Aggression: Social Learning & Cognitive Neoassociation in the Iraq War

From the daily conflict in Iraq to extreme incidents like the torture of prisoners at Abu Ghraib, dehumanization of the "enemy" and the influence of the environment in which they are encountered can explain how and why soldiers on both sides aggress. Social learning theory is at the root of the dehumanizing process, for as seen in "Faces of the Enemy," such behavior is consistently supported & rewarded by the media and by armed forces (Jersey & Friedman, 1987). Equally important is the role of cognitive neoassociation analysis by Berkowitz, which acknowledges the environment and situational influences that can lead to feelings of aggression. Through the intersections of these two theories emerges a more comprehensive analysis than would be possible from one alone. In this case, social learning theory often plays its role by teaching through observation. When individual Iraqi insurgents or al-Qaeda in Iraq see others dehumanizing American soldiers and earning praise for it, they become accustomed to such thoughts, and as stated, find it easier to aggress. Such insurgents learn by the example of others that dehumanization is acceptable. The less human another seems, the easier it is to harm; often, soldiers' orders require them to do just that. In some ways this process mimics the BoBo doll experiment by Bandura (1977) in which children performed similar aggressive acts after seeing adults perform them (Kassin, Fein & Markus, 2008 p. 403). In June of this year, fifteen American soldiers were killed, mostly by attacks by Shiite militias (Associated Press [AP], 2011). Moktada al-Sadr, an influential Shiite cleric who is known for his anti-Americanism, said the American troops should be treated as "tyrannical occupiers" (AP, ... ...ar attacks, leading to additional stress (2007, p. 351). Pappas, apparently affected by the attacks, often made the soldiers sleep inside the prison cells for protection (Zimbardo, 2007 p. 335). With factors of heat, high stress, time pressure and lack of training, such stimulus likely helped produce the soldiers' readiness to aggress towards the detainees. In reality, it is a combination of contributing theories rather than a singular theory that explains such aggression in situations like Iraq. While learning to dehumanize prepares soldiers on both sides for aggression, cognitive neoassociation demonstrates how negative environmental factors contribute to the violence. However, though such theories of aggression stress the importance of the situation, social psychology does not excuse or condone extreme actions taken by both parties: it can only explain. Aggression: Social Learning & Cognitive Neoassociation in the Iraq War From the daily conflict in Iraq to extreme incidents like the torture of prisoners at Abu Ghraib, dehumanization of the "enemy" and the influence of the environment in which they are encountered can explain how and why soldiers on both sides aggress. Social learning theory is at the root of the dehumanizing process, for as seen in "Faces of the Enemy," such behavior is consistently supported & rewarded by the media and by armed forces (Jersey & Friedman, 1987). Equally important is the role of cognitive neoassociation analysis by Berkowitz, which acknowledges the environment and situational influences that can lead to feelings of aggression. Through the intersections of these two theories emerges a more comprehensive analysis than would be possible from one alone. In this case, social learning theory often plays its role by teaching through observation. When individual Iraqi insurgents or al-Qaeda in Iraq see others dehumanizing American soldiers and earning praise for it, they become accustomed to such thoughts, and as stated, find it easier to aggress. Such insurgents learn by the example of others that dehumanization is acceptable. The less human another seems, the easier it is to harm; often, soldiers' orders require them to do just that. In some ways this process mimics the BoBo doll experiment by Bandura (1977) in which children performed similar aggressive acts after seeing adults perform them (Kassin, Fein & Markus, 2008 p. 403). In June of this year, fifteen American soldiers were killed, mostly by attacks by Shiite militias (Associated Press [AP], 2011). Moktada al-Sadr, an influential Shiite cleric who is known for his anti-Americanism, said the American troops should be treated as "tyrannical occupiers" (AP, ... ...ar attacks, leading to additional stress (2007, p. 351). Pappas, apparently affected by the attacks, often made the soldiers sleep inside the prison cells for protection (Zimbardo, 2007 p. 335). With factors of heat, high stress, time pressure and lack of training, such stimulus likely helped produce the soldiers' readiness to aggress towards the detainees. In reality, it is a combination of contributing theories rather than a singular theory that explains such aggression in situations like Iraq. While learning to dehumanize prepares soldiers on both sides for aggression, cognitive neoassociation demonstrates how negative environmental factors contribute to the violence. However, though such theories of aggression stress the importance of the situation, social psychology does not excuse or condone extreme actions taken by both parties: it can only explain.

