF ACT BY EMPLOYERS If any employer contravenes the provisions of this Act or the rules made there under he shall be punishable with imprisonment which may extend to three months, or with fine which may extend to five hundred rupees, or with both; and where the contravention is of any provision regarding maternity benefit or regarding payment of any other amount and such maternity benefit or amount has not already been recovered, the court shall in addition recover such maternity benefit or amount as if it were a fine, and pay the same to the person entitled thereto. 20. PENALTY FOR OBSTRUCTING INSPECTOR Whoever fails to produce on demand by the Inspector any register or document in his custody kept in pursuance of this Act or the rules made there under or conceals or prevents any person from appearing before or being examined by an Inspector, shall be punishable with imprisonment which may extend to 3 months, or with fine which may extend to 500 rupees or with both. 21. PROTECTION OF ACTION TAKEN IN GOOD FAITH No suit, prosecution or other legal proceeding shall lie against any person for anything which is in good faith done or intended to be done in pursuance of this Act or of any rule or order made there under. 22. POWER OF CENTRAL GOVERNMENT TO GIVE DIRECTIONS The Central Government may give such directions as it may deem necessary to a State Government regarding the carrying into execution the provisions of this Act and the State Government shall comply with such directions. 23. EFFECT OF LAWS AND AGREEMENTS INCONSISTENT WITH THIS ACT (1) The provisions of this Act shall have effect notwithstanding anything inconsistent therewith contained in any other law or in the terms of any award, agreement or contract of service, whether made before or after the coming into force of this Act: Provided that where under any such award, agreement, contract of service or otherwise, a woman is entitled to benefits in respect of any matter which are more favourable to her than those to which she would be entitled under this Act, the woman shall continue to be entitled to the more favourable benefits in respect of that matter, notwithstanding that she is entitled to receive benefit in respect of other matters under this Act. (2) Nothing contained in this Act shall be construed to preclude a woman from entering into an agreement with her employer for granting her rights or privileges in respect of any matter, which are more favourable to her than those to which she would be en titled under this Act. QUESTIONS Thank You!!!