Essay on The Dannon Company and Corporate Social...

Introduction Late in 2009, The Dannon Company (Dannon) had a dilemma in whether to make public their long-standing Corporate Social Responsibility efforts. Dannon after sixty-seven years of enter the U.S. market was on the verge of becoming the U.S. domestic market yogurt leader. To help achieve this Dannon’s senior director of public relations, Michael Neuwirth was contemplating how their corporate values and long-standing Corporate Social Responsibility would be able to assist Dannon achieving the leader as the U.S. domestic yogurt producer (Marquis, Shah, Tolleson, Thomason, 2011). Danone is a yogurt company, which was founded by Carasso’s father, Isaac Carasso in Barcelona, Spain, in 1919. Danone first introduced an innovated†¦show more content†¦At this time Dannon had 17 product categories growth expected to continue. Dannon used the 1980s and 1990s as an innovation period (Marquis, et al., 2011). During this time, Dannon capitalized on the Federal D rug Administration’s approval of aspartame, which led to â€Å"Dannon Light† (Marquis, et al., 2011). In addition, during that period, Dannon entered the children’s sector of the market and with the innovation of premium yogurt Dannon entered the desert market sector. In 1994, after Danone’s strategic reorientation, Danone centered their products on health and Dannon’s product innovations became centered on health benefits (Marquis, et al., 2011). Dannon has now grown into a company that is headquartered in White Plains, New York, Dannon manufactures their products in Minister, Ohio, Fort Worth, Texas, West Jordan, Utah, and Portland, Oregon employing more than 1300 people (Sustainable Development Overview, 2011). Dannon produces and sells more than 100 different types dairy-based products (Sustainable Development Overview, 2011). Following closely in the footsteps of its parent company, Dannon actively maintains a high level of commitment to C orporate Social Responsibility (Marquis, Pooja, Tolleson, Thomason, 2011). According to the â€Å"2011 Sustainable Development Overview† report, â€Å"Innovation continues to drive Dannon as we look for new ways to incorporate both economic and social objectives in our daily activities† (SustainableShow MoreRelatedThe Dannon Company830 Words   |  4 PagesTHE DANNON COMPANY: MARKETING AND CORPORATE SOCIAL RESPONSIBILITY (A) Question 1) Should Dannon proactively communicate its CSR activities to the public? Discuss pros and cons of your decision. Answer: Dannon should not communicate its CSR activities to the public. Dannon and Yoplait are the two leading company in US with Yoplait have 35.4% market share and Dannon is second with 28.9% market share. Dannon is not tooRead MoreDannon Case Study Essay2154 Words   |  9 Pagesï » ¿ Steven Wallace Case Study #3: The Dannon Company Southern New Hamphire University Due May 19, 2013 Introduction Danone, Dannon’s parent company, was one of the largest health-focused food companies in the world. Danone traced its heritage back to 1919 in Barcelona, Spain, when Isaac Carasso wanted to create yogurt with inherent health benefits. Through the years and different lines of succession, Danone continued to grow, but never lost itsRead MoreCase Study: The Dannon Company2861 Words   |  12 Pagesï » ¿ CASE STUDY #3: THE DANNON COMPANY Southern New Hampshire University Introduction According to The History of Danone (2009), Isaac Carasso was inspired by the research of Elie Metchnikof, and in 1919 he began using ferments from the Pasteur Institute to manufacture yogurts to sell on prescription to pharmacies in Barcelona, Spain. Carasso began this work, because he saw an opportunity to help the number of children suffering from intestinal disorders, due the lackRead MoreA Dannon Csr Case Study2865 Words   |  12 PagesCase Study: The Dannon Company Teresa P. Cambare Southern New Hampshire University OL-690 X3474 Responsible Corp Leadership Term [pic] 13TW3 Case Study: The Dannon Company The Dannon Company is a subsidiary of Danone whose heritage dates back to 1919 and founded by Isaac Carasso in Spain. When Carasso immigrated into the United States in 1942, he established Dannon Milk Products, Inc. in New York, changing Danone into â€Å"Dannon† to make the name sound more AmericanRead MoreBenefits And Risks Of Communicating Dannon s Csr At The Public Forum On A Larger Scale2540 Words   |  11 PagesIntroduction The Dannon Company is a story of company that did not know what to do with itself. The company wanted to promote its corporate social responsibility (CSR), but did not know how or where to do so. Question arose on whether or not the company wanted to promote CSR communications. Dannon s management team was at a precipice, but how should the company get across? Michael Neuwirth, senior director of public relations for Dannon, was considering what part the company s CSR could actRead MoreDannon Case Analysis Essay2115 Words   |  9 PagesDannon Case Study Analysis 2013 Dannon Case Study Analysis 2013 CONTENTS EXECUTIVE SUMMARY 2 PROBLEM STATEMENT 3 DATA ANALYSIS 3 KEY DECISION CRITERIA 4 ALTERNATIVE ANALYSIS 4 RECOMMENDATIONS 6 ACTION AND IMPLEMENTATION PLAN 8 Executive Summary In 2007 and 2008, Dannon, the #2 yogurt provider, was losing valuable market share to its top competitor Yoplait. Despite the growth opportunity in the domestic U.S. yogurtRead MoreThe Expectations Of What Businesses Should Be Responsible1861 Words   |  8 Pagesconsumer’s social awareness has grown. For many businesses, especially those in the United States, change in their approach to corporate social responsibility (CSR) is necessary in order to satisfy customers and to stay competitive. Dannon should communicate to consumers about its Corporate Social Responsibility initiatives because the benefits of communicating far outweigh the risks. The European Union has a history of holding companies to a higher CSR standard which non-US corporate (Danone) requiresRead MoreIntroduction Of Chobani Greek Yogurt2451 Words   |  10 Pages(Ulukaya, 2013). Therefore, Hamdi founded Chobani with the goals of making socially responsible, delicious, and healthy yogurt accessible to all , regardless of income or location (Cleveland, 2013). Their ideal is that â€Å"every food maker has the responsibility to provide people with better options†, and Hamdi insists; â€Å"if we can’t do it better, we don’t do it at all† (Chobani). Chobani believes that producers are directly responsible for impacting the environment and local communities. Therefore, theyRead MoreNestle Swot Analysis1652 Words   |  7 PagesOpportunities and Threats. SWOT analysis on nestle About organization Nestle is the world largest leading food and nutrition producing and processing company. Nestle have business with almost all country around the world. In the food and nutrition sector nestle is the market leader. Year 1960, Henri Nestlà ©s starts to establish a company that can produce good healthy food and nutrition for the children and their mother. (history, nestle.com).Nestle is a strategy focused organization. When itRead MoreCyber Security And The Digital Age1457 Words   |  6 PagesInternet (Philippens, 2013). The development of Internet provides great convenience for the companies and consumers, such as e-commerce and social networking. Meanwhile, it poses certain risks to some extent, such as leakage of corporate secrets and personal privacy. Thus, multinational companies should find their ways to respond to the problem of cyber security in the digital age. Perspective of multinational companies According to Hansen and Nissenbaum (2009), Threats to cyber security arise from the