Traning and Placement Project Report on Asp.Net

CHAPTER 1 1. ABSTRACT The Campus Recruitment database project has been specially designed to handle the recruitment needs before the start of recruitment. This project can be considered as a digital diary with many other features embedded in it. This project is used to keep records of candidate, companies and colleges and provide other useful information. The main emphasis is given about the candidate record. In this project we store the all information undergoing at the time of campus recruitment program . There is mainly three users are company, collage and candidate. ompany comes in the collage for recruitment and the collage organize the campus recruitment program for the candidate . The company contact to the TPO of the collage for the recruitment and collage give the notice in the. Newspaper for the recruitment program for the candidate knowledge. This is also used by the company see the previous performance of the candidate. There are a lot of companies, which are taking recru itment for candidate . They chooses the candidate on the basis of the different skill. The company can recruit the candidate for the different jobs.It is hoped that with all the characteristics the project will be found useful to the all recruitment companies as well as candidate and college. CHAPTER 2 2. INTRODUCTION 2. 1 PROBLEM STATEMENT We are making this project to overcome the problem of tpo and company and candidate in the campus selection process we are providing the three user in this project first tpo login who can maintanethe whole record of college and student. Second login of company login and third login is student login. This will beneficial for Take complete record of the college about its name and address of it.Maintaining record of the contact person for a particular college. Maintaining records about all the company which is comes for taking recruitment and the vacancy for the particular jobs. Maintaining records about candidate who are sitting in any campus. What is their performance on any previous campus. Maintaining records of vacant position of different companies and the particular skill record required for that position. Maintaining record about the date in which issue recruitment occur and also about the newspaper in which notice is issued. 2. 2 AIMThe Campus Recruitment database project has been specially designed to handle the recruitment needs before the start of recruitment. This project can be considered as a digital diary with many other features embedded in it. This project is used to keep records of candidate, companies and colleges and provide other useful information. Take complete record of the college about its name and address of it. Maintaining record of the contact person for a particular college. Maintaining records about all the company which is comes for taking recruitment and the vacancy for the particular jobs.Maintaining records about candidate who are sitting in any campus. What is their performance on any previ ous campus. Maintaining records of vacant position of different companies and the particular skill record required for that position. Maintaining record about the date in which issue recruitment occurs and also about the newspaper in which notice is issued. 2. 3 STUDY OF CURRENT SYSTEM The Campus Recruitment database project has been specially designed to handle the recruitment needs before the start of recruitment. This project can be considered as a digital diary with many other features embedded in it.This project is used to keep records of candidate, companies and colleges and provide other useful information. In this project we are maintaining the all record of the student to make the easier in the selection process and providing the all information of the college and student. to make the easier the selection process in company we are making this project. CHAPTER 3 3. FEASIBILITY STUDY Feasibility reports describe one or more design solutions to a specific problem and determine if the proposed solution is practical and feasible.Preferably, more than one solution is offered, in which case the report compares the various designs and determines which option is best. Design and feasibility reports are essentially the same type of document, differing only in the amount of emphasis placed on practical and economic viability of the design in comparison with other possible solutions. A design report, often very similar to an internal proposal, focuses on describing one specific implementation. A feasibility study, on the other hand, also emphasizes the investigation and comparison of alternative solutions.Design reports and feasibility reports are crucial for decision making and product development in almost any technical organization. They document an engineer's thinking through a solution to a problem, a description of the solution, and the reasons why that solution should be implemented. Managers need accurate and comprehensive feasibility and design reports t o decide where to commit scarce resources. In addition, an accurate and comprehensive design report helps in developing other documents, such as formal proposals, specifications, and work plans. 3. 1 OPERATIONAL FEASIBILITYIn this project we are providing the help to the company for selection process and tpo to maintain the all record which are record the company for selection and all the material of company written papers and hr round question and technical question which will help to the student to prepare for the selection. it think this project will be helpful for company ,tpo and student. 3. 2 TECHNICAL FEASIBILITY For the design and development of the system, several software products have been accommodated.  · Database design –sql server, Interface design – . NET Framework. , Coding – C# or any other supported Language.This software’s have the  enough efficiency in  producing  the system. Therefore the project is technically feasible. 3. 