The Four P s Of Marketing Essay - 2120 Words

US7455-V5 (collegecouncil.emorycampuslife, 2105) NAME – PUSHPINDER SINGH STUDENT ID- ND14413 EMAIL-PUSHIDHINDSA420@GMAIL.COM Contents TASK -1 3 Task-2 5 Task-3 6 Marketing could be defined as the way of planning and executing pricing, promotion and distribution of goods and services to satisfy end user and completing the goals of organisation. The four P’s of marketing are:- †¢ Product: - it is essential for a business or organisation to in-depth features, qualities and uniqueness of their product as compared to their competitors they are offering to their customer. †¢ Price: - it how you are pricing your product or services in such a way that price of product remains competitive as compared to its competitors but still allows the organisation to make a good profit. †¢ Place: - it could also be referred to as distribution of products and services. It is where the business sells its products and how they are reaching to the end users. †¢ Promotion: - it is the various methods used by the organisation to promote its product or brand name to its customers using methods such as billboard, online or email advertisements. Holistic Marketing:- (surabhiudas91.wordpress, 2015) Definition of marketing research: - it is defined as collecting, recording and examining the data about problems related to the marketing of goods and services of organisation. It could be gathered through various ways such as online customer surveys, word of mouth, surveys etc. TASK -1 1.1 A.Show MoreRelatedMarketing Mix Of The Four P s Essay1815 Words   |  8 PagesThe marketing mix consist of the four P’s. This includes, Product, Price, Promotion, and Pricing. This element is used to combine, represent, as well as endorse and encourage a brand or product to get customers attention to buy. 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Sustainability and Green House Gases Free Essays

B. You will hold to take a Sustainability/relevant study of a Vietnamese/Multinational company from any one of the undermentioned industries. 1. We will write a custom essay sample on Sustainability and Green House Gases or any similar topic only for you Order Now Electrical and Electronicss 2. Airlines 3. Plastic 4. Agricultural Merchandises REQUIRED: You are required to analyze the chosen study and to compose a study non more than 800 words. Your studies is expected to cover the undermentioned standards 1. Extent of revelation ( Quantitative and Qualitative inside informations ) 2. Format of revelation 3. Carbon coverage criterions adopted by the company 4. Evidence of societal audit in the study, if any Corporate Social Responsibility is a direction issue whereby companies integrate societal and environmental concerns in their concern operations and interactions with their stakeholders. Samsung extremely focuses on uninterrupted betterment and bring forthing enduring returns to stockholders by keeping best pattern in CSR as a seaport for capital and endeavor in the market place, a nurturer of the environment, a developer of communities and a supplier of chances at the workplace. Net Gross saless by Business of Samsung increases 31 % from 2012 around four state such as Americas, Asia, Africa, and China. Samsung Electronics maintains four major types of merchandise including consumer electronic, it and nomadic, semiconducting materials and show panels. Company invested KRW 24.1 trillion for the betterment of production line public presentation in 2013. Furthermore, Samsung invested KRW 536.3 billion to local communities. True and just fiscal coverage, care of sound internal control systems and appropriate hazard direction model, proper precaution of the Group ‘s assets and bar of fraud and other abnormalities are purely committed by the Board. Besides, the company seek their best in convey quality information to investors, regulators, clients, providers, employees and general populace as timely and transparently as possible. There is a web site where employees can give feedback and study fraud or abnormalities from unethical concern of Samsung Electronic s’ employees. The website operates in English, Nipponese, Chinese, and Spanish, and involves 69 locations around the universe with 14 linguistic communications. hypertext transfer protocol: //sec-audit.com is the nexus of website whereby employees can incorporate with company. In workplace country, they perceive that long-run success will be determined by human resource therefore they guarantee a healthy and safe working status, invest in professional growing by supplying preparation and development plans and earnestly see just wage and staff benefits. They prevent hurts and occupational wellness jeopardies by supplying preparation and awareness plan for employees. All employees at all ages, gender, race, faith, nationality and instruction have equal opportunity to boom at common environment. Depending on the place, all staffs can take part in developing plan to better abilities. Loyalty grasp, retirement and public presentation awards are organized to enter employees’ attempt and advance other to seek. In general, Samsung continues to keep their first-class revelation in coverage, in conformity to the Global Reporting Initiative ( GRI-G3 ) model for Sustainability Reporting. They show the uninterrupted betterment in societal and environment concern by supplying extra information where possible. Under CSR study, companies provide a positive image to communities by taking duties in chief countries such as environment market place ( green direction model such as C describing criterion ) , communities and workplace. Samsung Electronics’ GHG emanations reached 2.23 dozenss of CO2 ( Less 0.15 dozenss compare with mark 2.38 dozenss CO2 ) in 2013. However, the decreases in GHG emanations is larger with mark measure is 3.90 million dozenss ( 88.59 million dozenss ) . ( Appendix 1 ) Samsung Electronics receives enfranchisement for about exemplary merchandise ( amount 40 theoretical accounts ) including nomadic phones, proctors, Personal computers, and air conditioners, and parts like LED and semiconducting material memories from participates in KEITI’s C labeling. On