Essay My Teacher is my Muse - 1453 Words

So I took the class because there was nothing else offered that semester that seemed even remotely interesting. My choices were slim. I mean it was Advanced Latin for Geeks, Bowling for Advanced Dorks, or this: The Creative Self. Even though I had always looked upon poetry as a non-serious art, a flaky girly thing to do, I had done my fair share of writing, mostly put into teenage angst ridden song lyrics, but still, how different could this be--I could probably just use my old songs and hand them in as new poetry. It was senior year in High School, and frankly, I was sick of being part of this innovative new humanities based school where everyone was almost too bright for me. I just wanted at least on easy class, and this sounded like the†¦show more content†¦And I poured my heart out into this poem, and not once did she make me recognize the fact that I supposedly hated to do this--writing, schoolwork; she had a way of making us all forget that we were â€Å"doing workâ⠂¬ . And anyway, so I poured my heart out into this poem, and I thought this was the best poem ever, and I thought I would win the Pulitzer prize---and I had used every clichà © in the book. Hold on, clichà ©? What’s clichà ©? â€Å"But, Ms. R, these are my emotions, literally flowing out of my heart onto the page, withholding my innermost deepest passions and desires.† She didn’t buy it--Thank God! â€Å"Stella, work outside what you already know, use a metaphor that you’ve never heard before, don’t use the word passion or desire or love or heart or caress or ...........† I didn’t get it, poetry without heart? So I redid the assignment, as a matter of fact, we all did. Because we were all 17, and we all were at a point in our lives where we hadn’t yet realized that clichà © was a dirty word. The weeks went by, and we were all enamored by the course, and enamored by Ms. R. She was this kind, nurturing inspirational mother who had free verse orgies in the classroom and said it was okay to use fuck in your short story if that’s the word you felt really worked. She let us write about what we wanted to write about but always gave us an assignment, â€Å"Just in case we needed a push.† And she encouraged and praised honest writing, and didn’t always demand you needed, â€Å"a thesis, and 3Show MoreRelatedSummary Of Emily s Pov 823 Words   |  4 Pagesthere was a new kid coming today maybe he can help Dan, maybe he can make him feel loved again. Phil’s POV I walk in with my heart rate skyrocketing, and stomach is churning. It’s a new start to my sophomore year. That is what I need, a place where no one knows me or what I have done. I walk into the office to get my locker number and schedule. â€Å"Hi, I, uh am here for my schedule.† The lady at the desk gave me a strange look â€Å"Oh you’re the new kid Philip right?†. I nodded, I hate when people callRead MoreFinding Oneself1248 Words   |  5 Pagesï » ¿Finding my muse, finding myself It is through art, and through art only, that we can realize our perfection ---Oscar Wilde When I was a small child, I was extremely shy. I had to be coaxed to raise my voice in the presence of others. The only time I felt confident was when I was by myself with a handful of crayons in my hand, bent over a piece of paper. While all children love to create art, for me art was more than a way to pass the time. It was a form of self-expression. When I was happy, IRead MoreWhat Type Of Literacy Instruction Do You Use?1593 Words   |  7 Pagesnext year, I have students in my class that would not be able to handle a change like that in the middle of the year) are moving to using the app class dojo as a positive behavior incentive. Check it out, it has an app version and computer version that is very incentivizing and allows for a lot of involvement with parents. It can be set so each time a point is given or taken away an email is sent immediately to the parents explaining why which is very helpful. My kids get tickets based on theRead MoreA Study On Milgram s On Ethics Ess ay1601 Words   |  7 Pages Upon researching Milgram’s study more in depth and weighing the opinions of those who feel it is an ethical study versus those in opposition I add my opinion to those who feel the experiment was an unethical practice. This paper will explain more of why I feel this way. I will also provide four peer reviewed sources supporting my argument. The first reason I find it to be unethical is because of the ways in which subjects were lured into participating in the study. Certain people couldRead More Philosophy of Education Essay1101 Words   |  5 Pagessupreme art of the teacher to awaken joy in creative expression and knowledge. -Albert Einstein Tell me, and I’ll forget. Show me, and I’ll remember. Involve me, and I’ll learn. -Marla Jones The two quotes that I have listed above can in essence describe my feelings on education and teaching. For me teaching is sharing a passion not only for learning, but also for the material you are teaching. My passion happens to be English, and to me that means allowing my students to read somethingRead MoreHigh School Advertising Teacher : An Application Letter, And Schedule An Interview1149 Words   |  5 Pagesâ€Å"Just try it. It couldn’t hurt to try,† my high-school advertising teacher constantly reminded me. Mrs. Panarelli wanted me to apply for a scholarship given by the business department in my school. I thought about all the other applicants; I had no chance whatsoever. I decided to express my feelings to her. In doing so I noticed a solemn look come across her face. I asked her what was wrong, and she said, â€Å"I don’t want you to be intimidated by the other students, their averages, or their SAT scores;Read MoreDo Schools Kill Creativity?9 79 Words   |  4 Pageshappiness. Only the person who has vitality has creativity. That is the law can’t be violated. The reason why less people can become a leading creator is education. Every parents send their children to school in order to get better education. They think teacher can find children talent, and explore ability. However, they can’t! In the video â€Å"do schools kill creativity?† presented by Ken Robinson. He argues that school need to focus on creativity which the education system should be focusing on instead ofRead MoreWhen Art Imitates Art757 Words   |  3 Pagesthe hand of the narrator, Mr. Lockwood. o â€Å"For Whom the Bell Tolls† by Metallica was inspired by Ernest Hemingway’s novel of the same name. The novel deals with the Spanish Civil War and the warfare is described in the song. o â€Å"The Smallprint† by Muse, a song from the perspective of the Devil talking to a person selling their soul to him because of greed, is based on the story of Doctor Faustus, a person who sells his soul to the Devil to gain unlimited knowledge and all the worldly pleasures. oRead MoreMy Story Of The School Year Of 2010-20111247 Words   |  5 PagesMy story begins in the school year of 2010-2011. I was a fifth grader, eleven years of age, at Santa Fe 5/6 Center. As per requirements we had to take a music class, and I knew that I could not sing, so an instrument it was. Most of that year I spent experimenting with wind and string instruments to find out if I belonged in band or orchestra. I was never really interested in any of the wind instrument so I atleast knew I was going to be in orchestra. The year ended with me being skeptical to ifRead MoreCreativity And Inspiration1152 Words   |  5 Pagesallowed me to flex my creative muscle, except write. Stories of any kind intrigued me in particular. If I read a book, I would be so completely absorbed into the story line that I felt as if I were part of the story. I liked to repeat these stories to my friends and watch their faces as they lit up in wonder. When I wasn’t telling them a story, I wa s coming up with an elaborate adventure for us to act out. These acts of creativity and inspiration never seemed to make their way into my school work no