3 ECONOMICAL FEASIBILITY This softaware will be good in economically because it reduse the company effort to know about the college andabout the student for the selection process. inthis software this software available company peppers will help to the student for the selection and save money the attend any coaching for the company preparation andthis will be also help to the tpo to maintain the record of the student instead of the hard copy. is software ecinomacally is good it take not more spacein the ram and hard disk and maintenances’ also easy. CHAPTER 4 4. ANALYSIS & MODELING The first step in developing anything is to state the requirements. This applies just as much to leading edge research as to simple programs and to personal programs, as well as to large team efforts. Being vague about your objective only postpones decisions to a later stage where changes are much more costly. The problem statement should state what is to be done and not how it is to be done. It shou ld be a statement of needs, not a proposal for a solution.A user manual for the desired system is a good problem statement. The requestor should indicate which features are mandatory and which are optional, to avoid overly constraining design decisions. The requestor should avoid describing system internals, as this restricts implementation flexibility. Performance specifications and protocols for interaction with external systems are legitimate requirements. Software engineering standards, such as modular construction, design for testability, and provision for future extensions, are also proper.Many problems statements, from individuals, companies, and government agencies, mixture requirements with design decisions. There may sometimes be a compelling reason to require a particular computer or language; there is rarely justification to specify the use of a particular algorithm. The analyst must separate the true requirements from design and implementation decisions disguised as req uirements. The analyst should challenge such pseudo requirements, as they restrict flexibility.There may be politics or organizational reasons for the requirements, but at least the analyst should recognize that these externally imposed design decisions are not essential features of the problem domain. A problem statement may have more or less detail. A requirement for a conventional product, such as a payroll program or a billing system, may have considerable detail. A requirement for a research effort in a new area may lack many details, but presumably the research has some objective, which should be clearly stated. Most problem statements are ambiguous, incomplete, or even inconsistent.Some requirements are just plain wrong. Some requirements, although precisely stated, have unpleasant consequences on the system behaviour or impose unreasonable implementation costs. Some requirements seem reasonable at first but do not work out as well as the request or thought. The problem state ment is just a starting point for understanding the problem, not an immutable document. The purpose of the subsequent analysis is to fully understand the problem and its implications. There is no reasons to expect that a problem statement prepared without a fully analysis will be correct. 4. 1 DOMAIN ANALYSISThis software is dependent on manual updation regularly without updating its nothing means in this software required to update student information by the tpo and college information. Companies exam pattern and papper. need to work in company login. 4. 2 APPLICATION ANALYSIS This software is very usefull for the tpo. tpo can manage the student record for the campus recruitment by the use of this software tpo can manage the all record of the student and keep the all information of the college for the company need. it is also very good software for the company by the use of this softaware company can update recruitment in the software.CHAPTER 5 5. DATA FLOW DIAGRAM CHAPTER 6 6. SYS TEM ENVIRONMENT The system environment specifies the technical specification of requirements for the developing software. The goal of this, it completely and consistently specifies the requirements for the software products in a concise and unambiguous manner 6. 1 HARDWARE REQUIREMENTS RAM: 512 MB (Recommended) Processor: Pentium III 450 MHz Hard Disk Space: 3. 5 GB (Includes 500 MB free space on disk) 6. 2 SOFTWARE REQUIREMENTS Operating System: Windows 2000 or Windows XP. Sql server. .net frame work CHAPTER 7 7. ADVANTAGES Take complete record of the college about its name and address of it. †¢ Maintaining record of the contact person for a particular college. †¢ Maintaining records about all the company which is comes for taking recruitment and the vacancy for the particular jobs. †¢ Maintaining records about candidate who are sitting in any campus. What is their performance on any previous campus? †¢ Maintaining records of vacant position of different compani es and the particular skill record required for that position. †¢ Maintaining record about the date in which issue a recruitment occur nd also about the newspaper in which notice is issued. 7. DISADVANTAGES †¢ Minimum 512 mb ram required for this project. †¢ Minimum 3. 5 gb hard disk required for this project. †¢ It cannot run below p4 processor. †¢ Maintenance required for this software. CHAPTER 8 8. BIBLIOGRAPHY †¢ Asp. net unleashed: stephen walther †¢ Sql server 2000: mike gunderloy †¢ Sams teach yourself c#. net in 21 days †¢ Programming asp. net: jesse liberty †¢ Beginning c#. net: richard blair ———————– Tpo Con-tact COLLEGE Company Recruit STORE DATAbase ISSUE ISSUE Skills Newspaper JOBS Candidate NOTICE

Job Satisfaction of Teachers Essay

Leadership entails a number of different parts and can come from any position in the school. The administration is the main source of leadership in a school. Generally, we associate school leadership with superintendents and principals. People in these positions are in charge of making decisions, which run the school. However, teachers can also provide leadership in their classroom and through activities and other extracurricular activities. Katzenmeyer and Moller (1996) argue â€Å"†¦there is a sleeping giant of teacher leadership that can be a catalyst to push school reform†¦.† Even students can provide leadership in certain situations such as an athletic team’s captain, a point guard for a basketball team, or a class officer. With the many places leadership can occur, to have good school leadership, all people need to be willing to share responsibility and power. Lambert (1998) argues, â€Å"Leadership requires the redistribution of power and authority.† This distribution of power can lead to trust between staff and administration. This trust emerges when administrators and teachers work together to benefit the school. Trust comes about by principals trusting the judgment of teachers in the classroom and backing teachers on issues such as discipline. So that the teachers’ authority is not undermined, discipline must be consistent and not show favoritism toward any student. Teachers, in turn, must trust that the principal will follow through on all rules and not make exceptions for the school’s â€Å"star† athlete or â€Å"smartest† student. This trust is also part of a type of leadership theory called transformational leadership. Bass (1996) says that trust is a key component of idealized influence, which incorporates faith and respect, dedication, and trust into leadership. Trust is an important aspect of leadership. With the trust between leader and follower, good school leadership will also have excellent communication. Smith, who can be found in Bean (2000), argues that communicating and keeping people informed of changes and events is a key part of effective leadership. People must discuss problems and possible solutions with each other. By not doing this, the problems will continue and the organization will fall into disarray. For example, let us look at a basketball team. If the opposing team is playing man-to-man defense, it will do the offense little good to run plays designed to attack a zone defense. Here is where the coach or offensive players must talk to each other and run the correct plays. Furthermore, we see the importance of communication from Yukl (1998). He states â€Å"Leadership is about creating teamwork, collaboration, communication, and the emphasis on a total group effort.