the other manus, Samsung received the Low Carbon Product Certification for two air purifier theoretical accounts ( cut down C emanations by up to 32 per centum to heighten energy efficiency ) in February 2014. Samsung Electronics received a Carbon Footprint label for two merchandises ( Galaxy S2 and Galaxy Note 2 ) in 2012 with planetary certification. Up to now, there are seven merchandises has been received a enfranchisement from the Carbon Trust. In the side of merchandises and services quality, they comply with all legal demands and topographic point best quality in their merchandises and services by following ISO 14001 and OHSAS 18001. Besides, company besides received the ISO 50001 enfranchisement for energy direction systems at all operation site. To realize the societal part, Samsung set an attempt of quality instruction, occupation chances, and health care were identified as the highest precedences. At the beginning from 2013, company has operated societal part into five cardinal plans ( Samsung operates 383 Smart Schools and wasted KRW 32.8 billion, and wasted KRW 6.5 billion to run 23 Tech Institutes, vocational support plans for young person, puting 11.7 billion for Tomorrow plan and 6.7 billion for the Care Drive plan, 4.4 billion for The Nanum Village plan ) . Corporate societal duty plays a cardinal function in the hereafter development of the company and society. Making CSR, Samsung can convey positive image of the company to society and make stable hard currency flow and work force. On the other manus, it can be a portion of the sensed value in merchandises and services ensuing in higher client satisfaction. degree Celsiuss.Write a brief study on GHG emanations and its relevancy to concern in non more than 250 words. GHG emanations have been hold of import function in making concern. The planetary heating and the lateness in cut downing GHG emanation in the company ( Entire emanations that must be reduced to militate against clime alteration ) kept serious effects to the stable development. Furthermore, GHG can emission straight from the mill and indirectly influence to the procedure of bring forthing authorization. There are seven green house gas ( GHG ) emanations such as Carbon dioxide ( CO2 ) , Methane ( CH4 ) , Azotic oxide ( N2O ) , hydro fluorocarbons ( HFCs ) , per fluorocarbons ( PFCs ) , and hexafluoride ( SF6) and nitrogen tri fluoride ( NF3) . ( Appendix 2 ) All emanations are entered the ambiance or were born from the firing fossil fuels, or by the decay of organic waste in municipal solid waste landfills or during making in agricultural and industrial activities. There are some ways to cut down and command the GHG emanations are represented as followers: Provide C describing criterion ( the gaining control and storage engineerings ) , ( Appendix 3 ) Raise the efficient of authorization, Protect and heighten the reservoir emanations, Promote the agricultural and industrial activities to develop sustainability, Use the merchandise can be recycled, and Reduce through methane by recycling every bit good as in bring forthing, bringing, and administering empower. If the GHG emanations have non been controlled by the company, it may be lead to destruct the environment. Hence, company should establish on the criterion for GHG emanations to command and pull off the emanation as possible. Mentions hypertext transfer protocol: //www.samsung.com/us/aboutsamsung/sustainability/sustainabilityreports/ hypertext transfer protocol: //www.samsung.com/us/aboutsamsung/sustainability/sustainabilityreports/sustainabilityreports2014.pdf hypertext transfer protocol: //www.samsung.com/us/aboutsamsung/sustainability/sustainabilityreports/download/2014/18_Environmental_Report.pdf hypertext transfer protocol: //www.epa.gov/climatechange/ghgemissions/ Appendix 1 GHG KPIs and Accomplishments KPI Description 2008 2009 2010 2011 2012 2013 Korea GHG emanations decreases relative to sales* ( ton CO2 /KRW 100 million ) Goal – 6.85 5.65 4.62 2.87 2.38 Performance 7.44 5.83 5.11 4.46 2.54 2.23 Reduction ( % , compared to 2008 ) – 22 31 40 47 53 Global accumulated decreases during product-use stage. Goal – – 1,169 2,695 5,108 8,469 Performance – – 1,529 3,292 5,834 8,959 Appendix 2 The first interview expert can be an academic/researcher on Global warming/environmental scientific discipline. We carried out the first interview with Nguyen Thuy Trang who is pupil at IS-VNU. From the interviewer, we collected some information about the Global heating /environmental scientific discipline. She told that there are seven emanations for green gas: Carbon dioxide ( CO2 ) , Methane ( CH4 ) , Azotic oxide ( N2O ) , hydro fluorocarbons ( HFCs ) , per fluorocarbons ( PFCs ) , and hexafluoride ( SF6) and nitrogen tri fluoride ( NF3) . Furthermore, she assumed that company in heavy industry ( Infrastructure, empower ) , agricultural and forestry through more emanations enter the ambiance. On the other manus, she told us some stages to command and pull off GHG emanations. She commented that if the GHG emanations are non controlled cause by destructing environment. Appendix 3 The 2nd interview conducted with a professional from an audit/accounting house or caputs of Sustainability accounting subdivisions. We carried out the 2nd interview with a individual who is Le Minh Tu, work at State Audit of Vietnam. We had one meeting to interview her some inquiry about the function of GHG study in making concern. She told us the importance of C coverage to any concern and the international Carbon Reporting Standards and some duties in Vietnam to understand extent of C coverage. She convinced that a successful company that carry out the GHG Protocol Corporate Standard by strong and recognized method. Company uses the certification of Carbon Trust Standard to pass on with client. Based on C pes printing to cut down cost and put mark.Furthermore, the C study helped company recognizes the chance to cut down cost and hazard in making concern. hypertext transfer protocol: //www.carbontrust.com/resources/guides/carbon-footprinting-and-reporting/mandatory-carbon-reporting How to cite Sustainability and Green House Gases, Essay examples