A Brief Analysis of Reverse Discrimination Free Essays

Racial discrimination is defined as unfavorable treatment, or having fine judgement or taste against a distinct race or minority. It is an epidemic that has been occurring for hundreds of years. Throughout different time periods people have been discerning others because of physical characteristics uncommon to each other. We will write a custom essay sample on A Brief Analysis of Reverse Discrimination or any similar topic only for you Order Now In 1607, English colonists in Jamestown, Virginia, became the first Americans to bring African slaves to the New World thus beginning hundreds of years of discrimination. There have been many improvements in the area of racial discrimination through laws and personal views, but racism still exists, and probably will for many years to come. In the workplace racial discrimination is so prevalent that there is one whole title in the Civil Rights Act of 1964 specifically dedicated to quelling this issue. The problem today is deciding where to draw the fine line between racial discrimination and making a choice for the better of your business, and when that line is crossed. But racial discrimination effects people other than those being directly discriminated. By definition, racial discrimination is due to a bias against minorities. But there is another form of discrimination – that of reverse discrimination. In this case it isn’t the minority that is being discriminated against, it is the white man. Obviously both forms of biased views are, in simplest form, still discrimination, but reverse discrimination is sometimes not thought of as a serious problem and is an issue that must be addressed. Civil Rights legislature has made major strides in establishing equal rights in the work place but as minorities gain civil rights the issue of reverse discrimination becomes a problem. Before we can take a look at reverse discrimination, we must first look at the laws that establish our basic civil rights. There are two main pieces of legislature that frame these basic civil rights. They are the Fourteenth Amendment of the constitution and the C! The Fourteenth Amendment was ratified on July 9, 1868, and is one of the most important legal weaponS in Black America’s struggle for equality (Davis, 11). Section 1 of the Fourteenth Amendment declares that † No state shall make or enforce any law which shall abridge the privileges or immunities of citizens of the United States; nor shall any State deprive any person of life, liberty, or property, without due process of law; nor deny to any person within its jurisdiction the equal protection of the laws† (Bagley A-6). The basic meaning of the amendment is that people are equally entitled to fundamental rights (Schwartz, 100). Its intention was for the individual to possess basic civil rights and to describe how he is affected by basic agencies of the states. In theory the â€Å"people† of the United States were now whites and minorities, and everyone should enjoy freedom equally (101). The Fourteenth amendment did have its shortcomings though. The way it was designed, lent itself to work on a state level rather than a federal level (Loevy 7). This meant that the federal government didn’t have as much power as the individual states in enforcing the law and therefore allowed for discrimination by private citizens. There was the notion of a â€Å"free white jury that will never convict† (8). White southerners knew that a jury of their peers would never convict them for crimes such as murder, lynching, and blatant discrimination. It became routine that whites had their free will to personally enforce racial segregation. The first landmark case in the fight for racial integration and equality was Plessy v. Ferguson. In this case a railroad attendant refused to provide a sleeping car for an African American. It went to court under the fourteenth amendment and the Supreme Court eventually ruled that segregation of blacks and whites was constitutionally legitimate as long as the accommodations for each were equal. Separate but Equal† was now precedent and the fight for equality had won its first battle. This verdict soon came into question though when the notion of racial segregation in public schools was taken to court. Brown v. Board of education was probably one of the biggest landmark decisions in the fight for equal rights. The Supreme Court ruled that â€Å"separate but equal† was by definition – unequal. The court stated that segregation in public schools was unconstitutional and also implied that all forms of segregation were illegal (Loevy 17). Although this decision implied that segregation was illegal it did little to enforce the idea. There was still an opposition to integration that held the equal rights movement back. It was seen that there was a need for firm legislation that would not only lay down terms for equal rights but be able to enforce them too. From 1866 to 1965 there were six Civil Rights Acts passed through congress. By far the most far-reaching Act was the Civil Rights Act of 1964 . It consisted of eleven titles and of those eleven; there was one that directly impacted discrimination in the workplace. Forty percent of all median income differences between black and white workers is the result of employment and occupation discrimination (Bell 717). Title VII forbids discrimination by employers (Karst 284) and makes it unlawful to even ask a prospective employee any information about race, color, gender, religion, or national origin (Zigarelli 2). The agency that enforces Title VII is the EEOC (Equal Employment Opportunity Commission). Since the creation of the Civil Rights Act of 1964, Title VII has been the source of more litigation than any other titles in the act (Karst 285). The Civil Rights Act of 1964 was indeed firm legislation that did in fact protect the civil rights of Americans, but with the legislative laws of the act also came a host of Common Laws. When a judge makes a decision in court, that decision is said to create a precedent. If a similar case comes to court the precedent will be what is followed when making that decision, and the precedent, although not a legislated law, becomes in affect, a law – or Common Law (Zigarelli 11). Now the citizens of the United States had a strong backing to achieve racial equality. But what happens when the system that is in place to provide these rights actually does the opposite and allows for discrimination of another group other than the minority. Reverse discrimination in the workplace is defined as preferential treatment for minority group members in that workplace (Goldman 4). It can be either giving special treatment in considering an applicant for employment or in considering an employee for promotion or termination. Some of the ways that reverse discrimination is introduced is by the use of quotas, percentages, and set-asides. In an effort to speed up the process of racial integration in our society, the government put forth these certain employment policies. Quotas and percentages are held to encourage minority hiring while also keeping with the existing workplace standards (Goldman 22). The idea is that if the percentage of minority employees working at an establishment is radically lower than the percentage of non-minority employees it is probably because of past discrimination. A quota is established to raise these numbers and create a racially equal working environment. In its basic form a quota is intended to be a goal the company wishes to achieve to be more of an equal opportunity employer. The problem that arises with this type of policy is that it becomes very easy to instead of hiring minority workers based on their competence and skill level, just say â€Å"The next certain n! umber of minorities that apply for the job I’ll hire regardless of how skilled they are or how skilled their non-minority competition is. † It becomes a case of white man applying for a job, and his race, not his credentials being the reason for not hiring him (Baer 135); therefore loosing the job to a less qualified minority simply because the company wanted to correct for its past discrimination practices. In January 1972 the NAACP sued the Alabama state police because they had one of the least racially integrated police organizations in the country. The court ordered them to integrate their organization by hiring one African American police man for every white one until they possessed a 25 percent minority work-force (Urofsky 19). Court orders were followed and twelve years later the Alabama state police had one of the most integrated police forces in the south. Obviously the policy worked in integrating their organization but what would happen if a more qualified white man applied for the job and was rejected only because he was white? Is there any difference between the discrimination of African Americans and the discrimination of whites simply because an organization is trying to erase past prejudices? There is a belief that compensation should be made for wrongs done and that there is a need to improve the economic status of minorities, but by making special treatment for some, it is inevitable that others are discriminated against (Fullinwider 2-5). The only thing that is accomplished by these reverse discrimination practices is that the injustice is merely shifted from one group to another (Urofsky 30) rather than working on a solution to abolish it . Alan Goldman, author of Justice and Reverse Discrimination states that strict quotas for raising the percentages of blacks will, unless carefully controlled, result in the decrease of competency standards (22). The reason for this decrease, is that the employer can much more easily resort to hiring less qualified minority workers than properly screening the competency of all people that apply, thus lowering that standard. Quotas also have another drawback. While minorities have long been discriminated against as groups, the process of installing a quota discriminates against non-minorities as individuals (Urofsky 29). Most people believe that African Americans as a group do deserve some sort of compensatory treatment for past prejudices against them (Fullinwider 58). But preferential hiring does not accomplish this. It only benefits individuals and does nothing to further the racial acceptance of that group. The concept of Equal Opportunity in America creates another problem with preferential hiring. As plainly as it can be stated, Equal Opportunity, is a concept that should lend opportunities to all races equally. But since the conception of quotas and preferential hiring, Equal Opportunity has taken on a somewhat different meaning. It now seems to mean; instead of an equal opportunity for all, if one is a minority he will sometimes receive better treatment than a non-minority. Robert Fullinwider in his book The Reverse Discrimination Controversy goes so far to state that preferential hiring is unconstitutional because it violates the â€Å"principle of equal opportunity† (23). Now certainly there is no â€Å"principle of equal opportunity† in the constitution itself, but Fullinwider puts forth the idea that equal opportunity is analogous to the constitutional right of a fair trial or even of free speech. When thought of this way it is easy to contend that there is in fact a â€Å"princi! ple of equal opportunity† that is somewhat similar to a constitutional right. In a simpler form it can be stated that preferential treatment to minorities can be considered if not unjust, at least unfair because it allows minorities to achieve less, and still be just as competitive as non-minorities (Fullinwider 21). It is interesting to note that while Title VII of the Civil Rights Act of 1964 is the main piece of legislature that frames our civil rights, it is also the main framework for allowing reverse discrimination. Section 706(g) essentially gives the court power to order preferential treatment if the accused employer â€Å"has intentionally engaged in an unlawful employment practice charged in the complaint. † The statement: â€Å"which may include but is not limited to, reinstatement or hiring of employees †¦ or any other equitable relief as the court deems appropriate,† is basically the court’s right to impose any type of preferential treatment it sees as being necessary. It becomes more confusing to note that section 703(a) and (j) seem to give an opposite opinion of preferential hiring. 703(j) even goes so far as to state the following: Nothing contained in this title shall be interpreted to require any employer †¦ to grant preferential treatment to any individual or any group (Fullinwider 125). It seems to be an odd complement of ideas to be put together in the same Title. On one hand you have a part of the Title that states that the decision is up to the judgement of the court and on the other hand you have another section that states that it is actually not up to the court to decide – it is simply wrong. Fullinwider gives an explanation for this. He states that the two different sections can be thought of as two different rules that will be interpreted differently. Depending on the situation the court is given the power to propagate whatever remedy will work best. All the previously mentioned terms such as preferential hiring, quotas, and set asides are all part of a whole known as Affirmative Action. This plan undertaken by Lyndon B. Johnson as an extension of Kennedy’s civil rights campaign was a series of steps made to overcome the present effects of past discrimination (â€Å"Affirmative Action† 241). Although the plan accomplished great strides for minorities it also gave rise to the issue of Reverse Discrimination. And while it did advance minorities it left behind one major idea. The whole concept of discrimination comes not directly from the fact that minorities are held back physically or economically in society. It comes from the idea that we live in a race-conscious society where minorities are sometimes thought of as being a part of a lower economic standard. Critics of Affirmative Action do not see it as being a way for minorities to become more equal in society because with Affirmative Action comes the unending belief th! at ultimately, there is such a thing as race. If we are to overcome racism we must first learn that there is no such thing as race – there are only people. Affirmative Action is therefore thought of as simply another way for America to become an even more race-conscious society, thus keeping minorities from progressing. A good way to further understand the intricacies of Reverse discrimination is to look at specific cases where the policies of preferential hiring, quotas, set asides were put to the test. The first case will explore the rights of a man who was working for ten years and finally had to sue his employer to get a promotion. His name is Joseph Ray Terry and he has been a civil rights attorney at the EEOC for more than ten years. It has been said that workers should roughly be represented proportionally with their numbers in the general population but fifty percent of the white-collar jobs at the EEOC are held by blacks, who make up less than ten percent of the civilian workforce. Terry decided to sue and in 1996, the U. S. district judge of Memphis Jon McCalla ruled that the EEOC violated the laws that it was supposed to defend. Over his career, Terry was overlooked for a promotion more than ten times, and the jobs were given to less qualified minorities. In 1987, the EEOC ha! d 21 district directors; 19 minority, and 2 white. Terry had the credentials; education, experience and high-level government training but he still didn’t get the job. One minority who was appointed over him didn’t even have a high school diploma and most of the minorities appointed over him had little, if any of the qualifications that he had. The judge ordered the EEOC to pay $150,000 in damages, $8,000 in stress, and ordered him to be given the position of deputy general counsel, and entitled him to back pay. In this case it can clearly be seen that quotas and preferential hiring, while advancing many minorities, did hold back a perfectly capable white man from a promotion he deserved. The next similar example is of a female denied a position because of a less qualified minority. Patricia Steffes, a forty-six year old white female was awarded 2. 6 million dollars by federal jury on Wednesday May 6th, 1999. In this reverse discrimination case she was denied a management position in favor of a less qualified black man. Pepsi claims she lacked sales in front line management experience. Steffes had worked her way up the corporate ladder from payroll clerk to a $73,000 a year management position when she applied for a higher position. She started at the age of eighteen in 1972, following in the footsteps of her father and other relatives. Steffes was promised the next promotion opportunity, which opened in Lansing, Michigan. Even though she happened to be well qualified for it, a black employee got the job. Pepsi was ranked by Fortune Magazine as one of the â€Å"Top 50 Best Places for Minorities to work† and reserved 285 million dollars of its budget for minority and women owned businesses. The recent 2. 3 billion dollar IPO was handled by a minority owned! firm. Two of the top eighteen paid employees are minorities and twenty five percent of the entire workforce is comprised of minorities while thirty six percent of their hires in 1998 were minorities according to Fortune Magazine. In Steffes case, a minority held the job initially and when the word got out that Steffes might get hired, other minority employees complained and another less qualified black male got the job. Steffes wrote a letter to the EEOC and senior executive at Pepsi with no response. She then mailed a letter to Mr. Charles Stamper, the Supervisor at Pepsi. The officials weren’t pleased so they put Steffes in their process called â€Å"developmental feedback† which is designed to improve an employees job performance. It resulted in Pepsi offering Steffes a transfer to a different facility on a â€Å"take it or leave it† basis. Steffes rejected it and took a leave of absence as advised by her doctor due to stress. She returned to work in September and supervisors allegedly ignored her. She was then ordered to train another black man who was being promoted to a job similar to the one she didn’t receive. Steffes quit that day. One can see this is a case of blatant discrimination against a perfectly qualified white female. In the next case we will finally look at the concept of the set-aside. In the case FayComm v. US Small Business Administration a set-aside – designed to leave a certain number of contracts for minority firms to claim, ultimately was the cause of lengthy court battles and FayComm’s loss of a contract they deserved. FayComm was a promising but small video production company. They had been working with FEMA for many years when a new (and expensive) contract came up to bid. FayComm bid on the job but was told that it was going to be given to a minority firm. Apparently the US Small Business Administration had taken the matter out of FEMA’s hands and given it to the minority, so FayComm sued for the right to bid fairly and competitively. The issue here is the idea of the set-aside. It is practice in some businesses to take a certain number of contracts and set them aside to give to minorities. This serves two purposes. One is to satisfy Affirmative Action supporters, and the other is to skip the time consuming process of bidding for the contracts by simply â€Å"giving† it away to the minority. The problem arises in the fact that the contract is usually given to the minority regardless of its qualifications. In one hearing on this matter the judge was quoted as saying: â€Å"You mean to tell me that if the ‘minority firm’ can demonstrate that it is not competent to do the work, and therefore cannot win the award in open, competitive bidding, then the lack of competence qualifies them to be given the contract? Apparently that’s how the idea of set-asides is written. To this day FayComm is still in business but never was given a chance to bid on the job. These cases clearly show that Reverse Discrimination is a serious issue in American Society. Through the use of preferential hiring, quotas, and set-asides the government while trying to end discrimination, only succeeded in creating more discrimination. It is obvious that there is a need for some kind of solution to stop all discrimination. Though this paper was not written to solve discrimination, only analyze it, we will offer this final thought. It became increasingly evident to us that the reason for discrimination in the first place is because humans have this preconceived notion that for some reason, all people are not equal. No matter what the Constitution states or what laws are passed this idea seems to be engrained so deeply that it is quite difficult to overcome. How to cite A Brief Analysis of Reverse Discrimination, Essay examples