† By communicating concerns, teachers can make administrators aware of potentially school harming actions and can put a stop to these before they go too far. One example of this would be the last month of school in my school district. Due to the hot weather, students begin use squirt guns and balloons to spray each other with water. With graduation and other senior activities to organize, the principal is not in the hallways as much as previous months. Therefore, the teachers need to let the principal know this is beginning so penalties can be determined and readily enforced. This can cut down on water damage of the school and the students can continue to stay focused on school. One aspect of effective leadership that needs to be communicated to all associated with the school district is the vision of where the school is and where it needs to go. Goleman (1995) argues that â€Å"†¦leader can be expected to communicate a vision well†¦generate energy and enthusiasm regarding this vision, epitomize its meaning through the example of personal behavior, and generally inspire others to reach this vision†¦.† People need to be motivated to do a job, whether in school or in the work force. Vision gives people a goal and direction; giving them something to work for. Making people aware of the vision for the school will help parents, students, teachers, and administrators to be on the same page and working to achieve the vision together as a team. Daft (1999) states there are many pieces that visionary leadership can accomplish. These pieces include the linking of the present and future, encouraging commitment, providing meaning to work, encouraging imagination, and defining the destination. For example, if the vision of a sports team is to win, through strong dedication by players and coaches, winning will happen. If coaches can help athletes see the importance of practice and teamwork, there will be chemistry and success. With the vision of moving into the future, there comes problems and opposition. Another part of good school leadership is facing these problems and solving them. An effective way to work to solve problems is to form a group of people to suggest solutions for whatever problems occur. An excellent model to follow is suggested by Bean (2000) and is called POLCA: that is Planning, Organizing, Leading, Controlling, and Assessing. One problem a school district might face is incorporating the new Pennsylvania standards for education into the curriculum. My school district is in this process and work on this is set to begin in August 2000. Our superintendent started this process by carefully planning when to work on these changes. The mathematics and English departments were contacted to help work on these standards. These teachers were organized into groups by their subject area. Outside help was brought in. These parties had knowledge writing the standards for the state and helping other schools work the standards into the curriculum. These men lead the English and mathematics groups in the writing of our curriculum to include state mandates. After drafting standards and curriculum for the district, the work was checked for quality and improvements were made. Finally, the work was assessed and determined to be useful to the district. We can see that effective leadership is not easy. It takes hard work and tolerance from many different parities. Teachers, administrators, parents, and students all play a part in good school leadership. The administrators plan for the entire district, the teachers for the classroom. Parents and students help with support and may act in limited leadership roles. Effective leaders need to be able to distribute leadership to worthy parties and possibly divide it up to many individuals or groups. Effective leaders need to communicate and problem-solve. Having good social skills and having a good plan can make leadership easier and solving problems smoother. Lambert (1998) says â€Å"It [leadership] needs to be embedded in the school community as a whole.† It takes a team effort to have effective leadership in the school. We all need to work together and share the responsibility of being a leader. 1) A sense of purpose: The values of an organization must be clear, members of the organization should know them, and they should exemplify and uphold them in their own actions. 2) Justice: Everyone in an organization should be held to common standards, with rules and procedures that are clear, firm, fair, and consistent. 3) Temperance: A leader must strive to maintain a proper balance of emotions; Shriver did not mean that leaders should be dispassionate. Quite the contrary- but there are time for passionate advocacy and times for quiet reflection and reconsideration. Balance is the key. 4) Respect: The dignity of each individual is the concern of any leader, and this is preserved by treating all members of the organization with respect and ensuring they treat one-another similarly, regardless of differences. 5) Empowerment: Leaders are just that- leaders. Most of what happens in organizations is carried out by individuals other than those in formal leadership positions. Therefore, the more skilled they are, the more they feel confident in their abilities and competent to make decisions, raise questions, see new possibilities, and disagree respectfully with others at all levels of the organizational hierarchy, the stronger and more successful the organization will be. 6) Courage: Leaders are paid to set direction, not wait for direction to emerge. They have to be willing to follow their convictions and bring their organization to new places. In education, this is most sorely needed in response to the test-based regimen that has taken over our schools at the expense of true education and social-emotional and character development. 7) Deep Commitment: Leaders must not be polishing their resumes, but rather should have deep commitment to their organizations, the advancement of the organizations’ missions, and the wellbeing of everyone in them. It is this deep commitment that makes leadership in schools so challenging, because it requires a commitment to every employee, student, and parent. The performance of a leader must be judged by his or her skills and the character of his or her performance in the many and complex roles that leadership demands. Using the seven cornerstones of leading with character, derived from the life and work of Sargent Shriver, educators and those concerned with education have a tool for both evaluating and improving leadership competencies along both moral and performance dimensions.