Cognitive Behavioral Strategies in Crisis Intervention

Question: Discuss about the Cognitive Behavioral Strategies in Crisis Intervention. Answer: Introduction Collings and Wood (2009) define a recognition scheme as the management approach which is used in an organizational set up to highlight and hence reward the efforts of outstanding workers. The details of a recognition scheme differ depending on the culture and structure of an organization. One of the most common approaches used to enhance worker motivation is through the establishment of stable salary schemes and occasional rewards for good performers. However, salary packaging may not be effective on a not-for-profit organization due to the financial constraints associated with such set ups. This paper focuses on salary packaging as an approach in retaining talent and motivation within the human resource fraternity. The case study Retaining talent with salary packaging provides the main facts which shall then be utilized to analyze the impacts of this recognition approach as applied in McDonalds company. Based on key human resource management theories, the paper shall analyze the com panys recognition scheme and management culture before establishing its applicability in a different set up for instance in a non-profit making organization. The recognition scheme and McDonalds culture McDonalds is one of the fastest growing hamburger and fast foods industries in the world. The international organization has its chains distributed in various countries across the globe. The immense success of the organization can be attributed to the strong culture and effective management approaches installed by the top leadership. As one of its management strategies, the company largely factors in the essence of employee motivation. This has gone a long way in enhancing the level of motivation within the human resource fraternity (Anita, 2010). From the case study, we can deduce that managers can effectively nurture the talents of their employees through various recognition schemes. The main objective in such leadership approaches is to increase the level of confidence in the work in addition to encouraging quality delivery. The use of material rewards is one of the most effective recognition schemes (Dobbin 2012). In this case, the organization chooses the best performers in a given department and rewards them based on the quality of the performance and consistency in service delivery. This HRM management approach is designed to take place over a given period of time hence can either be monthly, annual or bi-annual. The recognition scheme used by an organization entirely depends on its culture, mission, goals as well as the economic level which directly influences resource availability (Bernhard Ingolis, 1998). The discussion above reveals a similarity in management approaches as used by McDonalds. The organizations design of management largely supports worker motivation through a number of activities (Daft Armstrong, 2009). Despite the fact that the units exist within a chain, the management structure at McDonalds is such that each chain works as a separate profit making entity. This approach encourages team work and healthy competition as the workers in each restaurant give their best in order to ensure quality delivery in all aspects. As a way of rewarding the best performers, the company rewards, with a bonus, all the employees in the top 10% of best performing restaurants within its chain. This reward is based on an analysis of customer feedbacks and the amount of sales made within a period of one month (Dattilio Freeman, 2007). The additional bonuses enhance the employees salary packages which in turn creates motivation and the desire to remain consistent with quality delivery and g ood performance. Consequently, we can argue that the recognition scheme outlined in the course outline runs in conformation with the culture of the organization (Glisson, 1980). McDonalds believes in workforce motivation as a key strategy in maintain top performance. As such, the company continuously uses various motivation and recognition schemes which operate across all the subsidiaries. In order to ensure that these recognition schemes are more appealing to the workforce, the management revises them in addition to introducing new schemes (Hinings, 2013). As a recognition scheme, the company has the employee of the month, manager of the quarter and employee of the year awards. The winners in each of these categories are selected on the basis of the performances of their restaurants in terms of sales, customer satisfaction and quality delivery. This therefore reveals McDonalds organizational culture as one which adequately advocates for the workers needs and interests. Apart from the periodical motivation, the company constantly revises its salary scheme in order to ensure that the remunerations are not only in line with the legal requirements but also moti vate the workforce (Hoque, 2003). The attractive salary packages have played a crucial role in retaining the human resource. Lewin (2010) reveals that most workers at McDonalds have been there for long periods of time since employment due to the relatively supportive work environment and reward programs. As stipulated in the organizational culture, the leadership at McDonalds ensures that the right behaviors by the employees are adequately recognized. In addition, the company ensures that the frequency for recognizing and rewarding efforts is right for the workforce. The strategies therefore indicate that the management team at McDonalds does not only understand the needs of the employees but their value to the organization as well (Lingham Rezania, 2006). The salary packages and reward programs play a crucial part in retaining the current workforce. Additionally, the constructive environment created by the organization for its workers equally attracts future employs and leaders. The recognition scheme, rewards and motivational strategies used at McDonalds do not only encompass the workforce but also covers the managers in different departments (Ostroff, 1993). For instance, there is the manager of the month award in which the managers