Commitment Compensation Practices and Employee †Free Samples

Question: Discuss about the Commitment Compensation Practices and Employee. Answer: Introduction Uniqlo is a Japanese company. It was founded in year 1949 in Ube,Yamaguchi, Japan. It turned into wholly owned subsidiary of Fast retailing company since November 2005. The company deals in clothes apparel sector. The companys headquarters are at Minato, Tokio. Today the company deals in various markets across the globe. Today the company has over 1000 stores and emerged as a global brand. The company is constantly committed to bring about a change, diversity and challenging the conventions. The research and development centres of the company constantly invest to know about the different fashions of the world, lifestyles and materials. The company always tries to hire designers who have the capability to change the world. The company increases its sales by doing promotional campaigns for the major products each season. Uniqlo team has different cultures at different places across the globe but the aim of every team is same that is to provide truly great products (Uniqlo, 2017). The c ompany human resource practices effectively designed to maintain a balance between organisational goals and individual goals. This report studies in detail two international human resource functions recruitment selection and rewards and compensation. These functions are studied in consideration with Japan as home country and Malaysia as host country. It also analyses human resource practices and policies of the firm including the global human resource strategy and the ways to manage the workforce overseas. International recruitment and selection Recruitment involves allowing attracting pool of talent to the company and selection is choosing the best suited option from available alternatives. Both recruitment and selection come under the function of staffing (Armstrong and Taylor 2014). Staffing is one of the most important concerns for every organisation. In the multinational organisation the problem is more complex. The firm has to decide whether to recruit locally or from some foreign subsidiary. According to Dowling (2008), international staffing is based on four approaches that are ethnocentric, polycentric, regiocentric and geocentric. The approach adopted by firm determines the recruitment and selection criteria for the firm. Uniqlo has recently changes its recruitment and selection strategy for home country Japan. In 2011 December the company replaced its conventional style of recruitment. The companys new recruitment procedure was enforced from year 2013. This new procedure invited fresh graduates as well as mid- carrier professionals. The procedure is open for the people of every nationality. The change from conventional style to modern style basically focuses on the needs of the individual rather than just the aims of company. Uniqlo has now kept the procedure more transparent and gives ample of time to the individuals to figure out and make decisions about their carrier goals. The company will prefer those candidates for selection who share companys vision of changing the world (Japan today, 2011). The company is also focused towards providing internships. The company believes that internships are an effective way of training the students. The students who will successfully complete their will receiv e Uniqlo passports. This passport will help the students to skip the final interview procedure Japan (Fastretailing, 2011). The major reason why the company has widened its approach towards recruitment and selection is the need for diversity. The company wants talented workforce from everywhere that holds the potential for change should be the part of its workforce. The company has brought more transparency in the recruitment and selection procedure to give equal opportunity to everyone. The procedure of registering the application to work for the company includes three basic steps. These steps are pre entry, this entry and entry completed (Fastretailing, 2017). The recruitment in Malaysia is based on UMC. In the company UMC stands for Uniqlos manager candidates. The company aims to build up managerial candidates. The company exposes the candidates to all types of positions involving merchandising, local marketing, inventory management and different store operations (Fastretailing, 2017). The companys selection procedure for Malaysia involves the following steps: the initial screening and rejects few candidates whom the company finds inappropriate. In this session company imparts all the necessary information to the candidates about the organisation and type of work they are required to do. This is a test which involves some questions that has to be answered in the written format online. After the online test shortlisted candidates are called for the first round interview. After being selected in the first round interview candidates are called for the real job experience. Their performance is observed for two days. After been shortlisted on the basis of performance the candidates are then called for another round of interview. This is the final round for selection. Uniqlo in Malaysia recruits the candidates on the basis of their qualities. The basic qualities that company aspires for are strong leadership skills, the capability to inspire others by example, global thinking, passionate towards serving the customers, team player, maintains integrity, creativity and innovation, pays attention to microscopic details and result oriented. The job requirements for various posts in Malaysia are efficiency in speaking English and Bahasa Malaysia, bachelors degree, ability to relocate throughout Malaysia , flexibility to work in shifts and multi-tasking. Reward and Compensation Rewards can be defined as the extra benefit that a person gets for the extraordinary effort done by the employee. They are given to encourage voluntary participation (Aguinis, Joo, and Gottfredson 2013) Compensation involves entire package i.e. both monetary and non-monetary benefits that an employee receives for his regular job (Rubel and Kee, 2015). The basic objective of rewards and compensation is to attract and retain talented employees in the organisation. For international rewards and compensation firm can adopt two approaches. These approaches are going rate approach and balance sheet approach. In going rate approach the firm pays according to rates existing in the host country. In balance sheet concept the company pays to equate the living standard of emigrant to that in the home country. The company adopting this approach constantly needs to update its data regarding living cost and revise its compensation plan accordingly (Harzing and Pinnington, 2014). Uniqlo pays it employees well both in home and host country. In Japan the companys minimum wages for part- timers were around $15 hourly. Also the raises in the salary are very frequent in the company. The employees who perform really well are given hike in salary for about 2-3 times in a year. The company is also increasing the number of paid leaves (Moreshead, 2012). The company always aims to provide competitive salaries to employees throughout the globe to retain and attract competitive workforce in the organisation. The company never forgets to give employees equitable rewards and recognition to the employees for their extraordinary efforts. Evaluation of International Human Resource Management practices and procedures: Formation of any strategy for MNEs is challenging task because it involves issues such as difference in social values, moral standards, laws of the country and other institutional settings. Developing a global strategy is even more challenging because issues such as workforce diversity, labour standards and equal opportunities are also to be considered (Harzing and Pinnington, 2014). For the firms doing businesses in various countries it is very important to formulate a global human resource strategy because human resource leaders are responsible for managing the global talent across the nations (Alton, 2016). Few steps must be adopted to build an effective HRM strategy. These steps are as follows: The first and foremost step is to reduce favouritism for local nationals. Every employee should be equally treated. Identify your key activities and assign positions to people that hold responsibility to perform those tasks. Build a global database to know about the about the global talent that could cater you. Construct a mobility pyramid by knowing the willingness of managers to move to new locations. Build a database of managerial potential that your company holds. Identify the gaps in current skills and required skills of executives. Recruit on regular basis. Advertise your posts internally. Institute succession planning. Challenge and retain your talent. Uniqlo is a subsidiary of Fast Retailing. The Global human resource strategy of Fast Retailing group focuses on work force diversity. They consider human rights as priority in their strategy. The company makes efforts to ensure equal opportunity for all. The same can be seen in the selection and recruitment policy of the company. No partiality is seen for any particular group. The company aims to create healthy atmosphere for employees at workplace so that it can promote creativity and innovation in the organisation. The work environment also aims at creating work life balance for employees. The company also make sure that employees are credited for what they do. The global human resource strategy of the firm aims at creating a supportive environment for employees to retain them in the organisation. Manage their people overseas: Managing people overseas have to be done with much care. Company has to look for three Cs basically to manage staff overseas these Cs are common sense, courtesy and culture. The basic steps for the companies to effectively manage their overseas staff are get the basics right, do not over manage, plan direct communication, companywide communication, being sensitive to local cultures and effective problem solving (PM editorial, 2007). UNIQLO effectively manages its staff by valuing human rights and diversity. The company ensures that effective communication is maintained within the branch and with different offices when required. The company equally values the social and cultural beliefs of all the employees. It does special efforts for empowering womens with disabilities. The company always brings changes in its human resource system according to the diversity. The company also ensures well-being and safety of employees in the organisation. The company trains individuals to work better by organising regular training and development workshops. The company does every possible effort to solve the problems of employees as soon as possible. The workforce of th e company across different nations is effectively managed. Conclusion Following are the recommendations that can help Uniqlo to achieve better. One of the basic thing that company needs to is ensure transfer of knowledge among people from different cultures in the organisation. The next recommendation is to consider the strategic vision. The company has already started doing that but it needs to do more to link organisations strategy to the human resource strategy. The company needs to appoint local managers for different offices in different countries so that they can better understand the demands of situation in their native country. The next thing that company should focus on is conflict resolution and troubleshooting as quickly as possible. From the above report it can be concluded that Uniqlo is an organisation showing positive signs of growth and expansion. The company is expanding its businesses across different nations. It is a Japan based organisation and entered Malaysian markets in 2010. It also has operation in various other nations. The company focus on geocentric approach of staffing. It changed its conventional style of recruitment and selection few years ago in Japan. Now the recruitment procedure for both host and home country is more clear and transparent. The company has now opened the doors for people of all the nations. It welcomes freshly graduated students and people who have 2-3 years of experience. The company also follows fair reward and compensation system. The company offers competitive salaries to its employees. It ensures that employees are given rewards and recognition for their extraordinary efforts. The global human resource strategy of the company keeps diversity as the core value. The comp any takes good care of its employees. The company effectively manages its people in different nations. It believes on three key terms Communication, courtesy and consideration to effectively manage its workforce References Aguinis, H., Joo, H. and Gottfredson, R.K., 2013. What monetary rewards can and cannot do: How to show employees the money.Business Horizons,56(2), pp.241-249. Alton, L. 2016. Create a Global Human Resources Strategy, viewed on 20 August 2017 from https://www.adp.com/spark/articles/create-a-global-human-resources-strategy-7-960 Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Dowling, P., 2008.International human resource management: Managing people in a multinational context. Cengage Learning. Fast retailing, 2011. UNIQLO Adopts New Approach to Recruitment in Japan, viewed on 20 August 2017 https://www.fastretailing.com/eng/group/news/1112201700.html Fastretailing, 2017. WEB entry, viewed on 20 August 2017 from https://www.fastretailing.com/employment/ja/uniqlo/jp/career/regional/webentry.html Fastretailing, 2017. What is UMC, viewed on 20 August 2017 from https://www.fastretailing.com/employment/en/uniqlo/my/graduate/ Harzing, A.W., and Pinnington, A., 2014. International Human Resource Management. Sage. Japan today, 2011. UNIQLO adopts new approach to recruitment in Japan, viewed on 20 August 2017 https://japantoday.com/category/business/uniqlo-adopts-new-approach-to-recruitment-in-japan Moreshead, C., 2012. What Apple Could Learn From The Way Uniqlo Treats Its Staff, viewed on 20 August 2017 from https://www.businessinsider.com/what-apple-could-learn-from-the-way-uniqlo-treats-its-staff-2012-6?IR=T PM editorial, 2017. People management, viewed on 20 August 2017 from https://www2.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2013/01/29/howtomanagestaffonoverseasplacements-2007-04.aspx Rubel, M.R.B. and Kee, D.M.H., 2015. High Commitment Compensation Practices and Employee Turnover Intention: Mediating Role of Job Satisfaction.Mediterranean Journal of Social Sciences,6(6 S4), p.321. Uniqlo, 2017. Our story, viewed on 20 August 2017 from https://www.uniqlo.com/uk/en/company/about_uniqlo.html