Strategies for Growing Tods Luxury Shoes

Strategies for Growing Tods Luxury Shoes Introduction There are many factors which are essential for success in business. Those factors range from proper and professional management of business resources to adoption of up to date business models in order to ensure continued existence and growth amid ever stiffening competition.Advertising We will write a custom report sample on Strategies for Growing Tod’s Luxury Shoes specifically for you for only $16.05 $11/page Learn More The main conventional goal of any business organization is to maximize profits and to remain solvent throughout. Achievement of this goal largely depends on an organization’s capability to sustain its client base and win new business by growing into other markets and winning customers from other competitors within its current markets. The ability of a business organization to win new business, maintain a happy workforce and consistently keep up a superior customer service depends to a large extent on its ability t o adjust to changes occurring in its area of specialization in order to sustain its competitiveness (Pinson 2008, p.56; Waddell, 2004, p.112). Failure to adopt the relevant technological changes as well as appropriate business models in this age can be the main cause of a company’s dwindling profits and eventual fall down due to its inability to offset liabilities. Surprisingly, there are business organizations such as Tod’s Luxury Shoes which sticks to old fashioned business models and still manages to sustain and even increase their client base and remain solvent and competitive. Growing Tod’s Luxury Shoes All business organizations are constantly on the lookout with respect to how they can expand their client base in order to maximize their profits. Business organizations expand their customer base by accessing new markets and winning competitors’ customers at the national level and international levels. Organizational marketing strategies are critical in establishing a ground in new markets and winning over your competitors’ clients because marketing function forms the important link between the company and the target audiences.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Kurtz, MacKenzie and Snow (2009, p.37) notes that it is important for companies like Tods which are seeking to grow their business to change the way they interact with their present and new customers. Tods should substitute the conventional view of marketing as a plain exchange process or transaction-based process by a long-term approach that put emphasize on building strong relationships with each an every customer Kurtz, MacKenzie and Snow (2009, p.37). Unlike traditional marketers who focus on attracting customers and closing deals, Tods marketers should recognize that even though it is important to attract new customers, it is even more signif icant to create and preserve a strong relationship with them so they become loyal repeat customers Kurtz, MacKenzie and Snow (2009, p.37). It is important to note that strong relationships should not be limited to customers alone and must be expanded to include suppliers and employees. Tods marketers should realize that customers are getting more and more complicated. According to Pinson (2008, p.32), increase or decrease in the sales of the product or service of your company depends largely on the taste and preferences of your customers. You are therefore bound to effect changes on the basis of changes in their tastes and preferences in order to raise your sales, preserve you client base and win new business. In the clothing industry in which Tods is a player for instance you have to keep up to date with fashion styles and color preferences. Technologically, it is naturally expected that you have to adjust your business in order to stay modern with the shifting business world or be come obsolete by clinging to old technologies (Pinson, 2008, p.33; Waddell, 2004, p.78).Advertising We will write a custom report sample on Strategies for Growing Tod’s Luxury Shoes specifically for you for only $16.05 $11/page Learn More Change is inevitable in business and how well a business organization manages change and adapts to changes determines its future survival and ability to preserve its solvency and continue making profits in a business environment that is highly competitive and increasingly risky. According to Kurtz, MacKenzie and Snow (2009, p.37),the present day customers understand marketing messages and may turn away from them if the.messages do not have the kind of information that they want and need. Therefore, Tods executives and marketers should come up with new methods for creating and developing trustworthy relationships between their company and their customers (Kurtz, MacKenzie and Snow 2009, p.37; Thurau and Hansen 2000, p.4). In a nutshell, Tods should embrace relationship marketing in place of transaction-based marketing which puts emphasize on development, growth and maintenance of lasting, cost-effective exchange relationships with employees, individual customers, suppliers, and other persons for mutual benefit. Relationship marketing offers a company new opportunities to attain a competitive edge by moving customers up the loyalty ladder (Kurtz, MacKenzie Snow (2009, p.37). Clients move from new customers to regular buyers, then to loyal supporters of the company and its goods and services and eventually to advocates who not only buy its goods but propose them to others (Kurtz et al. 2009, p.37). Relationship development should start early in marketing. It should start with determining what customers need and want then manufacturing high-quality goods to satisfy those needs. It should then continue with superior customer service before and after the acquisition. In should include programs that encourage repeat buying and promote customer loyalty (Kurtz et al. 2009, p.37).