in the 10% of the best performing restaurants are awarded with additional bonuses to their salaries. As an organizational routine, the winning managers are also sponsored by their employer for a night or two out in addition to other privileges (Posey, 2012). This scheme therefore keeps the managers focused on achieving the key organizational goals which in turn improves the motivational levels down the hierarchical order. With these incentives, the leadership posts at McDonalds are attractive levels wher e each member within the workforce yearns to be at one point in their service. In a nut shell, the consistency and effectiveness of the recognition schemes in the organization does not only retain the existing workers but also attracts future leaders to these positions. Theories that Support McDonalds Scheme The recognition scheme employed by McDonalds is largely aimed at achieving high levels of motivation within the workforce. As a result, various motivational theories entail arguments which adequately support this HRM approach. To begin with, the needs motivational theory advocates for motivation as a method of increasing the effort of the human resource towards achieving organizational goals (Thomas Pederson, 2004). This effort is conditioned such that when it is exerted, it satisfies a particular need by an individual. The theory also describes need as the innate desire which stimulates behavior. For instance, at McDonalds the constant effort by the workers in each of these restaurants is basically stimulated by the need for recognition. As part of the recognition scheme, the organization rewards all employees in the top 10% of the best restaurants within McDonalds chain of business. The reward which comes on a monthly basis involves the employees being rewarded with additional bon uses to their salary package. This strategy has successfully aroused the workers need to be recognized hence increasing their efforts toward achieving quality delivery. The reward scheme depends on the amount of sales and customer feedbacks based on the services received. This strategy motivates the workers to not only enhance their skills at work but also exhibit attractive qualities while dealing with the clients Trevisani, D. (2016). This in turn retains the organizations market base as well as the clientele. The strategies by the company to enhance motivation are clearly in line with the stipulations of the needs motivational theory which adequately supports McDonalds HRM management strategies. John Stacey Adams in his equity theory explains that the monthly salaries and effective work conditions may not be the sole determinants of motivation within an organization. The theory therefore proposes pay arise and promotion as an effective approach which could be utilized by managers to enhance worker motivation. The theory further stipulates that employees are likely to feel motivated when they are treated fairly and advantageously. On the other hand, they tend to feel disaffection and lowly motivated when their efforts are not adequately recognized (Campbell, 2002). This theory effectively illuminates McDonalds organizational structure which is keen on enhancing worker motivation through occasional pay rises and promotion. As part of the recognition scheme, the company identifies top performers in each of the restaurants and in addition to receiving the employee of the year accolade, they get additional pays and promotions. Apart from pay increment and promotion, the organizat ion has also established a number of reward schemes which keeps the workers motivated to offer their best. According to the equity theory, workers tend to establish a balance between their input to the organization and the outcomes of their efforts. This implies that when the efforts meet an appropriate reward, the workers are likely to stick to this line of effort or offer more in a bid to increase the reward and hence the equity value (Watson, 2013). In addition, the job characteristics model outlines the idea that the responsibility given to an individual at a work place ought to serve as a key motivational factor before other elements are injected into recognition scheme. The nature of a job can be designed to motivate a worker through job rotation and change of working conditions. According to Hackman and Oldham, the job characteristics theory proposes that employees are likely to be highly motivated when they experience the meaningfulness of work, have knowledge of the outcome and understand the nature of their responsibilities (Wiley, 2010). As a result, it is a core management responsibility to ensure that the work environment is always made as meaningful as possible to the workers. This could be achieved by enhancing the working conditions and rewarding efforts which collectively contribute to an overall rise in the motivational levels within the organization. At McDonalds, the organizational culture upholds the workers ne ed to properly internalize the key goals and objectives of the company. As soon as an individual becomes part of the workforce, they are taken through rigorous orientation processes and training through different avenues like seminars and exhibitions. This process plays a crucial role in enabling the employees to have a good grip of the organizational mission and vision hence work alongside the requirements. In addition, this approach at McDonalds, the recognition scheme involves periodical rewards to top performing employees. This in turn enables them to have a good understanding of the responsibilities and meaningfulness of work (Wiley, 2010). As highlighted in the job characteristics model, employees tend to be highly motivated when they understand the meaningfulness of their jobs. As such, they tend to work towards achieving greater heights in their areas of responsibilities. Additionally, McDonalds approach to ensure that the organizational objectives are made clear to the empl oyees enables the latter to work with a view on the outcome of their efforts (Braisby Gellatly, 2012). The company encourages the workers to remain consistent in quality delivery by rewarding good performance. As a result, the human resource