American Express Company Analysis

American Express Company Analysis Introduction American Express Company (AmEX) is an American multinational company that offers financial services. The company headquarters are located at the Three World Financial Center in New York. The company was founded in 1850 with the company’s logo being adopted in 1958 and it has an image of a roman gladiator.Advertising We will write a custom research paper sample on American Express Company Analysis specifically for you for only $16.05 $11/page Learn More The logo is engraved on the company’s traveler’s cheques and charge cards. AmEx forms part of the Dow Jones industrial average that is made up of 30 components. It is renowned for its credit card, charge card, and travelers cheque businesses (Grossman, 1987). The cards offered by the company make up about 24% of the dollar transactions conducted via credit cards in the United States. The company has a rich history that has made it to be ranked as the 22nd most valuable brand i n the world. The brand has an estimated worth of approximately US $14.97 billion (Grossman, 1987). The company was founded as an express mail firm in Buffalo, New York as it was a merger between Henry Wells and William Fargo. The two owned Wells Company and Livingston, Fargo and Company respectively. Another party was John Warren Butterfield who previously owned Butterfield and Company. According to Grossman (1987), the first headquarter of the company was located in a building at the intersection of Jay Street and Hudson Street. Due to less competition, the company established itself as a monopoly in the market of express shipments. At that time, the company traded in goods, securities and currency in New York only. AmEx moved its headquarters in 1874 to 65 Broadway that was considered as a New York’s financial hub. The move was also facilitated by increase in operations that brought more funds to the company (Grossman, 1987).Advertising Looking for research paper o n business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More According to Grossman (1987), the company experienced tremendous growth in 1890 and 1891, which forced the company to construct a ten-storey building at the side of the previous headquarters near Hudson River. The company continued to grow and in the year 1903, it had managed to consolidate assets of approximately $ 28 million. This was one position behind the National City Bank of New York i.e. in financial services providers (Grossman, 1987). AmEx purchased Broadway buildings to acknowledge the new status. The proposed building of a new headquarters’ building followed this but the plan was shelved for some time. Products and Customers American Express is renowned for its three main cards named; Green, Gold and Platinum charge cards. Other types also exist in other countries. Co-branded cards are also available which serve airlines, hotels and normal retailers. F or the airlines, the cards include; Aerolineas Argentinas, Air Canada, British Airways, Delta Airlines and Virgin Atlantic (Grossman). In the hotel industry, the clients include; Hilton hotels, and Starwood Hotels Resorts. They are also applied to hotels worldwide. The other clients include Costco, Bloomingdales, and Lowe’s, among others. The company also has a product for young people referred to as Blue and Bluebird in conjunction with Wal-Mart. Employees American Express has over 2000 as per the year 2010. The turnover rate was approximated at 7%, which is a low average. Approximately 9% of part time employers and 16% of full time employees are said to have been there for over 20 years. This led to the company being ranked as one of the best places to work at by the CNN.Advertising We will write a custom research paper sample on American Express Company Analysis specifically for you for only $16.05 $11/page Learn More Data Management Human Relati ons Any data that is held in the human relations database is private data that should be treated under Data Protection Act (1998) and the Health Insurance Portability and Accountability Act (1996). The two Acts protect the privacy of people from the age of 12 to 18 years. Parents working for the company may give out their children’s information to the human relations for purposes of insurance. The information should therefore not be accessed by anyone outside the system except as required by the law (Williams 2007). The data kept in the system may include; the staffs marital status, number of children, health status of the staff and children, previous working records and current working terms. Stakeholders Access Unauthorized access to such data should be prohibited and adequate measures should be taken including use of strong passwords. However, some stakeholders may have unauthorized access to the information such as the company executives, managers and the staff to access their own profiles remotely via log in windows. However, they should not reveal the data to any other party not authorized to access the information. Logistics and Customer Relationship Enterprise System Data contained in the logistics system and customer relationship system is critical. Such data may include; state of running balances in the case of suppliers and debtors, location of the customers or suppliers, services delivered to the customers with the amounts paid, services or cards delivered by suppliers and the amounts paid, and complaints arising from all parties.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 The provisions of the Sarbanes-Oxley Act (2002) should regulate the financial information. That means that financial information contained in the databases of the two departments should be accurate and should be updated regularly to reflect the current financial position (Rezaee, 2012). Stakeholders Access The Act also allows access of the data by external auditors in addition to the legitimate persons with access. The auditor should have access to the data every time he is conducting an audit. The people with access to such data include; the company executives, management, and the suppliers and debtors should also be allowed to access individual information remotely through log in windows. Financial Enterprise System The financial department is the stronghold of any business. For a large company such as American Express, the data contained in the database should be strictly regulated and protected (Giachetti, 2007). The data to be kept include; the current financial status of the c ompany i.e. the position of assets and liabilities, capital balances, daily transactions recorded separately, money held by the companies on behalf of other parties, status of running balances, and other sensitive financial matters. The Sarbanes-Oxley Act (2002) should regulate the data contained in this section. The data should always be accurate and the system should allow real time updating of data i.e. if a debtor pays a debt; this transaction affects the value in the debtors account and the overall assets, therefore every figure in the affected columns should change upon payment. Stakeholders Access The controls in the system should contain controls that allow access by the auditor as required by the law. The other parties with access include; the company executives, the management and data entry officers. The executives and the management access the information for decision-making and financial planning (Giachetti, 2007). Operational, Business analytics and Intelligence At the operational, business analytics and intelligence, the data stored there should also be well guarded due to the sensitivity involved. The controls should comply with provisions of the HIPAA, FERPA and Sarbanes-Oxley. These departments hold wide range of data from financial to details about customers, employees and suppliers. The data held by these departments is vital for daily operations and also for determining how the company will react to changes in the environment. Stakeholders Access The access to the data should be granted to the company executives and the management only. These people will need this information for decision-making. Unauthorized access may expose the company’s vulnerabilities to competitors. References Carol, H. Hannum, W. (1989). Instructional Systems Development in Large Organizations. New Jersey, NJ: Educational Technology Publications Inc. Giachetti, R. (2007). Design of Enterprise Systems: Theory, Architecture, and Methods. New York, NY: CRC Pres s. Grossman, P. (1987). American Express: The People Who Built the Great Financial Empire. Washington DC: Beard Books. Rezaee, Z. (2012). Corporate Governance Post Sarbanes-Oxley: Regulations, Requirements and Integrated Process. New Jersey, NJ: Wiley Sons. Williams, C. (2007). FERPA, GLBA HIPAA: The Alphabet Soup of Privacy. New York, NY: National Association of College and University Attorneys.

