Strategic Management Unit 2 DB SA Fourth Week Essay

Strategic Management Unit 2 DB SA Fourth Week - Essay Example Brian Moore is an example of good strategic management that can be emulated by other industries. Although it was unethical for him to stretch the truth to get the job at Footlocker, his hard work was quite apparent. At Saucony, for instance, he resettled the strategy of performance running and classic business strategy (SGB, 2009). Even more encouraging was his belief in teamwork to accomplish organizational tasks successfully. To Moore, an individual is as good as individuals around him (SGB, 2009). Furthermore, he favors consistency and creativity for success. These are fundamental, sincere and valid beliefs that can see the management of different industries successful. Like Footlocker, Finish Line is a company dealing in shoes. The company considers shoes as very important assets in everyone’s that should be at the heart of every person. Shoes go with people to and from various places and are central to customization culture in America. Now, more than ever, consumers need custom-made shoes (Creamer, 2004). Besides, they want original and not counterfeit products which are of high quality. The company realized it was lagging behind and signed the Heavy, a co-opt New York Boutique Branding Agency in an attempt to see it improve to heights of success. This was a bold step on the part of Finish Line. Creamer, M., (2004). Footlocker Shoe Store-Sneaker Maker Takes to Tuners. Retrieved from AIU Online Library-EBSCO, Vol. 75, Issue 43, pg. (6). http://eds.a.ebscohost.com.proxy.cecybrary.com/ehost/detail?vid=6&sid=b59cb214-2192-4012-940441caac93a90f%40sessionmgr4001&hid=4205&bdata=JnNpdGU9Z Whvc3QtbGl2ZQ%3d%3d#db=buh&AN=14881951 SGB, (2009). Footlocker Shoe Store-Brian Moore. Retrieved from AIU Online Library-EBSCO, Vol. 42, Issue 4, pg. (40).