operates with a sense of direction and an innate desire to achieve constructive outcomes which would in turn attract reward. We can therefore deduce that the job characteristics model entails facts which support McDonalds recognition scheme. McDonalds HRM approach in a non-profit making organization? The management approach used by McDonalds gives a lot of weight on financial rewards as opposed to other material bonuses. As highlighted in the discussion of the companys recognition scheme, the employees in the top performing restaurants get reward every month with additional bonuses to their salary packages. This is the same case with the treatment of the managers who get financial rewards based on their performance on a quarterly basis. As a reward for their efforts, they get company sponsored tours and outings. The design of this recognition scheme therefore reveals the companys use of resources in a number of occasions. It is however a fact worth noting that such an approach would not be sustainable if the company lacked a steady economic flow. This therefore implies that the amount which is spent on reward emanates from the profit the company makes on sales. Consequently, this management approach would not be applicable in a non-profit making organization. Furthermore, the fin ancial reward is always calculated against the backdrop of the companys expense as compared to the profit made. This implies that salary increments, promotions and additional bonuses in form of rewards are all functions which are directly proportional to the amount of money made by the company as profit. These facts can further be emphasized by the statements of McDonalds compensation manager Neal Blackshire (Andersen, 2001). According to Blackshire, the reward given to the managers on a quarterly basis is based on three measures which include; profitability, the mystery shopper scores as well as the rate of growth of sales. From this statement, we can derive the correlation between rewards and profitability according to the management approach employed by McDonalds. Without profitability, the company may lack the funds to sponsor the recognition schemes. We can therefore conclude that this management approach and recognition scheme would not be easily applicable in a non-profit mak ing organization for instance Spastic Centre which majorly depends on sponsorship as a sure source of funds. Conclusion The human resource fraternity plays a crucial role in determining organizational success. As a result, the management approaches used within an organization ought to enhance maximum motivation among the workers. The discussion above adequately highlights the role of recognition schemes in enhancing worker motivation and hence a corresponding customer satisfaction. Despite the existence of various methods of rewarding workers, the use of salary packaging and additional bonuses proves to be one of the most effective approaches. The global success registered by McDonalds could be attributed to the efficient management approaches which enhance worker participation and the eventual constructive outcomes. However, the nature of a recognition scheme largely depends on the amount of profit made by an organization. We can therefore deduce that while the management approaches by McDonalds has been effective in enhancing the realization of organizational goals; it would be quite a challenge app lying it in a non-profit making organization. This is because the approach used by McDonalds entirely depends on the amount of profit made over a given period. In a nut shell, the HRM approaches tend to differ as one moves from one organization to another. References Andersen T.J. (2001). Information technology, strategic decision making approaches and Organizational performance in different industrial settings. The Journal of Strategic Information Systems, 10(1), pp. 101-119. Anita M. (2010). How Much Does Home Country Matter to Corporate Profitability? Journal of International Business Studies, 4(1), pp. 142165. Bernhard, H., Ingolis, C. (1998). Six lessons for the corporate classroom. Harvard Business Review, 66(5), pp. 12-56. Braisby, A., Gellatly, A. (2012). Cognitive Psychology. Oxford: Oxford University Press. Campbell, J. (2002). Personnel training and development, Annual Review of Psychology, 22(1), pp. 565602. Collings, D., Wood, G. (2009). Human resource management: London: Routledge. Daft, R., Armstrong, G. (2009). Organization Theory and Design. Toronto: Nelson. Dattilio, F., Freeman, A. (2007). Cognitive-Behavioral Strategies in Crisis Intervention. New York: The Guilford Press Dobbin, F. (2012). The Rise of Bureaucracy. Cambridge, MA: Havard University Press. Glisson, M. (1980). Productivity and Efficiency in Human Service Organizations as related to Structure, size and Age. The Academy of Management Journal, 23(1), pp. 21--37. Hinings, C. (2013). Returning to the Frontier of Contigency Theory of Organizational and Institutional Designs. The Academy of Management Annals, 7(1), pp. 393440. Hoque, K. (2003). All in all its just another plaque on the wall: the incidence and impact of the Investors in People Standard. Journal of Management Studies, 40(2), pp.54371. Lewin, M. (1986). Determining Organizational Effectiveness - another look, and an agenda for research. Management Science, 32 (5), pp. 514 --538. Lingham, T., Rezania, D. (2006). An evaluation system for training programmes: a case study using a four phase approach. Career Development International, 11(4), pp.334 51. Ostroff, S. (1993). Configurations of Organizational Effectiveness and Efficiency. The Academy of Management Journal, 36(6), pp. 13451361. Posey, R. (2012). Modern Organization Theory edited by Mason Haire. Administrative Science Quarterly. 5 (4), pp. 609611. Thomas D., Pederson, J. (2004). McDonald's". International directory of company histories. St. James Press. 23(1), pp.108119. Trevisani, D. (2016). Communication for Leadership: Coaching Leadership Skills. Medialab Research, 34(1), pp. 23-34. Watson, J. (2013). Psychology as the Behaviorist views it, Psychological Review, 20(1), pp. 15877. Wiley, J. (2010). Employee engagement. Human Resources, 2(1), pp.2932.