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In short, over the long term this relationship should be transformed to a lifetime value for customers who are represented by finances and intangible benefits that a client brings to an organization over an average lifetime less the investment the company has made to catch the attention of and maintain the customer. To attain growth, Tods should develop partnerships and strategic alliances. Tods should form strategic alliances, that is, partnerships that generate competitive advantages. These alliances would particularly prove important in international markets where Tods seeks to access new markets. For instance, Tods can form product-development partnerships that entail joint costs for research and development, marketing partnerships and vertical alliances where one company provides a product or component to another company which then distributes or sells it in agreed geographical locations or markets (Kurtz et al. 2009, p.38). To minimize marketing costs in international markets where Tods has not yet established itself properly it should form marketing partnership with a company that will be selling its products in those new markets. Where possible Tods can form an alliance with local companies in international markets to allow them produce their products in order to minimize production costs.This will mark a radical shift from its current old fashioned model thereby enabling it to access new markets and grow its business. Human Resources Management Introduction As mentioned earlier, proper and professional management of a business organization and its resources is a major prerequisite for success.Exelllent business management to a large extent depend on the kind of a workforce that an organization has and how well that workforce is managed. Employees of an organization add value to other organizational resources, that is, physical, financial and technological resources. Nevertheless, however adequate and good these resources may be within any given organi zation without a well organized and managed personnel an organization cannot achieve its economic as well as its social and environmental goals. The capability of an organization to maintain its client base and win new business in order to facilitate growth depends on an organization’s ability to give its customers value for their money, produce and sell safe and worth products and go an extra mile to serve their customers needs satisfactorily through its employees (Pirnes Lutolf-carroll 2009, p.54). According to Pirnes and Lutolf-carroll (2009, p.54) these steps are commonsense business values which pay off in the long run. Managing an Increased Workforce Real life business experience have shown that happy and satisfied employees in turn gives happiness and satisfaction to customers who are the main source of financial resources needed to generate profits and maintain solvency Evans(2007,p.379). Businesses have found that as workers satisfaction increases so do consumers sa tisfaction and loyalty to the organization. Cook (2008) argues that â€Å"†¦there is a correlation between employee satisfaction measures and external customer satisfaction measures† (16). Happy and satisfied workforce is also critical in establishing and building beneficial relationships with other businesses and stakeholders like shareholders, suppliers, authorities, financiers, the wider society as well as competitors. Cooperative and friendly relationships with these groups of people in modern business world are significant especially for a business like Tods which seeks to expand its business (Kurtz et al 2009, p.37; Nalbantian 2003, p.359). Tods should commit itself to employee and customer satisfaction and engagement. To achieve this it should embrace a democratic human resource management styles. Employees should be viewed as human beings with economic, social and emotional needs to be fulfilled and not mere objects for achieving organizational goals. Tods should make sure that their new and old employees are satisfied with their working conditions and jobs, so that they can stay with Tod and become familiar with customers and their needs (Evans 2007, p. 379).Continued stay with Tods by the employees will give them an opportunity to correct mistakes because customers know and trust them. This will enable employees to attain and enjoy outcomes of higher productivity and superior customer service (Evans 2007, p.379).Tods should comprehend and appreciate that if its customers are served by employees who are satisfied they will become more reliable thus facilitating more repeat business. Customers of an organization whose employees are satisfied are usually ready to protest about service problems prompting employees to fix them, they benefit from the good relationships by enjoying lower costs and better service and this results into a new sequence of increased customer satisfaction (Evans 2007, p.379). Tods should make sure that its employees a re hired through professional recruitment and selection process in order to ensure that employees with skills and experience match Tods’ need to grow its business are hired. Once they have been hired through such a process Tods should engage them in its work and make them part and parcel of the â€Å"fabric† of Tods (Evans 2007, p. 379). Extensive employee engagement will ensures that Tods workers have a strong emotional bond to their organization, are actively involved in and committed to their work, feel that their work in put is significant, know that their opinions and ideas have value and over and over again go beyond their immediate prescribed work duties for the good of the organization. In short, engagement results in to bigger levels of satisfaction among the workforce which in turn improves organizational performance. It is important to note that employee satisfaction and engagement is firmly related to employee retention, employee safety, profit and overall productivity (Evans 2007, 379). Employees’ performance should be regularly appraised through fair and transparent means in order to measure their performance and reward them accordingly. Tods should adopt a known culture of promoting excellent performers in order to motivate newly employed workers to work smart and hard. This will inspire them to exploit their potential for the good of the organization. In simple terms, meritocracy should underpin compensation of an individual employee work (Edwards Rees 2006, p.14). It is noteworthy that increased workforce will inevitably be accompanied by increased workforce diversity which if managed well and on basis of sound management knowledge can be exploited for the good of the organization. Increased diversity implies that the organization shall have employees with different cultural backgrounds and indigenous languages trying to work together Bronwynne (2007, p.115). Managers should ensure that all