Effective Performance Appraisal Essay Example for Free

Effective Performance Appraisal Essay In spite of this fact, however, there are some elements which are common to all effective performance appraisal systems, regardless of the actual method(s) used in the system. These elements will be discussed shortly. However, before examining these common links, a brief overview of performance appraisal as it is currently practised in American organisations is in order. Current Trends in Performance Appraisal As previously noted, controversy over the best performance appraisal system continues. The dilemma was highlighted in the 19 May 1980 issue of Business Week where the editors concluded that managers want a system that will pinpoint specific marginal behaviour that should be reinforced or discontinued, serve as a personnel development tool, provide a realistic assess ­ ment of an employees potential for advancement, and — a particularly hot issue in the 1980s — stand up in court as a valid defence in discrimination suits. Has the search for a best system affected what companies actually do in performance appraisal? A study conducted by Taylor and Zawacki[2] in 1981 set out to answer this question y sending a mail questionnaire to 200 firms located throughout the United States — these companies were selected at random from the Fortune 1000. Eighty-four (42 per cent) were returned and used in the study. The size of respondent firms ranged from less than 1,000 employees (nine), 1,000-5,000 employees (63), and more than 5,000 employees (12). Non-respondent firms did not vary significantly in terms of size. This study, which duplicated a previous one conducted in 1976, asked what kind of performance appraisal system was used for management and blue-collar employees. It also asked for the interval between ratings, productivity and employee reaction to the appraisal system, anticipated changes and respondent satisfaction to the present system. While it is not possible to go into all the detailed findings of this study, some of the most pertinent information is summarised below. ? While in 1976 43 per cent of the respondent firms had used a traditional performance appraisal system (e. g. , forced distribution) and 57 per cent had used a collaborative system (e. g. , MBO), in 1981 these figures had changed to 53 per cent and 47 per cent respectively. In other words, the proportion of companies using a traditional approach to performance appraisal had increased while the proportion of those using a collaborative approach had decreased. Several respondents provided written comments stating that they had changed to quantitative (i. e. traditional) systems in recent years in reaction to legal challenges to their previous collaborative system. In 1981, 39 of the 41 organisations using a traditional system used a graphic rating scale. Of the collaborative forms, 23 firms used MBO and 11 used a BARS system. The percentage of firms not satisfied with their current appraisal system increased from only nine per cent in 1976 to 47 per cent in 1981. In addition, those with collaborative systems were more likely to be satisfied, while the majority of firms with traditional systems expressed dissatisfaction. As far as the effect of the type of system used on employee attitudes went, 37 per cent of the ? IMDS January/February 1988 13 ? companies using a traditional approach felt that it had improved employee attitudes while 63 per cent felt it had not. Of those companies using a collaborative approach, 77 per cent felt it had improved employee attitudes and 23 per cent felt it had not. ? Of the 22 firms indicating that they anticipated changing their performance appraisal system in the near future, 12 were moving from a collaborative system to a traditional system. This is especially interesting in light of the fact that, in the 1976 study, the majority of firms indicating that they were considering a change said that the move would be from a traditional to a collaborative approach. While the 1981 study did not delve into the reasons behind this shift in attitude, Taylor and Zawacki conjectured that it was due to governmental and legal pressures for precise (i. e. , quantitative) measures which overwhelmed a desire to help people develop and grow towards becoming more effective employees. Of the firms surveyed, 49 per cent felt that their performance appraisal system had improved employee performance (roughly the same proportion found in 1976). However, the number of firms that did not believe employee performance had improved as a result of the appraisal process had gone from four per cent in 1976 to 19 per cent in 1981 — and none of these firms anticipated changing their system! (5) The appraiser should be given feedback regarding his/her effectiveness in the performance appraisal process. (6) The performance appraisal system, regardless of the methodology employed, must comply with legal requirements (notably, Equal Employment Opportunities guidelines). Since the factors listed above are consistently highlighted in the literature as essential elements of an effective performance appraisal system, each of them warrants individual attention. Performance Goals Must Be Clearly and Specifically Defined Special emphasis should be placed on this phase of performance appraisal, since the lack of specifically defined performance goals will undoubtedly undermine the effectiveness of the entire performance appraisal process. The key performance areas need to be identified, assigned priorities and stated in quantifiable terms whenever possible. The mutual goal-setting process between a manager and subordinate associated with Management by Objectives is a particularly beneficial way to foster acceptance and internal motivation on the part of the employee[3]. As is often the case, if multiple goals are established, they should be ranked so that the employee has a clear understanding of which areas may warrant more attention and resources than others. Furthermore, every attempt should be made to describe performance goals in terms of their time, quality, quantity, and monetary dimensions. This will reduce the opportunity for misinterpretation about what is to be accomplished and what limitations there are. The quantification of goals will also make it easier for the manager and the employee to measure the employees progress towards achieving the objectives. The need for quantifying objectives is succinctly summed up by George Ordione: If you cant count it, measure it, or describe it, you probably dont know what you want and can often forget it as a goal. There is still too much, do your best, or Ill let you know when its right, going around in todays organisations. If you cant define the desired type and level of performance in detail, then you have no right to expect your subordinate to achieve it. [4] ? To summarise, it would appear that while most firms wish to use a collaborative form of performance appraisal, they feel thwarted by outside forces (notably Equal Employment Opportunities requirements) in their attempts to implement such a system within their organisations. The dilemma, then, is finding a workable solution which will meet both constraints. The remainder of this article will take a look at these two seemingly conflicting areas (effectiveness vs. efensiveness) and how they can be integrated into a meaningful performance appraisal system. Elements of an Effective Performance Appraisal System While various authors use different names and modified descriptions for them, the following factors seem to be universally accepted by most authorities on the subjects as requisites for an effective performance appraisal system: (1) Performan ce goals must be specifically and clearly defined. (2) Attention must be paid to identifying, in specific and measurable terms, what constitutes the varying levels of performance. 3) To be effective, performance appraisal programmes should tie personal rewards to organisational performance. (4) The supervisor and employee should jointly identify ways to improve the employees performance, and then establish a development plan to help the employee achieve his/her goals. The Varying Levels of Performance While setting performance goals is a crucial first step in the process, managers also need to concentrate more attention on identifying what constitutes the varying levels of performance. If the organisation uses the typical poor, fair, good, very good and excellent scale of performance, the manager has a responsibility to identify at the beginning what levels of performance will produce a very good or excellent rating. However, setting specific goals for organisational performance is not enough — managers also need to relate performance to the individuals rewards. Agreeing on what is to be accomplished and what varying levels of performance represent in terms of evaluation and rewards is crucial for the performance appraisal process to be effective[5]. Since the first two steps of this process (i. e. , defining performance goals and setting performance standards) IMDS January/February 1988 14 are closely connected, an example of how these steps might be achieved is warranted. A prerequisite for setting performance goals is to establish job tasks. To measure performance realistically, objectively and productively, we must base our reviews on job content rather that job constructs. Constructs are broad, often self-evident terms which describe a general task, activity or requirement. Richards refers to them as garbage words in terms of their usefulness as performance standards). An example might be communication skills. While few would argue the need for skills in communication for many employees, the problem is how to define the term in light of the requirements of the specific job in question. Will the employee be required to: ? ? ? ? ? ? ? ? ? ? ? ? Write memos? Write letters? Conduct interviews? Deliver public speeches? Present pr oposals to clients? Describe features and benefits of a product? Resolve face-to-face conflicts? Handle customer complaints? Write job descriptions? Describe and define job standards? Manage meetings? Present ideas to top management? Initiative: Resourceful in taking necessary or appropriate action on own responsibility. Unsatisfactory Poor A routine Often waits unnecessarily worker; usually for direction. waits to be told what to do, requiring constant direction. Satisfactory Good Excellent Seeks and gets added tasks for self; highly selfreliant. Assumes responsibility. Does regular Resourceful; work without alert to waiting for opportunities directions. or Follows improvement directions with of work. little follow-up Volunteers suggestions. Table I. drinks per bottle, etc. In turn, these indicators should be broken down into measurable standards, as shown in Table II. As shown, when identifying what constitutes the varying levels of performance, we need to decide what we can expect in terms of outstanding performance, what is satisfactory and what is the minimum level of perfo rmance we can tolerate. One could argue that these are subjective determinations, and this is of course true. What is important, however, is that once these determinations have been made, performance can be measured objectively against the standard. It is important to keep in mind that standards should be set based on what we require or need in the performance of a job and not on our assessment of a specific individuals ability to do the job. Unless we specify the behaviour we want in the context of job content requirements, it will be near impossible objectively to measure someones performance under the generic construct of communication. We must determine the sort of communicating the job requires of the employee. Some organisations attempt to aid supervisors by providing rating scales which are anchored to descriptions of performance (i. e. , the BARS approach), such as the one shown in Table I. While this type of scale is certainly a vast improvement over those that offer no anchors (rating descriptions) at all, we could still argue over the ratings. The standards are subjective and unmeasurable, both undesirable traits in any performance appraisal system. To overcome these problems, the job should be broken down into responsibilities, with a series of performance indicators provided for each responsibility. In turn, these indicators should be accompanied by objective and measurable performance standards. An example will help illustrate the process. A bartenders job can be broken down into several responsibilities, including mixing drinks, cost control, inventory control, house keeping, safety, law enforcement, supervision, customer relations, etc. In turn, each of these responsibility areas can be broken down into several performance indicators. For example, performance indicators of the job responsibility mixing drinks might include complaints, returns, brands used, appearance, speed, number of Personal Rewards and Organisational Performance To be truly effective, performance appraisal programmes should tie personal rewards to organisational performance. Too many reward systems are based on time on the job, are divided evenly among employees, or offer too little incentive to increase motivation significantly. As noted by Harper[3], performance appraisal systems need to be designed with the three Es of motivation in mind. The first E refers to the exchange theory, which states that people tend to contribute to the organisations objectives as long as they believe they will be rewarded. The second E refers to the equity theory, which states that motivation is tied to the relative, rather than the absolute, size of the reward. For example, if person A does 25 per cent better than person B, but gets only five per cent more in a merit increase, then person A is likely to feel that management has actually punished him or her for doing noticeably better than person B. The third E is the expectancy theory of motivation, which asserts that motivation is a combination of the persons perceived probability (expectancy) of receiving a reward and the worth of the reward. Even when the reward is great, motivation may in fact be quite low if the employee does not believe that he or she has a reasonable chance of achieving the necessary level of performance to get the reward. Conversely, if the employee believes that the probability of receiving the reward is high, there will be little motivation if he or she does not need or value the reward. IMDS January/February 1988 15 Job: Bartender Job responsibilities Mix drinks, etc. Indicators Complaints Returns Measurements used (recipe) Brands used Appearance Time No. of drinks per bottle, etc. feedback to managers about the quality of their performance appraisal ratings would seem to have several advantages: ? ? It is relatively inexpensive and easy to develop and implement. The feedback is based on ratings made by each manager as part of the formal performance appraisal process. This enables the feedback to be tailored to the individual. The feedback can provide managers with a basis upon which to compare their ratings with those made by other managers. This normative type of feedback is rarely available to managers; as a result, there is very little information upon which they can evaluate how lenient or strict they are. A feedback system should help to ensure comparability of ratings among managers, which in turn may increase employee satisfaction with the appraisal process. That is, employees are more likely to perceive that their performance has been evaluated equitably since managers are using the same standards when evaluating performance. ? Job: Bartender Standards Job responsibilities Mix drinks Indicators Minimum Complaints 4/week Satisfactory 2/week Outstanding 0 ? Table II. In summary, then, for a performance appraisal programme to be successful in this area, it must: (1) Tie rewards to performance (2) Offer a high enough level of reward (3) Have the level of reward reflect the relative differences in the various levels of performance (4) Tailor the rewards to the needs and desires of individual employees. Development Plans Ideally, the performance appraisal programme should be comprised of two separate sessions between the manager and the employee. In the first session the manager and employee review the level of performance from the previous period — what went well, what did not, and why. This session also identifies the employees strengths as well as the areas that need to be improved. The manager then encourages the employee to prepare a development plan to be discussed at the second meeting. The development plan is intended to identify areas that should be improved upon during the coming period. The subordinate should be encouraged to: (1) Concentrate on those areas that will affect results (2) Select three or four particular areas for improvement rather than an unrealistic and unmanageable number (3) Set improvement goals that are specific and measurable[6]. Whatever the end result happens to be, the employee needs to be the principal author (although the manager should offer help and suggestions) since people tend to be more motivated to accept and implement a plan of their own making. IMDS January/February 1988 16 Indications of the usefulness of such a feedback system were documented in a study by Davis and Mount[7] in which managers were provided feedback vis a vis the ratings they gave to employees. In response to a questionnaire distributed one week after they had received feedback regarding the quality of their performance ratings, 79 per cent of the managers indicated they were either satisfied (seven per cent) or very satisfied (72 per cent) with the feedback; 93 per cent said they considered it when making subsequent performance evaluations; 70 per cent said it influenced their ratings either appreciably (47 per cent) or substantially (23 per cent), and 79 per cent said the feedback had utility for making managers ratings more comparable. The test results from this study indicated that the feedback also significantly reduced the presence of leniency error (the tendency to skew the rating distribution towards the higher rating categories) in the managers ratings. This is significant from an organisational perspective because of the multiple uses of performance ratings in organisations. Often, performance ratings are the criterion on which selection tests are validated and often provide the basis on which merit pay increases are determined. According to Davis and Mount, improving the psychometric quality of the ratings may enable the tests to be validated more effectively and provide a more equitable method for distributing pay increases — an important consideration, as previously discussed. Conforming to Guidelines Obviously, in addition to the other factors which have already been discussed, another practical consideration which must be taken into account is that any performance appraisal system, regardless of the methods employed, must comply with all Equal Employment Opportunity guidelines. While a complete discussion of this important area is beyond the scope Feedback Regarding Effectiveness It is surprising how infrequently organisations provide their managers with information about their performance appraisal ratings. However, providing of this article, the Uniform Guidelines on Employee Selection Procedures, put together by the Equal Employment Opportunity Commission (EEOC) and several other agencies in 1978, deserve special mention. These procedures were meant to clarify the exact requirements which appraisal and other selection systems must meet, and include the following points: (1) To continue using an appraisal system that has adversely affected one or more protected groups, the company must demonstrate that the system is valid, that it is job related, and that it accurately measures significant aspects of job performance. (2) The company must establish that there is no other available method of achieving the same necessary business purpose that would be less discriminatory in its effects, and none can be developed. According to the courts, the plaintiff (employee), rather than the defendant (company) must show the availability of the alternatives. The EEOC has told employers what they cannot do, but it has not provided them with definitive guidelines for solving the performance appraisal puzzle. However, some help in this regard was provided in the Autumn, 1980 issue of EEO Today[8]. (1) Base your appraisal on a comprehensive job analysis. EEOC guidelines dictate that you measure job performance against specific, clearly defined standards of performance. The performance you appraise, says the EEOC, must represent major critical work behaviours as revealed by a careful job analysis. Without a clear, written statement of job responsibilities, you increase your risk of EEO liability. (7) Submit the appraisal to several reviewers, especially if it is negative. To prevent conscious or unconscious bias from creeping into the appraisal process, develop a multilevel review system. Have your superior review and sign the appraisal. This system of checks and balances will reduce the risk of losing a court action. Final Comment As can be seen from the foregoing discussion, an effective performance appraisal system involves much more than a mere annual or biennial evaluation of an employees past performance. Nonetheless, astute managers are becoming increasingly aware of the value of their human resources, viewing them as an investment rather than merely an expense or overhead to be minimised. Accordingly, many organisations are taking the time and effort necessary to develop an effective performance appraisal system in order to help their people achieve their personal goals, which in turn allows the organisation to meet its own objectives[9]. Unfortunately, many managers still object that they just do not have the time to make performance review and development an ongoing process. However, if management is defined as the ability to get things done through people, and if we accept the fact that an effective performance evaluation process helps in getting the most important and productive things accomplished, then what else should managers spend their time doing? References 1. Fletcher, C. , Whats New in Performance Appraisal? , Personnel Management, February 1984, pp. 20-2. 2. Taylor, R. L. and Zawacki, R. A. Trends in Performance Appraisal: Guidelines for Managers, Personnel Administrator, March 1984, pp. 71-80. (2) Know the details of your companys 3. Harper, S. C. , A Development Approach to Performance nondiscriminatory policies. You and every other Appraisal, Business Horizons, September-October 1983, pp. manager in the company should aim for the 68-74. uniform application of all appraisal guidelines. 4. Mellenhoff, H ow to Measure Work by Professionals, Management Review, November 1977, pp. 39-43. (3) Avoid subjective criteria. According to the Albemarle Paper Co. v. Moody decision, subjective 5. Richards, R. C. , How to Design an Objective PerformanceEvaluation System, Training, March 1984, pp. 38-43. supervisory appraisals of job performance are 6. Kellogg, M. S. , What to do About Performance Appraisal, inherently suspect if they produce adverse impact American Management Association, New York, 1975. against a protected group. To stand up to the 7. Davis, B. L. and Mount, M. K. , Design and Use of a scrutiny of the courts, these judgements must Performance Appraisal Feedback System, Personnel be considered fair and job-related. Administrator, March 1984, pp. 1-7. 8. Block, J. R. , Performance Appraisal on the Job: Making it (4) Document! Keep records. That is the only way Work, Prentice-Hall, Inc. , Englewood Cliffs, New Jersey, 1981. you can support whatever subjective judge ­ 9. Butler, R. J. and Yorks, L. , A New Appraisal System as ments creep into the appraisal process. (They Organizational Change: GEs Task Force Approach, are inevitabl e. ) Personnel, January-February 1984, pp. 31-42. (5) Aim for a group of appraisers who have common demographic characteristics with the group being appraised. This criterion was established in Rowe v. General Motors. When only white males appraise blacks, Hispanics, women and other protected groups, the courts question the fairness of the. system. Once a system is challenged and shown to have adverse impact, the company must prove its validity. (6) Never directly or indirectly imply that race, colour, religion, sex, age, national origin, handicap, or veteran status was a factor in your appraisal decision. Making any disciminatory statement, orally or in writing, will make your organisation subject to court action. Additional Reading Kaye, B. L. and Krantz, S. , Preparing Employees: The Missing Link in Performance Appraisal Training, Personnel, May-June 1982, pp. 23-9. Performance Appraisal: Curre. Practices and Techniques, Personnel, May-June 1984, pp. 5799. Heneman, R. L. and Wexley, K. W. , The Effects of Time Delay in Rating and Amount of Information Observed on Performance Rating Accuracy, Academy of Management Journal, December 1983, pp. 677-86. The Trouble with Performance Appraisal, Training, April 1984, pp. 91-2. Gehrman, D B. , Beyond Todays Compensation and Performance Appraisal Systems, Personnel Administrator, March 1984, pp. 21-33. IMDS January/February 1988 17