Yellow Wallpaper By Charlotte Gilman Essays (1126 words)

Yellow Wallpaper By Charlotte Gilman In "The Yellow Wallpaper", by Charlotte Perkins Gilman, the dominant/submissive relationship between an oppressive husband and his submissive wife pushes her from depression into insanity. Flawed human nature seems to play a great role in her breakdown. Her husband, a noted physician, is unwilling to admit that there might really be something wrong with his wife. This same attitude is seen in her brother, who is also a physician. While this attitude, and the actions taken because of it, certainly contributed to her breakdown; it seems to me that there is a rebellious spirit in her. Perhaps unconsciously she seems determined to prove them wrong. As the story begins, the woman -- whose name we never learn -- tells of her depression and how it is dismissed by her husband and brother. "You see, he does not believe I am sick! And what can one do? If a physician of high Kelly Flynn pg 2 standing, and one's own husband, assures friends and relatives that there is really nothing the matter with one but temporary nervous depression -- a slight hysterical tendency -- what is one to do?" (Gilman 165). These two men -- both doctors -- seem completely unable to admit that there might be more to her condition than than just stress and a slight nervous condition. Even when a summer in the country and weeks of bed-rest don't help, her husband refuses to accept that she may have a real problem. Throughout the story there are examples of the dominant - submissive relationship. She is virtually imprisoned in her bedroom, supposedly to allow her to rest and recover her health. She is forbidden to work, "So I . . . am absolutely forbidden to "work" until I am well again." (Gilman 165). She is not even supposed to write: "There comes John, and I must put this away -- he hates to have me write a word." (Gilman 167). She has no say in the location or decor of the room she is virtually imprisoned in: "I don't like our room a bit. I wanted . . . But John would not hear of it."(Gilman 166). Kelly Flynn Pg 3 She can't have visitors: "It is so discouraging not to have any advice and companionship about my work. . . but he says he would as soon put fireworks in my pillow-case as to let me have those stimulating people about now." (Gilman 169). Probably in large part because of her oppression, she continues to decline. "I don't feel as if it was worthwhile to turn my hand over for anything. . ." (Gilman 169). It seems that her husband is oblivious to her declining condition, since he never admits she has a real problem until the end of the story -- at which time he fainted. John could have obtained council from someone less personally involved in her case, but the only help he seeks was for the house and baby. He obtains a nanny to watch over the children while he was away at work each day: "It is fortunate Mary is so good with the baby." (Gilman 168). And he had his sister Jennie take care of the house. "She is a perfect and enthusiastic housekeeper." (Gilman 170). Kelly Flynn Pg 4 He does talk of taking her to an expert: "John says if I don't pick up faster he shall send me to Weir Mitchell in the fall." But she took that as a threat since he was even more domineering than her husband and brother. Her friend was under his care at one time and was telling her terrible stories about the place. Not only does he fail to get her help, but by keeping her virtually a prisoner in a room with nauseating wallpaper and very little to occupy her mind, let alone offer any kind of mental stimulation, he almost forces her to dwell on her problem. Prison is supposed to be depressing, and she is pretty close to being a prisoner. Perhaps if she had been allowed to come and go and do as she pleased her depression might have lifted: "I think sometimes that if I were only well enough to write a little it would relieve the press of ideas and rest me." (Gilman 169) It seems that just being able to tell someone how she really felt would have eased her depression, but John won't hear of it. The lack of an outlet caused the depression

How to Write a College Essay

How to Write a College EssayIf you're looking for an essay sample that can help you write the perfect college essay, there are many things that you can look at to find one. You might want to think about using the web or go straight to a college book, but there are also some great resources out there to help you with your writing.When you're trying to write a college essay on a variety of topics, the essay itself will be the most important personal growth activities you'll do for your own education. It is the one experience that everyone will read, but it's also the one that will shape your future.There are several common themes that students are most likely to see in their student essays. You will find that college essays include personal development and dealing with issues like family and faith. Here are some things that you can use to help you get started on the path to developing a successful essay.One of the best ways to start your personal growth activities is to look at the fir st few pages of your essay. You can begin by highlighting all of the sections and how they relate to each other. You should be very specific about the things that you want to highlight in the essay and make sure that you're including all of the necessary information that you need.Your first paragraph should start off with an intro sentence that answers the question, 'Why do you want to write this essay?' This is probably the best place to really give yourself a goal, and it can be followed up with more questions to encourage you in your quest.In your last paragraph, you should write out your conclusion. You should be careful not to fill the essay with too much of a description. You don't want to get too far ahead, but you should also keep in mind that it should be factual, but brief.For every essay you write, you need to include lots of details. You have to keep things as simple as possible. If you think about it, all of your readers have to have the same information that you do.