workers are heard understood an d appreciated by all members of an organization (Bronwynne 2007, p.115). To achieve this, they should ensure that there are clear channels of communication in their organization and between their companies and others to avoid preventable work place conflicts. Tods should put in place mechanisms that facilitate and build good employee relations within the organization and a fair reward management so as to make sure that everyone gets what he or she deserves. It can organize regular workplace leisure activities. In order to improve employee performance and take care of the employee career development, on job training should carried out regularly so as to ensure that employee keep up with changes in their department and thus prevent them from becoming obsolete. Tods should comprehend and appreciate that proper and professional management of its employees is essentially the basis of the kind customer service that it is going to offer to its clients. In short, the happier and satisfied t he employees the better the customer service will be and hence the volume of sales. Benefits and disadvantages of the marketing strategies adopted by Tod’s Luxury Shoes Introduction Marketing is an important process in business without which your better-quality products or services may not fulfill its intention which is satisfaction of your customer needs. According to Silk, marketing is the process of strategizing and implementing the development, pricing, promotion and distribution of ideas, goods and services to facilitate exchanges that satisfy individual and organizational objectives (Silk 2006, p.3). The objects of the Tods marketers should therefore be to make sure that their clients understand the basic concept underlying their goods; explain to them the significance of the Tods’ products to their needs; get rid of or alleviate barriers to exchange so that customers can engage in an exchange with minimal effort and to build up and manage dependable relationship s with customers, thereby providing the framework within which exchanges occurs (Silk 2006, p.3). Extending the product line According to Farrils, Moore and Buzzell (2004, p.82), an extended product line enables a company to increase the productivity of other features of the marketing communication mix. Extending product lines may increase the productivity of the in-passageway promotions because the whole product line profits from advertisements for individual goods in the line (Farris et al. 2004, p.82). Fundamentally, an extended product line allows a company to better leverage a fixed expenditure on in-passageway promotions ( Farris et al 2004, p.82). According to Bennett (2009, p.426) one of the main disadvantage of extending a product line is the lack of depth within the product lines carried in numerous departments. Therefore, sales persons are not able to specialize fully in a given product. As a result, sales persons may tend to be inclined into the selling of their favorite products at the expense of others. In the long run, this may lead to lower volume of sales which is not good for a company like Tods which is seeking to expand its business. Seeking New Markets Seeking a new market for a company’s products has many advantages. First, new markets enable an organization to win new business and thus expand its client base and eventually its revenue. Secondly, seeking a new market enables a company to access valuable information it would not have otherwise obtained. New markets enable seeking opportunities to move into new markets to obtain first hand product ideas with regard to the new market needs. New markets can also assist a Tods to access valuable resources like cheap raw materials and labor once it establishes itself in the new market (Burrow 2008, p.78).Thirdly, new market enable an organization to identify potential other markets within the vicinity of their current new markets. However, in the initial stages of seeking new market for its products Tods should be ready and willing to spend without necessarily making any substantial profits in those markets (Needle 2004, p.324). Apart from extra costs that a firm is bound to incur while seeking new markets for its products, it is bound to encounter challenges that may arise from diversity among its new workforce as well as its customers and other parties like authorities. This may imply the need for more resources to facilitate training of its managers and employees on how to deal with multiculturalism. All these may derail its grounding within new markets. Reference List Bennett, A. G. (2009). The Big Book of Marketing. New Delhi: McGraw-Hill Professional. Bronwynne, B. (2007). Managing people: fresh perspectives. Pretoria: Pearson South Africa. Burrow, J. L. (2008). Marketing. New York,NY : Cengage Learning. Cook, S. (2008). Customer Care Excellence: How to Create an Effective Customer Focus. New York,NY : Kogan Page Publishers. Edwards, T., Rees, C. (2006). Int ernational human resource management: globalization, national systems and multinational. Financial Times Prentice Hall. Evans, J. R. (2007).Quality and Performance Excellence: Management, Organization, and Strategy. New York, NY: Cengage Learning. Farris, P., Moore, M. J., Buzzell, R. D. (2004). The profit impact of marketing strategy project: retrospect and prospects. Cambridge: Cambridge University Press. Hennig-Thurau, T., Hansen, U. (2000). Relationship marketing: gaining competitive advantage through customer satisfaction and customer. New York, NY: Springer. Kurtz, D. L., MacKenzie, H. F., Snow, K.(2009). Contemporary Marketing. New York, NY: Cengage Learning. Là ¼tolf-Carroll, C., Pirnes, A. (2009) From innovation to cash flows: value creation by structuring high technology alliances. London, John Wiley and Sons. Nalbantian, H. R. (2003).Play to your strengths: managing your internal labor markets for lasting competitive advantage. New Delhi: McGraw-Hill Professional. Ne edle, D. (2004). Business in context: an introduction to business and its environment. New York, NY : Cengage Learning EMEA. Pinson, L. (2008) Anatomy of a business plan: the step-by-step guide to building your business and securing your companys future. Chicago, IL :Aka associates. Silk, A. J. (2006).What is marketing? Boston, MA: Harvard Business Press. Waddell, D. (2004). E-business innovation and change management. London: London, Idea Group Inc (IGI).