Achieving a Balanced Life in Jane Austens Sense and Sensibility Essay

Achieving a Balanced Life in Jane Austen's Sense and Sensibility We are often told that too much of anything can be a bad thing. Even Aristotle, one of the greatest thinkers of all time, insisted that the only path to real contentment and inner peace is "The Golden Mean" (Funk & Wagnalls 328). This life lesson is learned by two of Jane Austen's most well-known characters. Only when Elinor and Marianne Dashwood achieve a balance between Sense and Sensibility do they find true happiness in their lives. The dichotomy between "sense" and "sensibility" is one of the lenses through which Austen's Sense and Sensibility is most commonly analyzed. This distinction is most clearly symbolized by the psychological contrast between the novel's two main characters. Elinor, the older of the two, represents qualities of "sense," such as reason, restraint, social responsibility, and a clear-headed concern for the welfare of others. In contrast, Marianne, her younger sister, represents the qualities of "sensibility," such as emotion, spontaneity, impulsiveness, and rapturous devotion. As both Elinor and Marianne suffer disappointments in love, they undergo transformations that bring each character closer to the other in behavior and personality. Elinor, the epitome of all that is proper and conventional, begins to show emotions, traits that appeared to have been hidden within her. Marianne, the over-reacting and highly emotional young lady, evolves into a more mature and dignified woman. In the final analysis we find that only when these two young women achieve a balance in their lives, can they truly enjoy a peaceful existence. In other words, the novel's success is a result not of the triumph of sense over sensibility, or sensibilit... ...rself as a mature and responsible young woman. By adapting some of each other's traits but maintaining some of their own, these women have achieved the necessary balance. Perhaps Yasmine Gooneratne says it best when she writes, "The complete human personality needs certain qualities in balanced proportion. Sense and sensibility, reason and passion, mind and heart, complement each other" (73). This is "The Golden Mean". Works Cited "Aristotle." Funk and Wagnallas New Encyclopedia. 1992. 328. Austen, Jane. Sense and Sensibility. New York: Doherty, 1995. Gooneratane, Yasmine. Jane Austen. London: Cambridge, 1970. 73. Mansell, Darrel. The Novels of Jane Austen: An Interpretation. London: Macmillian, 1973. 66. Reinstein, P. Gila. "Moral Priorities in 'Sense and Sensibility'." Renascence 35.4 (Summer 1983): 269-83. (I found this using the MLA Database)