Management at J.C. Penney Company, Inc

Management at J.C. Penney Company, Inc Introduction J. C. Penney Company Inc., (JCP) like other chain of companies in the US, has a history of changing its management strategy to suit the growing demand for good governance (Nafziger, 2012). JCP deals in clothing lines and retail business in various countries of investment. Its position in Texas provides it with an opportunity to serve the suburban community and other metropolises around the world. With over 11, 000 stores across US States, JCP sold its merchandise through personal selling.Advertising We will write a custom essay sample on Management at J.C. Penney Company, Inc specifically for you for only $16.05 $11/page Learn More In 2013, the company indicated interest in Seattles Best Coffee and Portrait Studios. This explains its business strategy that focuses on a variety of products and services for people through the numerous convenient stores distributed in the country (Talley, 2012). Since the 1960’s, JCP has used a similar manag ement style until the 21st century when it realized the importance of incorporating technology in the new democratic style of management. This paper intends to explain the company’s management style including the advertising technique that helps it achieve a competitive advantage. Changes in J.C. Penney’s Management Style Management strategies have direct impacts on organizational performances since inception. JCP incorporated different management styles owing to the changing consumer environment. Two most common strategies adapted by the company include: Acquisitions and Expansion Since 1960, the company acquired The Treasury outlets, but JCP experienced losses by the end of 1962. This involved an agreement between JCP and a General Merchandise Company that offered the company the stores it needed during the period. Within the same period, JCP extensively accessed about 10 stores through a Milwaukee acquisition contract. This provided the company with an opportunity t o venture into the market in Alaska and other states in the US. Besides these acquisitions, JCP equally purchased Supermarkets Interstate. Normally, an independent organization rarely involves the managing director actively in most house businesses. This enables it to grow even in the absence of the founder. At JCP, it was impossible to operate since 1971 following the death of JC Penny (James Cash). For 30 minutes, all stores across the US closed down in honor of JC’s departure. Instead of accruing losses, the company made huge profits since most suppliers and clients paid tribute to the founder of JCP.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Two years later, the company used its profits to increase the number of stores by over 2000. The company’s lack of autonomy ensured that the top management made most decisions. It was difficult to project future outcome s of an action unless an employee had close relations with the top managers. In 1974, the company faced huge losses because of the inflation. Democratic management styles enable people to share ideas in order to avoid the effects of natural occurrences such as inflation. However, this could not happen at JCP. Online Retail In the early 19th century, JCP began direct marketing by merchandizing its products through the internet. Globalization made it easy for JCP to acquire customers and mergers through the internet. It used this platform to sell shops to established brand names, such as Firestone. Its Viewtron Videotex catalog helped the company to acquire new stores and to market its products. The JCPenney National Bank allowed customers to use credit and debit cards for withdrawal and deposits. These automated cards had the company’s name making it possible for JCP to reach out to many clients through virtual techniques (Nelson, 2005). It had to reduce the number of stores i t opened for automotive purposes. Instead, it directed most people to the online portal. The innovative transition displayed JCP’s change strategy. The company reduced dependence on the founder because of his demise. It adapted a new management style that would help it in increasing profits while it remained competitive. Current Management Style JCP’s current management style focuses on e-commerce, endorsement of celebrities for adverts, and diplomacy in business operations. Myron Ullman, the current CEO, uses technology to enhance interpersonal skills. He seeks to improve a management environment created by his predecessor, Ron Johnson. Its website (JCPenneyBrands.com) creates easy accessibility to products and services making information flow fast and effectively (Hellriegel Slocum, 2007). JCP recognizes the efforts of different designers in their clothing industry. This boosts their self-esteem while motivating them to improve. JCP managers realized that democratic leadership was essential for team building and collective growth of the company. A change in strategy began in 2007 when the management sought to introduce innovative and interactive strategies of communicating with clients. The company expected to increase its profit margins after introducing Ron Johnson from Apple Inc. According to experts, the CEO did not offer a guarantee for success in a company that dealt in completely different products and services from Apple Inc. Opinion JCP’s current management strategy includes generation of creative ideas for overall organizational development. However, it uses radical measures including the ability to lay-off workers and reduction of store acquisition.Advertising We will write a custom essay sample on Management at J.C. Penney Company, Inc specifically for you for only $16.05 $11/page Learn More Even though these strategies contribute towards profitability, they reflect the opinions of the top managemen t. There is a high possibility that JCP will experience a similar style of management as the era of JS Penny. The CEO seeks to make a general overhaul in the company by assuming the status of a â€Å"start up† organization. Senior Management’s Role Senior managers at JCP including the CFO, CEO, and the creative designer often encourage people to make popular decisions. Ron Johnson played a significant role in transforming the organization from a catalog-based retailer to an internet retailer. According to the CEO, each employee needs to be responsible for his/ her actions within the company. The senior managers ensure that employees develop innovative ideas, which the senior team approves. Johnson has the ability to approve the release of company annual reports. This explains why the senior manager laid-off 600 workers in 2013. Johnson equally supports establishment of virtual stores through the internet. In 2012, the company managed to freeze 100 shops and transformed their business transactions to online techniques (Nafziger, 2012). Today, clients consult the company online platform; they make orders, get shipment, and pay through JCP MasterCard. The transition cost the company many resources, acquisition of a CEO with a successful record from Apple, and loss of stores and workers. In essence, it was not a seamless process and JC’s senior staff had to endure many challenges between 2012 