Projectiles essays

Projectiles essays 1. Title: Measuring the time of Projectiles 2. Hypothesis: If a ball is thrown and then also launched from the same height, will the ball reach the ground in the same amount of time. 3. Method: A ball was held at the edge of a flat surface, approximately 89.6m high, and then was released, timing how long it took the ball to reach the ground. This procedure was done three times in order to find an average time that it took the ball to hit the ground. Then taking the same ball and the same height place the ball 26m from the edge and launch it off of the flat surface. Begin timing how long it takes the ball takes to reach the ground once the ball reaches the edge of the surface. This was also done three times to find the average of the times. Dropped Launched 5. Analysis: According to the results, it shows that the average amount of time that it took the ball to reach the ground when it was launched was less then the amount of time it took the ball to reach the ground when it was dropped directly down. These results may suggest that when an object it launched it gains more speed causing it to travel faster and reached the ground quicker then an object that is just simply released. 6. Conclusion: If a ball is thrown and then also launched from the same height, will the ball reach the ground in the same amount of time? According to this experiment this statement does not hold true. The results show that the object that was launched took less time to reach the ground then the object that was dropped. However, these results may vary experiment to experiment due to human error and the difficulty of timing a situation that occurs in a very small amount of time. These results of timing contain human reaction time whi ...

Issues Research Paper Example | Topics and Well Written Essays - 1250 words

Issues - Research Paper Example The process of globalization has led large organizations towards increasing interactions with people belonging to diverse cultures, beliefs and backgrounds than it was ever before. In other words, the diversity at the workplace has made employees vulnerable to experience discriminations at the place of work. As a consequence, managers are required to identify the changes occurring at the workplace and resolve those challenges effectively for mutually benefitting both the organization and the employees engaged in carrying out the various operations within the organization (Green et al., n.d.). Issues Raised In the Article According to the selected article, it has been identified that Quebec is planning to prohibit civil servants from wearing religious costumes and certain symbols in the workplace. It has been believed that if this proposal is enforced, Qubec’s Charter of Values would ban religious symbols, including large Christian crucifixes, the Jewish yarmulke, Muslim hijab or Sikh turbans. It has been believed that such proposal is an attempt towards creating separate and unique culture and society from the rest of Canada. At the same time, strict measures are likely to be put forward for those employees breaching the legislature. It is believed that these measures will possibly seek for serious conducts resulting in firing of employees from the organization. It is forecasted that a considerable number of employees working in different sectors of Quebec province would be affected by the enactment of such legislatur

Macro analysis of Pulp Fiction (1994) Essay Example | Topics and Well Written Essays - 1000 words

Macro analysis of Pulp Fiction (1994) - Essay Example Thus the movie viewer knows something is about to happen, probably a "hit." And from the way these two wiseguys talk, the viewer knows they are cold killers, professionals, so whoever is going to get "whacked" are in for it. At an apartment building, they go up the elevator and end up in front of a door--but theyre too early. So they "hang back." Finally the time arrives to execute their mission. They enter the apartment, question the inhabitants, fetch some precious suitcase, then shoot the living daylights out of their targets. Even in the hands of a less creative director, the interesting-ness of this scenes plot (written by Tarantino and Roger Avery) could provide passably entertaining fare, but under Director Tarantino, with his use of incongruous dialogue, a modern-yet-rundown-60s-type set design straight from Alfred Hitchcocks "Psycho" and the ability to elicit wonderfully different/surreal performances from his actors, the result is something entirely new, refreshing, engrossing, and enjoyable. If theres a phrase that captures this fresh magic, it is "out-of-placedness." The films dialogue is "out of place," the scenes are "out-of-place" in a linear sequence, the characters are "out-of-place." The rich dialogue would be more likely be overheard at a geek convention, the movies scenes are non-linear and interwoven like an Escher painting, the characters with their strange mannerisms and interest in pop culture, though realistic and very human, seem to exist only in a world all their own. As a show of his talent, Tarantino has made all this work. The movie viewer, expecting the tension, the drama and suspense of the Crime & Gangster genre and the mood of film noir, is not disappointed because Tarantino shows respect for the genre and the noir style. "Pulp Fiction" is never campy or over the top. Director Tarantino has made sure his actors all perform their lines and actions as grittily realistic as possible. The movie does not parody nor

Auditing Assignment Example | Topics and Well Written Essays - 1000 words

Auditing - Assignment Example There are many factors reported in the profit and loss account that have affected the company's profit. The most prominent of them being increasing cost of sales and interest expenses. The major trends and tendencies in the company's financial position and performance for the current year as indicated by Adios Ltd's financial statements can be assessed with the help of the following factors: The company's balance sheet shows that the company has enhanced its investment in tangible asset by 84% whereas the investment in the intangible assets of the company has been reduced by 80%. But overall as compared to the previous year, the company's investment in total assets has been increased. Working capital is the capital, which remains with the company after accounting for all the current liabilities of the company out of its current assets. This capital is required by every company to meet its short-term obligations or liabilities without any hassles, whenever a need arises. Working capital can be obtained by subtracting a company's current liabilities from its current assets. The Adios Ltd's total current liabilities are about 25% of its total current assets, which shows a good working capital position for the company. The company's fiIncreased Long-term Borrowings The company's financial statements indicate that the company's long-term debts and borrowing has been increased to a great extent. As compared to the previous year, the company's long-term debts have been increased by about 7 times. Consequently, the company's interest expense has also been 6 times more than that of the previous year. Increased Sales According to the Adios Ltd's profit and loss account, the company's total sales are increased by 11.46% as compared to the previous year. Simultaneously, the company's cost of sales has also increased by 55%, which has resulted into a decline in the company's gross profit margin. Adios Ltd's gross profit margin was about 55% in the year 2004, which has decreased to 23% in 2005 despite of an increase in company's sales. Decreased Profit The company's profit margin for the year 2005 has declined by 30% as compared to that of the year 2004. Company has shown many factors responsible for this in the financial statements. The most prominent of which being the increasing cost of sales and increasing interest expense resulting from an increasing trend in the company's long-term debts and borrowings. INFORMATION IMPORTANT TO BE ASKED BY AN AUDITOR An auditor needs to obtain the following information from the company's management in order to gain a better insight of company's financi