Meaning of supervision and my professional life Essay

Instructional Supervision Instructional supervision is a very important concept which must be understood by all educators for the sake of achieving their teaching objectives. For this case, the process of instructional supervision must be applied for the sake of delivering effective instructions to the students. Supervision of instruction for example in England began as an external inspection where some people were appointed to go around the school to observe what the students were learning and what the teachers were teaching the students. The main aim of these supervisors was to ensure that the set curriculum was being followed and the students were actually being taught. On the other hand, in United States, supervision began in 1830’s after the formation of common schools. Initially, supervision in schools was undertaken by superintendents after the formation of city school system due to increased population in major cities. Later on, the role of supervision by superintendents became impossible as the number of schools increased. The role of supervision had to be delegated to the principal to oversee that the teachers we following the curriculum in their teaching. In order to promote growth of teachers and recognizing practice of supervisors time restrain, Sergiovanni and Starratt (1998), suggested that a supervisory system be created that would contain a number of processes of supervision even summative evaluation. The system was not to involve direct formal supervision every year for every teacher. This system was to evaluate the teachers within a period of three to five years. In this kind of evaluation, the teachers were to receive a variety of evaluation during the three or five years and finally be evaluated formally only once. Professional growth evidence is required during once-a-cycle formal evaluation. The work of supervision was also attempted to be opened at international involvement by Sergiovanni and Starratt. In a school setting, the principal has the overall responsibility of supervision of the whole school. For this case, he supervises, teachers, students and all the other staff working in the school that include: librarian, gardeners, drivers, cleaners etc. The supervision role is not an easy task especially of teachers and for this case, the principal has to carry out the exercise with intelligent and diplomacy. The teachers of course knows their role and they would feel not motivate if they see they are being supervised like factory workers. This would in turn kill their morale at work and finally they would not deliver the required knowledge to the students and the end result would mean that the teaching objectives will not be achieved. The principal on the other hand has a responsibility of supervising the work of the students and together with their behaviors. Students tend to acquire deviant behaviors from other students like smoking and unless this behavior is corrected at an early stage, the student will not concentrate in his learning. In some situation, the supervision of students gets out of hand as they tend to have acquired more serious behaviors such as carrying of weapons and may be killing of their fellow students. For this case, this becomes criminal offence and is not likely to be handled the principal. Principal should be very strict when it comes to discipline for the sake of ensuring that education objectives are achieved. Since the students are in a crucial stage of adolescent stage where influence of behavior is at high level hence their behaviors should supervised keenly. According to Glickman (1990), there are a number of supervisory approaches within clinical supervision structure. He developed a supervision model that provides theoretical framework that with four supervision approaches that would be found in supervision concept. These approaches are similar in the intended end goal but they differ differs slightly in the power and control that is accorded to the teacher. The four approaches are a follow: The first supervision approach is the nondirective supervision whereby the teacher has the freedom of formulating his own plan on the future development. In such a situation, the supervisor is there to give advice to the teacher when he comes up with his own ideas on the way forward. This kind of approach indeed motivates the teaching staff members as they feel they are in control with their undertakings. For this case it should be encourage at situations where the teachers are experienced in their work and they can work with little or no supervision. (Glickman, 1990) The other supervision approach is collaborative supervision. In this approach, the teacher and the supervisor do share idea before the supervisor makes decision on whatever decision he wants to make. This approach too is a good one also as the teachers feels motivated as they are consulted before any decision can be arrived at. For this case, the teachers contribute their ideas and the supervisor weighs various options before settling on the best idea that has been contributed by the teachers. By merely brainstorming of ideas, the approach is of much help for the sake of choosing the best approach to be used. For this case, this kind of approach should be encouraged at situation where teachers involved are experienced in their work. The third supervision approach is the directive informational approach. In this situation, the supervisor formulates the supervisor plan and it is the responsibility of the teacher to decide if he is going to follow the plan. In this kind of an approach, the teachers are not motivated with it as they feel they are not consulted before a decision is being made in their work. Although some of the approach since it consumes less time before it is formulated, majority of them especially the experienced ones feels that some ideas which are better are overlooked. In this kind of approach, the teachers are given an opportunity to follow or not to follow the approach directives. However, the approach is appropriate mostly to teacher who are not experienced or the novice teachers. Lastly is the directive control approach in which the teacher formulates the supervisory plan and expects are the teacher to follow it. For this case, the teachers have no alternative on whether to have another idea. They have to follow the supervisory plan that has been formulated by their supervisor. This approach however does not motivate the teachers as they are not given an opportunity to contribute their ideas toward formulation of a supervisory plan. For this case, they have to follow the directives as formulated by their supervisor. This approach is popular where the teachers being supervised are less experiences of novice. It is also very appropriate in situations whereby there is not time to gather in a meeting and brainstorm on the way forward as far as supervisory plan is concerned. Before the supervisor can know on which approach he should use, he should consider knowledge and experience of the teachers concerned before settling on the supervisory approach plan to use. The issue of responsibility and accountability should also be looked into in order to decide on the approach to use for the sake of at least motivate the teacher in their work. Motivation is the inner drive to do something, and unless the teachers have that inner drive to deliver knowledge to their students, teaching objectives might never be achieved Glickman (1990) asserts that collaborative approach is very popular among the teachers and they really enjoy their work if used. For this case, school principal should at least ensure they use this kind of an approach when they are formulating their supervisory plan to be applied in their school. There are three supervisor responsibilities that should be considered in the supervision process. They include: ? The Supervisor to carry our observations to both the teachers and students. ? The supervisor to give guidance and support to teachers and students. ? Lastly is for the supervisor to give feedback to the teachers. According to Knoll (1987), the information that a supervisor gather after carrying out a classroom observation is very important. He is able to have an access to a wide range of skills necessary for teaching which he can in turn share it with other teachers. The main aim of carrying out a classroom observation is to collect data that is necessary for carrying out an evaluative rating which is accurate. As far as supervision is concerned, guidance and support should be the main idea of supervision in the first place. Supervision is not done just to see whether teachers are following the curriculum or not and then note that one down, no. One should continuously offer guidance and support as he supervises. For this case, the supervisors are urged to make correction on the spot while carrying out their supervision roles in order for them to achieve their objectives. In order for teachers to improve on their areas of teaching, the supervisor must ensure that he gives feedback to them on the areas he has observed that would like to be improved. There would be no need of supervision if the teachers are not given the feedback as it is this feedback that they will know what areas they need to improve in while carrying out their duties. There is very big difference between evaluation and supervision though the two terms interrelates. Evaluation is the art of making judgment about the performance of a teacher. On the other hand, supervision is mere the art of ensuring that the teachers are following the laid down rules and regulation in their work. Evaluation comes after one has carried out an observation on the teachers. Appendix Literature Review Instructional supervision improves teaching performance if it is carried out in the manner that is desired by teacher. If the collaborative supervision approach is used according to Knoll (1987) is used, the teachers will be motivated in their work and the overall performance of the school will be felt. In his book – Supervision for better instruction: Practical techniques for improving staff performance, Knoll (1987) asserts that teachers are motivated in their work of teaching when collaborative supervisory plan approach is applied in their supervision. Pfeiffer and Dunlap (1982) in their book – Supervision of teachers: A guide to improving instruction asserts that teachers need to be motivated in their work for the sake of achieving their teaching objectives. Motivation can only be achieved if the supervisors uses collaborative supervisory plan in their work. On the other hand, Rettig (2000) in his journal – Leslie’s lament: How can I make teachers’ supervision meaningful? – asserts that unless guidance and support is given to teacher, there is no need of supervision in the first place. He further states that teachers should be given a feedback after they have been successfully evaluated by their supervisor in order for them to improve in their teaching. He concludes that teachers’ supervision will be meaningful after the guidance, support and feedback is given to teachers by their supervisors. References Bourisaw, D. M. (1988): Anticipatory set bias: Effects on teacher observation in Evaluation: Unpublished Doctoral Dissertation, Iowa State University, Ames Glickman, C. D. (1990): Supervision of instruction: A developmental approach, 2nd Edn: Boston, MA: Allyn & Bacon. Knoll, M. K. (1987): Supervision for better instruction: Practical techniques for Improving staff performance: Englewood Clif, NJ: Prentice Hall. Odell, S. J. (1986): Induction support of new teachers: A functional approach. Journal of Teacher Education, 37(1), 26-29 Pfeiffer, I. L. , & Dunlap, J. B. (1982): Supervision of teachers: A guide to improving instruction: Phoenix, AZ: Oryx Press. Rettig, P. R. (2000): Leslie’s lament: How can I make teachers’ supervision meaningful? Educational Horizons, 79(1), 33-37. Sergiovanni, T. J. (1982): â€Å"Toward a Theory of Supervisory Practice: Integrating the Scientific, Clinical, and Artistic Views. † In Supervision of Teaching, ed. Thomas J. Sergiovanni. Alexandria, VA: Association of Supervision and Curriculum Development Sergiovanni, T. J. and Starratt, R. J. (1998): Supervision: A Redefinition, 6th edition. New York: McGraw-Hill. Shantz, D. , & Ward, T. (2000): Feedback, conservation and power in the field experience of preservice teachers. Journal of Instructional Psychology, 27 (4), 288-294.