Japanese Loan Words

Japanese Loan Words Japanese Loan Words Japanese Loan Words By Sharon Whenever you encounter another culture, each culture takes something from the other. So it is with English and Japanese. Each language has borrowed from the other. In the case of English, theres a long list of borrowings. Some of these have no direct English equivalent and describe inherently Japanese concepts. Others come from Japanese via Chinese. Here are a few examples: Adzuki a type of bean Anime Japanese animation (interestingly, this word originated from the English/French word animation) Bonsai tray gardening Dojo a martial arts training ground Futon a type of mattress Geisha female entertainers Haiku a form of Japanese poetry consisting of three lines, with 5, 7 and 5 syllables respectively. Hara Kiri ritual suicide Honcho squadron leader Jujitsu martial art meaning soft skill Kabuki Japanese theatre Kamikaze strong wind (refers to suicide pilots) Kanji A Japanese writing system; refers to the Chinese characters used Karate martial art meaning empty hand Kimono a full length robe Ninja a stealthy warrior Origami folding paper Rickshaw a human powered vehicle Sake rice wine Samurai a warrior Satsuma a type of orange Seppuku ritual suicide by cutting the abdomen Soy a bean Sumo a type of wrestling Sushi rice combined with other ingredients Tofu bean curd; this word is of Chinese origin Tsunami a huge wave (incorrectly called a tidal wave). Zen a branch of Buddhism Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the General category, check our popular posts, or choose a related post below:Writing Prompts 101Confused Words #3: Lose, Loose, Loss8 Great Podcasts for Writers and Book Authors

Analysis and discussion of the main crross cultural (star) Essay

Analysis and discussion of the main crross cultural (star) - Essay Example Tang and Ward suggests that management practices would help such organizations as Star supermarket to enjoy individual freedom, equal contribution, and division of labor. In addition, the staffing policy, communication aspects, and other host country’s concerns are crucial in ensuring the survival of the supermarket in this country. Mossler, (2004), asserted that the staffing policy is a managerial function implemented on recruiting and hiring of employees. It also involves in developing the required personnel for given vacancies in a company. Cultural Profile and Management Practices The culture and management practices of Shanghai where Star supermarket will be operating play a significant role in its entry and growth in operations. A cultural change initiative is crucial in the analysis. This approach would help the management of the Star supermarkets implement changes in all its levels of hierarchy. In addition, the adopted culture perspective is optimist because the manag ement’s plans are long-term with expected successful entry and survival in the market. The management of Star supermarket aims at succeeding in the new market, adapting to the diverse culture in Shanghai and eventually become profitable. ... The Chinese culture consists of several key concepts and values upheld by individuals in the country. The population values elaborate relationships and connections that promote trust and co-operation in everyday operations (WANG & GOODFELLOW 2003). The establishment of mutual respect and connection in business is crucial to its success. Furthermore, the concept of reputation and social status is fundamental to the success of a business. The business culture considers the aspect of appropriate allocation of respect to individuals as a means to create a reputation for a business (CHENG 2003). The Star supermarket management should consider gaining respect from the markets in China in order to attract respect and create loyalty among their customers. New entrants in the Chinese market are expected to understand the culture of the individuals in the diverse markets that revolve around relationships, responsibility, and obligations (DAHLES & WELS 2002). Workers and their Reception The wor kers in China are highly motivated and goal oriented. Consensus-oriented workers who make good teams in work places will welcome the management of Star supermarket. The country’s cultural emphasis is group oriented with all the personal interests sublimated to the good of the organizations they work. The workers also believe that standing out alone as a worker earns an individual negative publicity in a work place. Therefore, the workers keep low profile and work together to achieve collective objectives. Furthermore, the majority of the country’s employees tend to ask for detailed instructions regarding assigned tasks (WANG & GOODFELLOW 2003). Local

Vietnam War and American Pop Music Term Paper Example | Topics and Well Written Essays - 1250 words

Vietnam War and American Pop Music - Term Paper Example Feminism, African-American Civil Rights Movement, Anti-Vietnam War Protests and even Sexual Revolution occurred in the Sixties. But there is no revolution in that era that has had the profound effect like the one the Vietnam War had. The Vietnam War has left a huge mark in America’s social psyche, and subsequently made an impact in the collective consciousness of the American people. Many films have been made, songs, books and even TV shows that echoed the sentiments of the people during that time. This era changed the people’s view on media, politics, the government and other institutions. If the people in the other eras before trusted the government with its actions, this era saw that the people did not trust the government as much because it deployed their sons to another country, in what the Americans viewed as a futile war. The Vietnam War actually started in 1955. As an offshoot of the Cold War between the Communist Russia and the Democratic United States, the Vie tnam war is also about the battle of communism and democracy. It was between the communist Vietnam (North), controlled by the Viet Congs and the democratic Vietnam (South). The US, as a protector of liberty, tried to protect the democratic Vietnam from the communists who were trying to unite Vietnam by making the country a wholly communist one. Because of this threat to democracy, America rounded up its troops, mostly composed of young men. In 1960, the first massive recruits occurred, doubling up in numbers in 1962, and in 1963, the world saw that the American troops have tripled in number. These young troops were to be deployed in Vietnam. This happening, along with other socio-cultural movements in the 60s, spurred a massive protest movement. It has to be noted that this era saw the African-Americans being granted equal rights, the women equality with men, the environment being taken importance, etc. This war added to the agenda that the people were so keen to push. The people di d not want to wage war, unlike the government. The people pushed for peace and focusing on the environment, not having their sons, brothers and husbands killed. This conflict between the people and the government spurred the people’s disillusionment on the American government. This event, the Vietnam War, challenged their views pertaining to their leaders and their heads of state. It was inevitable anyway, the troops were sent to fight in the war. For nineteen years the United States has been deploying troops over at the Asian country. They lost the war. This fueled the masses’ discontent for the government. This discontent permeated through the pop culture. It has made its way in the people’s everyday lives, especially with the movies and music. Art is a reflection of reality. Music and movies are art forms and they do reflect reality in whatever form they can, intentionally or not, since the creators’ consciousness also reflects the events that happen a round him, through the art he has been making. This is especially true in protest music that made its way into the lives of the Americans in the 60s. Protest music is a result of a musician’s conscious effort to be heard. The rise of protest music in the United States was seen during the time of the Vietnam War. True, protest music existed way before, ever since man started to sing, but the Vietnam War, with the