Irritable Bowel Syndrome Health And Social Care Essay

Irritable Bowel Syndrome Health And Social Care Essay This essay aims to provide a comprehensive account of the gastrointestinal disorder, Irritable Bowel Syndrome. The aetiology, pathology, and prognosis of the disorder will be described, along with details pertaining to its epidemiology. The diagnosis and management of the disorder will be described, followed by a discussion of the health implications experienced by patients and the economic costs of the disorder. Conclusions will be made based on the information and evidence discussed throughout the essay. Irritable Bowel Syndrome (IBS), also known as spastic colon, nervous diarrhoea, and functional bowel, is one of the most common gastrointestinal disorders worldwide (NICE, 2008). It is a chronic, functional disorder of the gastrointestinal tract which is characterised by symptoms of abdominal pain or discomfort of the lower abdomen, bloating, and disordered defecation (Silk, 2003). This latter symptom can manifest in four different forms (Allison, 2002): constipation predominant; diarrhoea predominant; alternating between constipation and diarrhoea; or, non-extreme. Furthermore, although symptoms are predominantly gastrointestinal, other symptoms can include back ache, nausea, heartburn, lethargy, urinary problems, faintness, palpitations, and loss of appetite (Fortson and Lee, 2004). Symptoms are usually worse after eating and most people experience flare-ups lasting between 2-4 days. Indeed, a key characteristic of IBS is a cycle of relapse and remission (Silk, 2003). Worldwide, IBS affects an estimated 10-20% of the population at any one time, although the figure may be higher because not everyone seeks help for the condition (Hungin et al. 2003; Hungin et al., 2005). IBS can affect both genders of all ages, although it is twice as common in females (Voci and Cramer, 2009). It can occur at any age, but typically develops in individuals who are 20-30 years old (Wangen, 2006). Incidence tends to reduce with age (Wilson et al., 2004). Furthermore, more women report constipation predominant IBS, while more men report diarrhoea predominant IBS (Heitkemper and Jarrett, 2001). Women also tend to report a worsening of symptoms during menstruation, suggesting a hormonal link with IBS (Moore et al., 1998). Despite there being no clear aetiology for IBS, there is a general consensus that it is a multifactorial disorder of a biopsychosocial nature (Allison, 2002). Possible factors involved in its development include an abnormality with how the muscles move food through the digestive tract, pain-sensitive digestive organs, a malfunctioning immune system, a problem between the central nervous system and the digestive system, or an abnormal response to infection. Environmental, dietary, and genetic factors that are as yet known are also suspected to play a role in the aetiology of IBS. Diagnosis A diagnosis of IBS can be made using the Rome III criteria of red flag symptoms (Paterson et al., 1999). According to these criteria, an individual is diagnosed with IBS if they have experienced, for at least 6-months, any of the following symptoms: abdominal pain or discomfort; bloating; or, change in bowel habit. In addition, the individual has to present with abdominal pain or discomfort that is relieved by defecation or associated with changes in bowel frequency or stool formation, and have at least two of the following: altered stool evacuation (i.e. straining, urgency, incomplete evacuation); abdominal bloating (i.e. distension, tension, or hardness); symptoms made worse by eating; mucus from the rectum. Reported lethargy, nausea, backache and bladder symptoms are also indicators that might inform a diagnosis of IBS. Furthermore, there are a number of tests that are carried out to exclude other diagnoses. These include a full blood count, erythrocyte sedimentation rate or plasm a viscosity (screening test), c-reactive protein (found in blood), and, antibody testing for coeliac disease (RCN, 2008). The red flag symptoms that require the individual to be referred to secondary care for further investigation include unintentional and unexplained weight loss, rectal bleeding, and, a family history of bowel or ovarian cancer (NICE, 2008). In people aged 60-years or over, a change in bowel habit lasting more than 6-weeks with looser and/or more frequent stools also acts a red flag. Other indicators for referral include anaemia, abdominal or rectal masses, and inflammatory markers for inflammatory bowel disease (NICE, 2008). Treatment There is no cure for IBS, but it can be managed and controlled through lifestyle changes and medicine. NICE provide clinical guidelines on the management of IBS in primary care, which were developed through input from the National Collaborating Centre for Nursing and Supportive Care (NCC-NSC). These guidelines include the provision of general lifestyle advice, particularly in terms of dietary and physical activity advice (NICE, 2008). The treatment and management of IBS is largely focused on providing individuals with the information required to self-manage their condition through diet, physical activity, and medication for specific symptoms. Dietary advice includes having regular meals, taking time to eat, drinking at least eight cups of water daily, and restricting consumption of tea, coffee, alcohol, fizzy drinks, high-fibre foods, resistant starch (i.e. whole grains, legumes, seeds), and fresh fruit. Individuals with diarrhoea are advised to avoid sorbitol, which is an artificial sweetener found in sugar-free sweets and drinks. Individuals with wind and bloating, on the other hand, are advised to increase intake of oats and linseeds. If diet is assessed as being a key factor in the IBS symptoms, the individual is referred to a dietician for single food avoidance and exclusion diets. In terms of physical activity, individuals who score low in physical activity on the General Practice Physical Activity Questionnaire (GPPAQ) are provided with brief advice and counselling aimed at increasing their activity. The importance of physical activity in the management of IBS cannot be underestimated. Indeed, a study conducted in Sweden demonstrated that even a minimal increase in physical activity can improve symptoms of IBS (n=102) (Johannesson et al., 2011). First-line pharmacological treatment is dependent on the primary symptoms reported by the individual. For example, there is support for the provision of antispasmodic agents such as hyoscine or peppermint oil to control symptoms of abdominal pain and spasms (Ford, 2008). Laxatives are an option for constipation, whilst loperamide is the recommended first choice of antimobility agent for diarrhoea (NICE, 2008). Second-line pharmacological treatment includes the consideration of tricyclic antidepressants for mood and analgesic (pain relieving) effect if first-line treatments do not work (Bell, 2004). Selective serotonin reuptake inhibitors are considered if tricyclic antidepressants do not work. However, due to the potential side-effects of these second-line medications, follow-up after 4-weeks and then every 6-12 months is advised (NICE, 2008). Psychological Implications If individuals with IBS do not respond to second-line pharmacological treatments after 12-months, referral for psychological support such as cognitive behavioural therapy (CBT), hypnotherapy, or psychotherapy requires consideration (NICE, 2008). Indeed, although it is not a life-threatening condition, IBS can result in a great deal of psychological distress. One study found that half of the patients attending IBS clinics presented with a diagnosable psychiatric disorder (Silk, 2003). Anxiety and depression have been reported in people with IBS and stress and major life events have been found to often precede the onset of bowel symptoms (Silk, 2003). Strong associations have been found between IBS and Generalised Anxiety Disorder (GAD), with this comorbidity adding to social impairments (Lee et al., 2009). There is also a higher prevalence of childhood physical and sexual abuse among individuals diagnosed with IBS, further indicating the potential efficacy of providing psychological s upport (Allison, 2002). The psychological impact of IBS is likely to result from that fact that it can be extremely debilitating and can severely impact quality of life (Heitkemper and Jarrett, 2001). Activities of daily living can be detrimentally impacted and individuals with IBS often experience lethargy and fatigue, which can limit physical activity and social life (Jones et al., 2000). Bertram et al. (2001), who conducted focus groups with people diagnosed with IBS, found that the condition resulted in high levels of frustration and social isolation. There was also an inconsistency in how individuals with IBS perceived their illness and how they felt others perceived their illness. In particular, there was frustration with a lack of understanding from family, friends, and colleagues in terms of the severity and unpredictability of the illness. Many participants also felt that health care professionals did not take the illness seriously. There is some evidence, however, to suggest that health profession als attitudes towards IBS are changing. In a study conducted by Nunn (2003), the majority of nurses disagreed with a statement suggesting that patients with IBS were demanding and lazy. Nevertheless, the stigma surrounding IBS can result in individuals with IBS not accessing the support they need. When combined with the general lack of effective treatments for IBS, people often try to treat themselves. It has been estimated that 50% of people with IBS use complementary and alternative medicine (Hussain and Quigley, 2006). The NICE (2008) guidelines on the use of complementary and alternative medicine, however, recommend against encouraging their use, especially acupuncture and reflexology. Economic Implications Evidence suggests that disease relapse and remission accounts for 36-50% of all gastrointestinal consultations, although many patients do not seek help and often attempt to self-treat (Gunn et al., 2003; Parker, 2004). IBS has a significant impact on healthcare resources in both primary and secondary care (Ringstrom et al., 2007). It also contributes to both direct and indirect costs. Evidence suggests that disease relapse and remission accounts for 36-50% of all gastrointestinal consultations, although many patients do not seek help and often attempt to self-treat (Gunn et al., 2003; Parker, 2004). IBS can lead to increased absenteeism at work and higher rates of health care utilisation, making it a public health problem (Talley, 2008). In a systematic review of the economic cost of IBS in the UK and US, total direct cost estimates per patient per year ranged from $348-8750 ( £211.79-5325.25) (calculated for year 2002) (Maxion-Bergemann, Thielecke, and Bergemann, 2006). The average number of days off work per year because of IBS was between 8.5 and 21.6; indirect costs ranged from $355-3344 ( £216.25-2037.04). Of note, however, is that the total costs and cost components of IBS were influenced by factors such as the demographic of the patient group and study variables, such as design and databases used. Further research is needed on the cost-effectiveness of diagnostic procedures and  treatments for IBS in order to help define strategies to help IBS patients improve their quality of life and, in turn, reduce related healthcare and economic costs. Conclusion This essay has outlined the aetiology and epidemiology of Irritable Bowel Syndrome, which is one of the most common gastrointestinal disorders worldwide. IBS is a chronic disorder that cannot be cured, but requires self-management through lifestyle, pharmacological treatments, and psychological support. The direct and indirect costs of the condition are vast due to the relapsing and remitting nature of the symptoms. Due to there being no clear cause for IBS, stigma still exists regarding its seriousness, which can prevent people seeking medical support. In order to reduce the direct and indirect costs of this common, quality of life depleting illness, healthcare professionals need to take it seriously and assist patients in the long-term management of the physically and psychologically limiting symptoms.

Death Of A Salesman: Willy Loman Essay -- essays research papers

Willy Loman: Failure of a Man In Arthur Miller’s Death of a Salesman, Willy Loman is an example of a failure as a good father. He did not discipline his sons well by not punishing them. He did not set a good example to his sons by not admitting his faults. He did not make his family his number one priority. Instead, it was his work, coming before his family, his friends, and even himself. Not only is Willy Loman not a good father and husband, but he was a failure by not becoming successful, not achieving the American Dream. Willy is not a good father for many reasons. He made his occupation his number one priority. For years, he traveled for his work many times that he never had the opportunity to truly get to know his own sons. As a result he did not love them as a father should, his love for his son, Biff, was based on his achievements as an athlete. And when Biff was not able to go to University of Virginina, Willy was so devastated that he no longer loved Biff how he once did before. He was disgusted that Biff had become a bum, Biff had different jobs working at farms. Willy wants Biff to be the successful man that he never was and feels that Biff will not achieve success in the occupation he has taken. Furthermore, Willy was unable to admit his faults. His pride was so great that he even lied to his own family, borrowing money weekly from his neighbor, Charley, and then saying it was his salary. He tried to justify his affair with a strange woman when caught by Biff. He...