There Is Something Disturbing About the World

Perhaps the most disturbing character of all Is the thirteen year old Bryony Tallish, a precocious girl with the habit of traumatizing and romanticizes events that occur in her own life, leading to disastrous consequences. Cecilia and the Tallish parents are also a cause for concern, the former due to her lack of direction and purpose and the latter because of their absence and failure to fulfill their roles as head of house. Finally, the house that the family reside in can be seen to reflect them and their faults.Overall, Mclean presents a family that has deep robbers, which gives rise to many concerns. With absent parents and a sister that does little other than aimlessly smoke cigarettes, Bryony Totals can be viewed as a by- product of the poisonous environment in which she has grown up in. As her mother battles with depression and her father is in a senior position at the war office, she has had to grow up largely on her own, which perhaps contributes to her tendency to dramatist and fantasies everything, as she needs to create her own worlds In order to escape from her truthful lonely reality.Perhaps what concerns us the most forever, is when she dramatists events that she sees, or in the case of the incident at the fountain, which she only sees part of. Also, she links events that happen in the adult world to experiences she has had or read about whilst growing up. Bryony dreams that the Incident will precede a ‘proposal of marriage, which she then relates to her childhood, stating that ‘She herself had written a tale in which a humble woodcutter saved a princess from drowning and ended by marrying her,' a story plausible only in a fairy tale.This Is In stark contrast with what she refers to as her entering an arena of adult emotion and dissembling from which her writing was bound to benefit,' highlighting that even in the strange events she has seen, she feels that she can still profit, which disturbs the reader as she has a sordid sense of w hat Is right and wrong, instead of showing concern for her sister she views herself as a form of gladiator as she has entered an arena, Implicit that she will be her sister's savior. Another disturbing characteristic of Bryony is her flawed idea of what is right and what is wrong, which could be due to her solitary upbringing.She feels that the OFF intrusion into his private life. Her inability to cope with events is perhaps showcased most oddly when Lola coerces her into giving her the part of Rubella and Bryony feels that ‘her only reasonable choice would be to run away, to live under hedges, eat berries and speak to no one, and be found by a bearded woodsman one winter's dawn, curled up at the base of a giant oak,' showing that she deals with what goes on in her life by making into a play and basing her actions on what heroines or people in fairy tales would have done.Overall, Briton's delusions of grandeur coupled with her incessant capability to transform any event in her own life into a work of fiction leads to one being disturbed because of her warped visions of what is real and what transcends reality. The crumbling family can perhaps be attributed to the lack of a strong patriarchal or matriarchal figure in the family. Emily Tallish battles with what she calls her ‘monster' and Jack Tallish holds a senior position in the war office, and thus this family has little unity, as Betty the maid takes the role of surrogate mother for the children, doing what Emily Tallish no longer feels that she can do.Her opening description as being ‘inert' alerts us to how useless she is in this house, and her life is described as ‘invalid nullity highlighting how little she does. However, one must appreciate the fact that she has depression, brought on from Britons birth, and thus she cannot solely be criticizes as being a lazy character, as it is not her fault, however, her lack of desire to change things is a disturbing problem, and she takes a great deal of time Just to find her ‘dark glasses. Emily movements are described as being ‘slow and ‘awkward. Overall, Mclean shows a mother utterly failing to fulfill both her role as career for her children and as leader of the house in Jack Italian's perpetual absence, owing to his busy Job, and he is even late for Loon's homecoming meal, leaving the women to run the show, a disturbing situation in the patriarchal early 20th century society. Despite her privileged background and the chances she has been given, Cecilia Tallish has failed to achieve much at all thus far in her life.She graduated from Gorton with ‘a third' showing that her opportunity for a good start has been squandered. Whilst Cecilia does attempt to do something, she often fails, as her start on a family tree was ‘half-hearted' and she even states that ‘nothing was holding her back from leaving the house, other than the thought of packing a suitcase' which ‘did not excit e her,' showing her reluctance to make any changes to her otherwise boring life.Perhaps her reading of Claries can be seen as an interpretation of her own life, as Richardson novel tells the story of a girl whose attempts at something (virtue in this case) are continually thwarted by her parents, and for Cecilia Tallish, her tempts at starting a relationship with Robbie are thwarted, first by Bryony Tallish naming and thus condemning him as the rapist of Lola Quince, and then due to World War II.However, Cecilia does also have some desire to be independent, shown through her smoking her own cigarettes, which contrasted with the early 20th century that women had to be offered and could not possibly ask or smoke their own, yet she does both of these. She also shows some desire to live independently, as she ‘had a little money in her account' and ‘offers to help her find a Job' yet she labels all f her options as ‘unpleasing. Mclean presents to the reader a flawed pai r of siblings, who have been left to cope, in essence, without parents, and whilst Bryony has the activity and direction her older sister lacks, it is utilized negatively. Overall, despite her chances that other would have craved for is disturbing. Means's setting for the novel reflects the Tallish family, serving only to reinforce and highlight their inherent flaws.From the outside, the house is described as being ‘ugly and condemned as ‘chartless to a fault' and as a tragedy of wasted chances' perhaps ere referencing Cecilia Italian's lack of motivation and direction in life, shown by her failures to achieve much since arriving home from university and this could perhaps also foreshadow the tempestuous and ill-fated love between Cecilia and Robbie.The temple is shown to be in disrepair, as the exposed laths ‘showed through like the ribs of a starving animal,' referencing how the family is falling apart and their flaws are easily visible, also shown through the bu ilding having a ‘mottled, diseased appearance. Cilia's lack of purpose is reflected in the temple which ‘had of course o religious purpose at all' and was meant to enhance the ‘pastoral ideal' meaning that it had an artificial premise, which relates to Cilia's whim of staying home through the feeling that ‘she was needed' even though she does little to look after Bryony and when she does there are selfish motives coursing through her actions, as seen when she strokes Bryony and gets comfort from it.Her other motive that she was required to help her mother is also shown to be false, as she does nothing to aid her other than putting flowers in Uncle Clime's vase, and even that is eventually broken. Means's tendency for his architecture to be flawed can be seen to display the family within the walls, a family in disrepair that is completely and utterly ‘a tragedy of wasted chances,' disturbing when considering all the opportunities the characters have been given which have been ruined by themselves or others.Overall, Mclean presents a disturbing set of characters, all in a toxic environment which serves only to exacerbate their already prominent flaws, leaving the reader disturbed as a collection of flawed individuals in an environment such as this will only lead to catastrophic consequences.

Samuel Slater and the Textile Revolution

Samuel Slater and the Textile Revolution Samuel Slater is an American inventor who was born on June 9, 1768.  He built several successful cotton mills in New England and established the town of Slatersville, Rhode Island.  His accomplishments have led many to consider him to be the Father of American Industry and the Founder of the American Industrial Revolution.   Coming to America During the United States early years,  Benjamin Franklin and the Pennsylvania Society for the Encouragement of Manufactures and Useful Arts offered cash prizes for any inventions that improved the textile industry in America. At the time, Slater was a young man living In Milford, England who heard that inventive genius was rewarded in America and decided to emigrate. At the age of 14, he had been an apprentice to Jedediah Strutt, a partner of Richard Arkwright  and  was employed in the counting-house and the textile mill, where he learned a lot about the textile business. Slater defied the British law against the emigration of textile workers in order to seek his fortune in America. He arrived in New York in 1789  and wrote to Moses Brown of Pawtucket to offer his services as a textile expert. Brown invited Slater to Pawtucket to see whether he could run the spindles that Brown had bought from the men of Providence. If thou canst do what thou sayest, wrote Brown, I invite thee to come to Rhode Island. Arriving in Pawtucket in 1790, Slater declared the machines worthless and convinced Almy and Brown that he knew the textile business enough to him a partner. Without drawings or models of any English textile machinery, he proceeded to build machines himself. On December 20, 1790, Slater had built carding, drawing, roving machines and two seventy-two spindled spinning frames. A water-wheel taken from an old mill furnished the power. Slaters new machinery worked and worked well. Spinning Mills and the Textile Revolution This was the birth of the spinning industry in the United States. The new textile mill dubbed the Old Factory was built at Pawtucket in 1793. Five years later, Slater and others built a second mill. And in 1806, after Slater was joined by his brother, he built another. Workmen came to work for Slater solely to learn about his machines and then left him to set up textile mills for themselves. Mills were built not only in New England but in other States. By 1809, there were 62 spinning mills in operation in the country, with thirty-one thousand spindles and twenty-five more mills being built or in the planning stages. Soon enough, the industry was firmly established in the United States. The yarn was sold to housewives for domestic use or  to professional weavers who made cloth for sale. This industry continued for years. Not only in New England, but also in those other parts of the country where spinning machinery had been introduced. In 1791, Slater married  Hannah Wilkinson, who would go on to invent two-ply thread and become the first American woman to receive a patent.​ ​Slater and Hannah had 10 children together, although four died during infancy. Hannah Slater died in 1812 from complications of childbirth, leaving her husband with six young children to raise. Slater would marry for a second time in 1817 to a widow named Esther Parkinson.