and 2013. Among the decisions made by Johnson, change of designs and pricing strategies took precedence. Even as the transition became a success, employees and clients sought for Johnson’s retirement following the radical strategies he used to change the management of the company. This led to a forceful eviction from the company in 2013. It led to a reinstatement of former CEO, Myron Ullman (Talley, 2012). Celebrity Endorsements During marketing, creative designers sometimes use celebrities since they have the ability to create credibility through their charisma. In 2008, JCP used Ralph Lauren Kimora Lee Simmons to brand position the new clothing line for men and children. The two had a significant impact on sales and expansions for JCP. Kimora Lee provided professional advice to consumers and this contributed to one the highest annual sales of Decree and Fabulosity clothing lines. By the end of 2012, the company profit margins increased to 32.5% (Nafziger, 2012). Celebrities have a natural allure for the audiences they command. Similarly, they are likely to influence sales when used for advertising, or selling. There are several avenues of sales promotion, which Johnson never explored. Instead, he concentrated on innovation, and Ullman has the duty to restore the company image, which he initially created during his tenure.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Innovation JCP needs to implement an automated communication system that makes it easy for customers and employees to exchange ideas. Previous innovative strategies failed since the over ambitious Johnson rarely included employees in rational decision-making procedures. Through video-conferencing and virtual messaging, employers and employees will know all activities in the company and contribute towards its collective development. Instead of laying-off workers, the company will employ competent graduates who will increase organizational performance through technological assistance (Talley, 2012). JCP needs to redeem its brand image by increasing the number of employees and enhancing effective communication with clients. Adaptation JCP displays inability to make a rational decision when choosing organizational leaders. It changes its management strategies quickly and makes it difficult for employees to adapt to a single style of management (Nelson, 2005). The continued alteration of CEO’s delays the achievement of organizational goals, and this affects pricing in the company. After reinstating Ullman, JCP should not interfere with his leadership until 3-5 years elapse. Normally, most organizational strategies function for 3 to 5 years making it impossible to replace the CEO even when he/she has a poor management style. References Hellriegel, D., Slocum, J. W. (2007). Organizational behavior. Mason, Ohio: Thomson/South-Western. Nafziger, E. W. (2012). Economic development. Cambridge: Cambridge University Press. Nelson, B. (2005). The Management Bible. Hoboken: John Wiley Sons. Talley, K. (2012, April 5). J.C. Penney Trims Headquarters Staff. The Wall Street Journal. Retrieved from https://www.wsj.com/

LAW Surname Meaning and Origin

LAW Surname Meaning and Origin The Law surname has several possible meanings: A diminutive of the given name Laurence, from the Roman cognomen Laurentius, meaning of Laurentum, a city in ancient Italy.A surname for someone who lived near a hill,  derived from the Old English hlaw or hyll,  meaning small hill or burial mound; which became low in the south, but law in the north. Alternate Surname Spellings:  LAWE, LAWS, LAWES Surname Origin: English Where in the World Do People With the LAW  Surname Live? According to surname distribution data from Forebears, the Law surname is most prevalent in China and most dense in Hong Kong, likely a derivation of the common surname Lu,  Loh, or Luo. Within England, the Low last name is most common in Northamptonshire, where it ranks as the 72nd most common last name. It is also fairly prevalent in Essex (196th), Cambridgeshire (231st), Yorkshire (243rd) and Lancashire (249th). WorldNames PublicProfiler  indicates that within the United Kingdom, Law is most commonly found in Scotland, especially the Scottish Borders, Midlothian, South Lanarkshire, Fife and Angus. It is also fairly common throughout eastern England. Famous People Bonar Law - Prime Minister of Great Britain, 1922–23Jude Law  - British actorEvander M. Law  - Confederate  general in the American Civil WarWilliam Law  - important figure in the early history Church of Jesus Christ of Latter-day Saints Genealogy Resources Law DNA ProjectThis DNA project is open to all individuals with the Law surname and variations (including  Carlaw, Castellaw, Crinklaw, De Lauriston, Drentlaw, Emlaw, Fallaw, Lauriston, Lawand, Laware, Lawes. Lawhorne, Lawhead, Lawhon, Lawill, Lawin, Lawing, Lawley, Lawlis, Lawman, Lawnicki, Lawshe, Lawter, Lawver, MacLaw, MacLaws, McLaw, McLaws, Nicklaw, Saslaw, Shullaw, Whitelaw, Wordlaw)  interested in working collaboratively to combine genealogy research with DNA testing to sort out Law  family lines. How to Research English  AncestryLearn how to research your English family tree with this guide to genealogical records in England and Wales. Includes information on both online and offline records including birth, marriage, death, census, military and estate records. Law Family Crest - Its Not What You ThinkContrary to what you may hear, there is no such thing as a Law  family crest or coat of arms for the Law surname.  Coats of arms are granted to individuals, not families, and may rightfully be used only by the uninterrupted male line descendants of the person to whom the coat of arms was originally granted.   LAW  Family Genealogy ForumSearch this popular genealogy forum for the Law surname to find others who might be researching your ancestors, or post your own Law genealogy query. FamilySearch - LAW  GenealogyExplore over 1.4  million  historical records which mention individuals with the Law surname, as well as online Law family trees on this free website hosted by the Church of Jesus Christ of Latter-day Saints. GeneaNet - Law  RecordsGeneaNet includes archival records, family trees, and other resources for individuals with the Law  surname, with a concentration on records and families from France and other European countries. DistantCousin.com - LAW  Genealogy Family HistoryExplore free databases and genealogy links for the last name Law. The Law  Genealogy and Family Tree PageBrowse family trees and links to genealogical and historical records for individuals with the last name Law  from the website of Genealogy Today.- References: Surname Meanings Origins Cottle, Basil.  Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967. Dorward, David.  Scottish Surnames. Collins Celtic (Pocket edition), 1998. Fucilla, Joseph.  Our Italian Surnames. Genealogical Publishing Company, 2003. Hanks, Patrick and Flavia Hodges.  A Dictionary of Surnames. Oxford University Press, 1989. Hanks, Patrick.  Dictionary of American Family Names. Oxford University Press, 2003. Reaney, P.H.  A Dictionary of English Surnames. Oxford University Press, 1997. Smith, Elsdon C.  American Surnames. Genealogical Publishing Company, 1997.