Personal Response

Both of these videos were enjoyable to watch, I thought it was great to hear others love stories from their point of view. One of the first similarities between them was of course, they're both love stories. During both of them it is described of how much they love each other, and it truly shows through their emotion and compassion. In both their love is Just a quick shot of faith in that they will be together for the rest of their lives. The first one of the younger couple, she comes from another country and after eight short days together, he then realizes that he can't let her go home toBangkok and that they must get married. In the second one, the man sits down with her on a date and straight up tells her that he can't lose her and that they need to be married. All of these things that happen in these stories happen very quickly, in both it is as if they Just absolutely know for certain this Is their one true love and they very quickly decide to get married. Although these storie s are very similar In some aspects, they still have their differences. The story of the younger couple they come from opposite sides of the world, the man Is from Waco, Texas and the female Is from Bangkok, China.How they become acquainted Is from their names, somehow these two different people have the same exact name, and her work email ended up In his inbox one day by mistake therefore leading to their start In conversation. While In the second film they are from the same place, and they most definitely do not have the same name as In the first video. Finally, there Is a tragic flaw; In the second film the older gentleman ends up receiving terrible news of having terminal cancer so the woman ends up losing the true love of her life. Fortunately this did not happen to the younger couple that was In the first video. Personal Response By Dalton-SnowMIFF com I it is as if they Just absolutely know for certain this is their one true love and they very quickly decide to get married. Al though these stories are very similar in some from opposite sides of the world, the man is from Waco, Texas and the female is from Bangkok, China. How they become acquainted is from their names, somehow these two different people have the same exact name, and her work email ended up in his inbox one day by mistake therefore leading to their start in conversation. While in the same name as in the first video. Finally, there is a tragic flaw; in the second film younger couple that was in the first video.

chemical warfare essays

chemical warfare essays The use of chemical warfare did not take a toll till the mid or the first world War. Chemical warfare was to be considered the most deadly weapon that you can use against your enemies. Because the death rate was so high there were many meetings held on the discussion of rather or not countries could use chemical viruses in war. It was stated in Hague convention of 1899 that there the use of gas was a barbaric way to kill someone. The convention ended with the signing of most of the countries from Europe. There were three countries that did not sign however; one was Italy, U.S and Turkey. During the year of 1914 trench warfare became a very common way of battling one another. The Germans attacked against Belgium was stalled in August 1914 because of the trenches. Germany was in a deadlock with Belgium due to this and the Germans wanted to break this by using poisonous gases. Even though they had got that in mind they did not break the signing of Hague. In that same month the French used 26-mm gas grenades during their battle. Although they had no proofs that they were using gases the Germans had to go and retrieve a document to prove their facts. Thats exactly what they did in February 21, 1915. Now that there was proof of the use of poisonous gas the Germans felt that they had the freedom to use gas in their efforts. Because allied chemist also had did research on chemical warfare, the Germans knew that they had to work hard to stay ahead of them. Due to not enough people who were educated enough Germany only employed 2,000 chemist by the end of the war. The rest of the people who worked in the research centers were students, laboratory technicians, and men from the medical, engineering, or ordnance branches of the armed services. Even with the small amount of trained chemist Germany was st ...

jacksonsonians vs jeffersonians essays

jacksonsonians vs jeffersonians essays The Washington administration was the first to bring together in the cabinet of the United States, the Secretary of State Thomas Jefferson and the Secretary of Treasury Alexander Hamilton. Jefferson and Hamilton began to take different views when the government began to address the issue of the old war debts and the worthless paper money left over from the days of the Confederation. Hamilton suggested that the government should create the Bank of the United States, which would be a public-private partnership with both government and private investors. The Bank of the United States was to handle the governments banking needs. Jefferson protested because this was not allowed by the Constitution. Hamilton opposed the view of Jefferson and stated that the Constitutions writers could not have predicted the need of a bank for the United States. Hamilton said that the right to create the Bank of the United States was stated in the elastic or the necessary and proper clause in which the Constitution gave the government the power to pass laws that were necessary for the welfare of the nation. This began the argument between the strict constructionists (Jefferson) who believed in the strict interpretation of the Constitution by not going an inch beyond its clearly expressed provisions, and the loose constructionists (Hamilton) who wished to reason out all sorts of implications from what it said. Hamilton and Jefferson began to disagree more and more. Hamilton wrote nasty anonymous articles in John Fennos Gazette of the United States and Jefferson responded to him in Philip Freneaus National Gazette. Jeffersons Notes of the State of Virginia in 1787 stated that rural life was beneficial to the government because cities and other areas of large population created poverty, dise...

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

Codeine - Research Paper Example f the ancient tool kit in medicine for its therapeutic effects, and hence euphemistically called as the â€Å"plant of joy.† Codeine has a number of medicinal uses besides as pain reliever, such as antitussive (to suppress coughing), anti-hypertensive (lower blood pressure), anti-anxiety, to help control diarrhea, delay premature labor contractions, as a sedative (helps in relaxation and sleeping), and for its hypnotic properties too. Its availability as an oral medication (as opposed to injectable medication) make it the widest prescription drug, with about 157 million written prescriptions annually and its sales reached approximately $3.3 billion in 2005 alone, and still continues to gain in popularity. However, identification of the chemical composition of codeine as a distinct compound is fairly recent; it was first identified in 1832 by the French chemist Pierre-Jean Robiquet which closely followed the first identification of morphine a few years earlier, back in 1806 by German pharmacist Friedrich Wilhelm Adam Serturner (Kane & Triggle, 2007, p. 10). Codeine is isomer of morphine, which means both have the same molecular components but are structured different hence it is known for its chemical name, 3-methylmorphine. It can be made or manufactured in the laboratory in commercial quantities from morphine, using a semi-synthetic process. Morphine is the most abundant alkaloid (the chemical compounds that contain basic nitrogen atoms) found in opium, at 8 to 17% by weight, and followed by codeine, at .07 to 5%. Codeine is the chemical precursor of most opioids (any compound that acts like morphine) such as oxycodone, hydrocodone, and tramadol. It is classified similar to opioids produced by human bodies like the endorphins and enkephalins (ibid. p. 13). Although it has many legitimate uses in medicine, codeine has a potential to be misused and abused as a â€Å"recreational† drug because of a â€Å"high† feeling it generates among drug users; that feeling is

Has equality made America freer Research Paper Example | Topics and Well Written Essays - 1250 words

Has equality made America freer - Research Paper Example Due to this, a number of revolts of the slaves were recorded in the 18th up to the early 19th century. (Fede, p. 27) These revolts were caused by the injustices, discrimination and maltreatment to the slaves and to the black community. Due to these revolts, there were some states in the US that abolished slavery. The first state to abolish slavery was Rhode Island in 1774. This act of abolition intensified the hunger of the slaves and the black community for total eradication of the inequalities (Surname) 2 happening in the land. The abolition was followed by Vermont, Pennsylvania, Massachusetts, New Hampshire, Connecticut, New York and New Jersey which transpired from 1777 to 1804. Although the importation of slaves from other countries was banned, selling of slaves continued within the US. (Osborne, p. 11) In 1831, The Liberator, an anti-slavery newspaper was founded by William Garrison and soon thereafter, the American Anti-Slavery Society was formed. A movement of white anti-slav ery Protestants was based on the principles of the Second Great Awakening. Theodore Weld led the liberation of slaves. Caused by the fact that revolts had been here and there, the Congress got tired of the abolitionists. Slavery and discrimination went on even in States where slavery was not allowed. African Americans took on principal roles in the abolition which dominated most part of the South. Both Frederick Douglass (The North Star) and David Walker took part in the revolt against the white tyranny. The Underground Railroad helped slaves to escape from the South. (Fede, p. 43) This fight over equality by the slaves and the black community went on until the signing of the Emancipation Proclamation in 1863. President Lincoln thought that the proclamation would be seen as a temporary measure to the war. Immediately thereafter, in 1864, the Thirteenth Amendment was passed by the Senate followed by the by the House on January 31, 1865. This states that â€Å"Neither slavery nor inv oluntary servitude, except as a punishment for crime whereof the party shall have been duly convicted, shall exist within the United States, or any place subject to their jurisdiction.† (Sundquist, p. 32) (Surname) 3 This amendment was adopted on December 18 of the same year and completely abolished slavery. The US has indeed gone a long way towards the concept of equality which they fought for a tremendous amount of time. The seemed-to-be never-ending battle over slavery officially ended in the reign of the Former President Lincoln. The Thirteenth Amendment was followed by the Fourteenth Amendment in 1868 which stated that â€Å"All persons born or naturalized in the United States and subject to the jurisdiction thereof, are citizens of the United States and of the State wherein they reside. No State shall make or enforce any law which shall abridge the privileges or immunities of citizens of the United States; nor shall any State deprive any person of life, liberty, or prop erty, without due process of law; nor deny to any person within its jurisdiction the equal protection of the laws.† (Sottiaux, p. 117) Two years after, the Fifteenth Amendment was adopte