American Identity- Rip Van Winkle essays

American Identity- Rip Van Winkle essays Rip Van Winkle, by Washington Irving, is symbolic of the European sentiment towards the new society in America and establishes an identity before and after the American Revolution. Rip Van Winkle's character depicts the society of America as seen by England, whereas the England portrayed by his wife, Dame Van Winkle. The townspeople represent American society at large and how it changed with the realization of becoming an independent country. Rip Van Winkle was a "a kind neighbor, and an obedient hen-pecked husband". All the good wives of the village liked him because he was willing help at any time. "In a word Rip was ready to attend to anybody's business but his own; but as to doing family duty, and keeping his farm in order, he found it impossible." Seeing that Rip Van Winkle's family was deteriorating while the people of the town were profiting from his rebellion against the authority and possible needs of his family shows that the Crown was losing respect while America was gaining the loyalty of its own people. Rip's idleness could be perceived as the British perception that America was unwilling to focus on their duties as servants of the Crown. In representing the Crown, Dame Van Winkle would nag him to death over his duties so much that he would seek refuge from these tirades by going to town to sit in front of the tavern and remain idle with his friends. Even this did not prove to be an efficient escape because soon enough his wife would track him down to nag him and his colleagues further. This is a direct parallel to the political situation with the continued government control of Mother England. England was very domineering in their everyday lives and not willing to allow America its freedom. Americans were trying to avoid the tyranny of the Crown, just as Rip would do everything possible to escape his overbearing wife. The townspeople, in representing the American society, show how American ...

The Worlds First Artificial Satellite

The World's First Artificial Satellite On October 4, 1957, the Soviet Union stunned everyone by launching the worlds first artificial satellite,  Sputnik 1.  It was an event that galvanized the world and spurred the fledgling U.S. space effort into high gear. No one who was alive at that time can forget the electricity of the moment when humans first lofted a satellite into orbit. The fact that it was the U.S.S.R. beating the U.S. to orbit was even more shocking, especially to Americans. Sputnik by the Numbers The name Sputnik comes from a Russian word for traveling companion of the world. It was a smallish metal ball that weighed just 83 kg (184 lbs.) and was lofted into space by an R7 rocket. The tiny satellite carried a thermometer and two radio transmitters and was part of the Soviet Unions work during the International Geophysical Year. While its goal was partly scientific, the launch and deployment into orbit had heavy political significance and signaled the countrys ambitions in space.   Sputnik 1 Assembly. Asif A. Siddiq / NASA Sputnik circled Earth once every 96.2 minutes and transmitted atmospheric information by radio for 21 days. Just 57 days after its launch, Sputnik was destroyed while reentering the atmosphere but signaled a whole new era of exploration. Almost immediately, other satellites were built and an era of satellite exploration began at the same time that the U.S. and U.S.S.R. began making plans to send people to space. Setting the Stage for the Space Age To understand why Sputnik 1 was such a surprise, its important to look at what was going on at the time, to take a good look back to the late 1950s. At that time, the world was poised on the brink of space exploration. The development of rocket technology was actually aimed at space but was diverted to wartime use. After World War II, the United States and the  Soviet Union (now Russia) were rivals both militarily and culturally. Scientists on both sides were developing bigger, more powerful rockets to take payloads to space. Both countries wanted to be the first to explore the high frontier. It was just a matter of time before it happened. What the world needed was a scientific and technical push to get there. Space Science Enters the Main Stage Scientifically, the year 1957 was established as the International Geophysical Year (IGY), a time when scientists would use new methods to study Earth, its atmosphere, and magnetic field. It was timed to coincide with the 11-year sunspot cycle. Astronomers were also planning to observe the Sun and its influence on Earth throughout that time, particularly on communications and in the newly emerging discipline of solar physics.   The U.S. National Academy of Sciences created a committee to oversee U.S. IGY projects. These included investigations of what we now call space weather caused by solar activity, such as auroral storms and other aspects of the upper ionosphere. They also wanted to study other phenomena such as airglows, cosmic rays, geomagnetism, glaciology, gravity, make determinations of longitude and latitude and planned to conduct tests in meteorology, oceanography, and seismology. As part of this, the U.S. had a plan to launch the first artificial satellite, and its planners were hoping to be the first ones to send something into space. Such satellites were not a new idea.  In October 1954, scientists called for the first ones to be launched during IGY to map Earths surface. The White House agreed that this might be a good idea, and announced plans to launch an Earth-orbiting satellite to take measurements of the upper atmosphere and the effects of the solar wind. Officials solicited proposals from various government research agencies to undertake the development of such a mission. In September 1955, the Naval Research Laboratorys Vanguard proposal was chosen. Teams began building and testing missiles. However, before the United States could launch its first rockets to space, the Soviet Union beat everyone to the punch. The U.S. Responds The beeping signal from Sputnik not only reminded everyone of Russian superiority, but it also galvanized public opinion in the U.S. The political backlash over the Soviets beating Americans to space led to some interesting and long-reaching results. The U.S. Defense Department immediately began providing funding for another U.S. satellite project. At the same time, Wernher von Braun and his Army Redstone Arsenal team began work on the Explorer project, which was launched to orbit on January 31, 1958. Very quickly, the Moon was announced as a major target, which set in motion planning for a series of missions.   Dr. Wernher von Braun was part of the U.S. space effort at the time of the Sputnik launch, working to build rockets to take U.S. satellites and astronauts such as L. Gordon Cooper (right) to space.   NASA The Sputnik launch also led directly to the creation of National Aeronautics and Space Administration (NASA) to carry on a civilian space effort (rather than militarizing the activity). In July 1958, Congress passed the National Aeronautics and Space Act (commonly called the Space Act). That act created NASA on October 1, 1958, uniting the National Advisory Committee for Aeronautics (NACA) and other government agencies to form a new agency aimed at putting the U.S. squarely in the space business.   Models of  Sputnik commemorating this daring mission are scattered around the world. One hangs at the United Nations building in New York City, while another is in a place of honor at the Air and Space Museum in Washington, D.C. The World Museum in Liverpool, England has one, as does the Kansas Cosmosphere and Space Center in Hutchinson and the California Science Center in L.A.. The Russian Embassy in Madrid, Spain, also has a Sputnik model. They remain gleaming reminders of the earliest days of the Space Age at a time when science and technology were coming together to create a new era of exploration.   Edited and revised by Carolyn Collins Petersen.

PROJECT PLAN AND REPORT Coursework Example | Topics and Well Written Essays - 1750 words

PROJECT PLAN AND REPORT - Coursework Example It was also recommended that while planning the project, optimum utilization of resources should be done, the timeline is strictly followed and part-timers are recruited, so that the recruitment cost is reduced. Table of Contents Executive Summary 2 INTRODUCTION 5 Background 5 Scope of the Project 7 Method of Collecting Information 7 Limitations 7 DEVELOPING AN ONLINE CHRISTMAS GIFT STORE 7 Project Objectives 7 Products 8 Resources Required 8 Strategy and Implementation 9 Stakeholder Analysis 10 Risk Analysis 11 Milestones 13 Conclusion 14 Recommendation 14 References 15 Appendices 16 Appendix 1 16 INTRODUCTION Background Project planning is the science and art of utilizing the historical data, personal expertise, organizational knowledge and the project scope to depict the resource expenditure, cost, and the duration of a project. It also includes the development of guidelines in order to ensure the service quality, response to unfavourable events and commencing with the inevitable changes in the plan prepared for the project. In order to arrive at the estimated duration and cost of the project, the project manager identifies the numerous physical elements and activities that are necessary to meet the objectives of the project (Rad, and Anantatmula, 2005, p. 1). On the basis of this information the project manager estimates the requirements of the resources and the time length of the project. However, the estimation of the resources is done along with their cost estimation, as it is a valuable piece of information for the project team. The estimates of the resource are reduced to the cost. This is because total cost is more important information for the client. The project manager then finally computes the costs and completes the total estimation of the report (Haugan, 2002, p. 4-5). There are many different steps or stages through which a project passes to its completion or closure. Those set of stage would be described in this study through the development o f an online Christmas gift store. Since Christmas gifts are sold before and during Christmas, so this online store opening, launching and operations can be considered a project, which would be described in detail based on the phases that would be described here. The different phases or stages in a project plan are: Defining: Before initiating the project the project manager should determine the goals of the project, ascertain the scopes, risks, budget, cost, timescale, and approach. It should also be communicated to the stakeholders of the company, and the difference in opinions should be resolved in the initial stage. Planning: Planning is very important part of any project plan. While creating the project plan, the first task that is undertaken by the project manager and his team is planning the stages and the minute details in the project. Executing: In this stage the project manager and his/her team would be executing or implementing the pre decided activities for the completion of the project on time and according to the design. Monitoring: After implementing the step wise project operations, the manager has to monitor whether the implementation has been done according to the framework designed or not. Controlling: Controlling ensures that the plans have been followed according to the stages decided and set by the project team. Closure: Once all the tasks are complete in the

Career Opportunities for Business Students Essay

Career Opportunities for Business Students - Essay Example However, the paper does cover areas of interest for business students who have completed four years in college. Since the option of further studies by pursuing a graduate program is available to these students, this option is covered as well. The paper looks at the sources of information that are available online to provide guidance to students who want to know about the prospects after they graduate. Most of the jobs advertised for accountants and auditors require a minimum of a bachelor's degree in accounting. This is the case with almost all the accounting related jobs and hence one needs to have a degree in accounting if one wants to take up a job as an accountant or an auditor. Accountants and auditors are in great demand across the United States and the jobs pay well and have other benefits that include perks and allowances. Due to the ongoing economic crisis, there has been a drop in the number of jobs available in these fields. However, the silver lining is that accounting jobs for graduates of accounting courses have been increasing with the signs of recovery that are visible now. Further, accountants and auditors are needed even when the firm is slashing jobs in other departments. This is because of the fact that the financial statements and other methods of accounting need to be taken care of at all times. The statistics show that 21 % of all wage jobs were held by accountants and auditors. This figure represents the fact that these professions are much sought after. However, the rigorous nature of the course deters many students from pursuing courses in these subjects. Hence, the ones who persevere are rewarded for their hard work and diligence in completing the course. The typical employers for accountants and auditors range from the consulting firms to the governmental jobs. The category of employers is broad and the consulting firms pay the most, though, this has become a bone of contention because of the current economic crisis. The fact remains that any organization needs an accountant to look after the book keeping and associated financial function. Hence, there is a great demand for these jobs at all levels and in all companies. The accounting profession is an all weather employment profession. TRENDS The current trends in the accounting industry are an emphasis on self employment as well as demand for accountants who have knowledge of the various regulatory requirements that are being brought by the government. I will examine both of these trends separately. The latter trend has become more pronounced with the introduction of the Sarbanes Oxley act and the subsequent adoption of stricter accounting regulations. Further, the ongoing economic crisis is bound to result in greater oversight and regulation. The trend towards employing accountants who are familiar with the workings of the regulatory mechanisms is favorable for those students who have familiarized themselves with the various regulatory frameworks that have been introduced in the US. The other trend of self employed accountants is bound to grow with the economic crisis leading to a system where accountants are hired for the short term without permanent employment by the companies. The other noteworthy trend in the accounting prof

Should state or local governments tax sodas to fund health care Research Paper

Should state or local governments tax sodas to fund health care - Research Paper Example There is a debate on whether the state government should tax sodas and use the proceeds in health care initiatives. There are many health issues that are related to the intake of sodas in the United States of America. Issues like tooth decay, diabetes and obesity are on the rise among the teens. The contribution of soda to the health care expenses is already high and continues to increase at an alarming rate as depicted by the expenditure on health related issues. It is estimated that $79 billion is spent yearly on obesity and overweight related issues (Lohnes, 2006). The proponents of the tax levy on sodas argue that the taxation of these sodas will help in reducing heath related illnesses like obesity diabetes and tooth decay. The acids that are contained in the sodas breaks up the tooth enamel thus destroying it. The Sodas are known to contain a high level of sugar which is harmful to the health of the people. Various proposals have been put forward regarding the taxation of sodas; the mayor of Philadelphia Michael Nutter proposed a tax on all beverages with added sugar, putting a two-cents-ounce levy on the sugar added drinks. The overall effect of the taxation is that an estimated $ 77 million per year would be generated and directed towards health care programs (Nolan, 2009). Sodas are considered as diuretics implying that they have the ability to dehydrate the body. In places like South Texas where the temperatures are extremely high during summer, the continuous consumption of sodas will cause serious dehydration to the body thus leading to complicated health issues since dehydration causes headaches and heat exhaustion. Nolan (2009) states that the government should impose a tax on the sodas in order to discourage the consumption of sugar added soda. When a tax is levied on soda, it implies that the price of the product will go up meaning that many people will not be able to afford buying the product. This will shift the preference of the people

Movie review Example | Topics and Well Written Essays - 500 words

Movie Review Example Walter Lee is sure that investing the money in a liquor store will provide the most long-term financial security for the family. He has some friends that want to invest in the business with him, but they are not willing to put up any of their own cash. Momma Younger, played by Phylicia Rashad is sure that getting out of the dismal housing situation they are in would help the entire family most. She has dreams of a nice neighborhood and a spacious house where there is enough room for all the family members to breathe. She has set her sights on a pleasant little house in the Clybourne Park neighborhood. The only problem is this neighborhood is all white. The Youngers would be the first African-American family to live there. Other major characters that have their own dreams and desires that are attached to the money in some way are Benethea and Ruth. Benethea is the sister of Walter Lee and Ruth is Walter Lee’s wife. Their young son’s name is Travis. The updated production is loosely based on the original play. Some of the updating is unfortunate because the feel of the story is altered tremendously. I feel that Phylicia Rashad and Sean Combs are woefully miscast in this production. The original story is about a family that was less polished and more real than the one portrayed in this production. Rashad and Combs are too smooth in their delivery to have credibility as the matriarch and oldest son of a family struggling to get out of the ghetto. Their presence gives the story an air of people pretending (not very convincingly) that they are salt of the earth. Stylistically, the updated feel of the story robs the original of the edginess in the original story. Some of the criticism I feel towards this updated version stems from the way the family reacts to the blatant racism they face from their white neighbors. The family doesn’t seem shocked or even truly angry. Walter Lee seems to be resigned

The necklace Assignment Example | Topics and Well Written Essays - 500 words

The necklace - Assignment Example The entire story is a symbol of amoral materialism and pettiness among the French bourgeois of 19th century. The necklace itself is a symbol of extravagance. The story tells the struggle of Mathilde to pay back for the necklace and the ten years spend by her for a necklace that is worth nothing The story has a moral which is that one should not desire for things which one cannot afford. In this story, Mathilde comes from a poor background. She is not satisfied with what she possesses. She in greed borrows diamond necklace from Madame Forestier and loses it and had to repay her a large amount. However the necklace was fake and Mathilde loses both money and peace in life. So greediness is an evil and people should be happy with what they have. The story teaches us not to borrow things or money unnecessarily. It is also not good to live a pretentious life. If we borrow things unnecessarily we may end up in trouble. Mathilde did not have the need to borrow necklace from her friend. She did because of her greed for wealth and attention. However she ends up in trouble for nothing. In an effort to impress others she and her family end up in problem. There is also a moral that pride goes before a fall. The story does not have a happy ending. In the end, when Mathilde realizes that the diamond necklace was fake, she feels that she lost everything because of her greed. She lost her money, house, and youth in greed of a necklace which was fake. She felt as if was she was deceived by her obsession for jewelry and wealth. She had a normal life before her debt but when she desired for the necklace she was putting herself in trouble. After she loses necklace she falls in debt of paying a huge amount to her friend. In the end she is only left with shame and regret. She is ashamed of getting cheated by her friend, ego and pride. The regrets for sacrificing her life in paying debt. In the end she is left with

Movie review Example | Topics and Well Written Essays - 500 words

Movie Review Example Walter Lee is sure that investing the money in a liquor store will provide the most long-term financial security for the family. He has some friends that want to invest in the business with him, but they are not willing to put up any of their own cash. Momma Younger, played by Phylicia Rashad is sure that getting out of the dismal housing situation they are in would help the entire family most. She has dreams of a nice neighborhood and a spacious house where there is enough room for all the family members to breathe. She has set her sights on a pleasant little house in the Clybourne Park neighborhood. The only problem is this neighborhood is all white. The Youngers would be the first African-American family to live there. Other major characters that have their own dreams and desires that are attached to the money in some way are Benethea and Ruth. Benethea is the sister of Walter Lee and Ruth is Walter Lee’s wife. Their young son’s name is Travis. The updated production is loosely based on the original play. Some of the updating is unfortunate because the feel of the story is altered tremendously. I feel that Phylicia Rashad and Sean Combs are woefully miscast in this production. The original story is about a family that was less polished and more real than the one portrayed in this production. Rashad and Combs are too smooth in their delivery to have credibility as the matriarch and oldest son of a family struggling to get out of the ghetto. Their presence gives the story an air of people pretending (not very convincingly) that they are salt of the earth. Stylistically, the updated feel of the story robs the original of the edginess in the original story. Some of the criticism I feel towards this updated version stems from the way the family reacts to the blatant racism they face from their white neighbors. The family doesn’t seem shocked or even truly angry. Walter Lee seems to be resigned

Better speech Essay Example | Topics and Well Written Essays - 750 words - 1

Better speech - Essay Example Stating â€Å"an unjust law is no law at all’ (King 1), he argues that oppressed citizens have a moral obligation to break unfair laws. King believes that direct non-violent action will â€Å"dramatize the issue of non-violent action so that it can no longer be ignored† (2). The community, represented by their leaders, will thus have no option but to confront the issue through negotiation (king 2). This shows that though coming from a racial group that has been oppressed for hundreds of years; he has faith in the possibility of the white power structure to rise from â€Å"the dark depths of prejudice and racism to the majestic heights of understanding and brotherhood†. Unlike king who portrays unshakeable faith in America’s ability to use dialogue in dealing with the unfairness brought about by segregation, Malcolm X, in â€Å"The Ballot or The Bullet†, conveys the image of a bold and outspoken man. His speech proposes a paradigm shift in the thinking of civil rights activists. He expounds the benefits of Black Nationalism to the audience and portrays â€Å"Uncle Sam† as unwilling to lift the black man from oppression. He points out â€Å"America’s conscience is bankrupt† (Malcolm 1). This statement is indicative of his disillusionment with the government. He believes that the white man’s aim is to keep him in a permanent state of subjugation. He makes it clear that if the blacks are not empowered through participation in elective democracy (the ballot); they will have no choice but to seek empowerment through violence (the bullet). He urges the audience to wake up to the fact that neither the courts nor a ny form of dialogue within America will help solve the problems of the black community. Malcolm X (1) notes, â€Å"The entire civil rights struggle needs a new interpretation†. He informs the audience that they should no longer look for

Access control Essay Example for Free

Access control Essay The purpose of this policy is to define standards for connecting to Richman Investments network from any host. These standards are designed to minimize the potential exposure to Richman Investments from damages which may result from unauthorized use of Richman Investments resources. Damages include the loss of sensitive or company confidential data, intellectual property, damage to public image, damage to critical Richman Investments internal systems, etc. Scope This policy applies to all Richman Investments employees, contractors, vendors and agents with a Richman Investments owned or personally-owned computer or workstation used to connect to the Richman Investments network. This policy applies to remote access connections used to do work on behalf of Richman Investments including reading or sending email and viewing intranet web resources and wireless devices. Remote access implementations that are covered by this policy include, but are not limited to, dial-in Modems, frame relay, ISDN, DSL, VPN, SSH, and cable modems, etc. VPN access control model for a large scale company. This policy will support remote access control for systems, applications, and data access. Remote access Defined Remote access for employees is deployed by using remote access VPN connections across the Internet based on the settings configured for the VPN Server, and the following additional settings. The following diagram shows the VPN server that provides remote access VPN connections. Domain/Network Config: For each employee that is allowed VPN access: * The network access permission on the dial-in properties of the user account is set to Control access through NPS Network Policy. The user account is added to the VPN_Users group in Active Directory. To define the authentication and encryption settings for remote access VPN clients, the following remote access network policy is created in Network Policy Server (NPS): * Policy name: Remote Access VPN Clients * Conditions: * NAS Port Type is set to Virtual (VPN) * Windows Groups is set to VPN_Users * Calling Station ID is set to 207. 209. 68. 1 * Permission is set to Grant access. NPS policy settings: * On the Constraints tab, under Authentication Methods, for EAP Types select Microsoft: Smart Card or other certificate. Also enable Microsoft Encrypted Authentication version 2 (MS-CHAP v2). * Or SSTP, L2tp/IPsec, PPTP, IKEv2 Access control model/ policy: This model would support Role based access controls and allow mandatory access control to be governed by remote access. The IS Dept. is responsible for maintaining the access and access rights and provides and restricted as needed by user roles in the organization. All data is encrypted and transmitted via remote and encrypted and used by the VPN tunnel. VPN access will be terminated on a 3 month basis and must be renewed by revisiting based on your access role and permissions

Marx and Weber: Capitalism

Marx and Weber: Capitalism A comparison of Marx and Webers theories with respect to their ideas and interpretations on capitalism. Marxs view of the industrialist society he lived in was one of inequality and driven by capitalism. His ideas and interpretations of capitalism are based on historical precedent and industrialism. He calls the capitalist ownership class, the bourgeoisie, owning the means of production, whilst describing the working class, the proletariat, who provide the means of production. He viewed this capitalist system as being an unjust and unfair one which exploited the proletariat to provide profit and gains for the bourgeoisie. Marx saw capitalism as merely a progression of previous modes of production, such as slavery and feudalism, becoming a system of production of commodities which exploited the workers for the profitable gain of the capitalist bourgeoisie. In the feudal and slavery systems, however, the medieval lords and slave owners were responsible for the welfare of their workers. Whereas, in the capitalist society he saw the capitalists taking unfair advantage of the workers, with a minority owing and monopolising the ownership of the means of production, whilst gaining big profits at the expense of the workers. Wage labourers produce commodities, goods which are produced for exchange. The commodities are sold on the market, and the capitalist pays the labourer a wage. The capitalist gives up some of his capital to the wage labourer in the form of wages in return for the use of his/her labour- power. Labour-power is thus itself a commodity; it is bought and sold A labourer depended on the market value of his skills, or production, to earn a living which the capitalist would sell for maximum profit. However, this profit did not feed back down to the worker, instead it went into the pockets of the already wealthy capitalist. He believed that the workers were exploited for their labour in order to survive. Marx believed that society had progressed through stages of history with each stage providing its own destruction to allow it to progress to a new stage. He believed that every stage of history only progressed to the next stage through a social revolution of some kind and gave it the term Dialectical Materialism . He believed that the economy and materialism are the driving forces behind historical change. He saw the main difference between men and animals, as mans ability to produce his own living, in other words, man owns his own mode of production. However, he saw the workers ability becoming diminished in the factories and with manual labour, with the worker being alienated from his means of production by being given solely specific tasks to complete in a production line. Ultimately, he proposed that through the progression of history, capitalism would be overcome by a revolt of the working class in order for them to overcome their oppression by the capitalists, giving way to a f airer and equal society. He argued that economic structure should be planned to suit the people. Unfortunately in some cases, his theories were taken and twisted by others, giving way to an even more oppressive society, for example, communism in the Union of Soviet Republics (Russia) and the Republic of China, where the control of the working classes were still in the hands of the select few. In contrast, Weber believed that Marxist theories were too simple as he thought Marx saw mainly economic grounds being the driving force behind capitalism. Webers ideas and interpretations on capitalism are predominantly derived from his major work The Protestant Ethic and the Spirit of Capitalism (1904-05). From most of the readings done for this essay, it would appear at first sight that Weber views religion as the driving force behind capitalism. However, this is too simplistic a view. Weber was not only interested in the role of religion in capitalism; he was also very interested in discovering the values behind the individuals social behaviour. He saw workers doing what they do because of their commitment to their family, which is why people go to work although the work may not be great and the pay not very substantial. Weber is more interested in the actions of the individual and the affects of society on the individual; therefore, he defines sociology in a different way than Marx, believing that individuals are shaped by their own motives and desires. He liked to use categories and typologies, using three main categories, traditi on, charismatic and legal rational authority. Weber had a wide range of interests, class, social stratification, modernity and religion. Being interested in discovering why capitalism was a Western phenomenon and developed in certain European countries during the industrial revolution, he undertook a study of these countries. In his work The Protestant Ethic and the Spirit of Capitalism (1904-05), Weber makes a connection between protestant beliefs and the emergence of capitalism. Although religion did not bring about capitalism, Weber suggested that religion can cause social change, which in turn could fuel the process of capitalism. He uses Calvinism as an example of how change can be brought about. Calvinists believed that you were already predestined to go to heaven and were either among the elect or not, before you were born. Nothing that happened during your life here earth would alter this election. Calvinism was a puritan form of Protestantism, focusing on self denial, hard work and a predetermined selection for entrance into heaven. As Calvinists did not have any way of knowing whether or not they were part of the elect, they had to act as if they had been chosen; therefore, they lived good lives here on earth and worked hard. It was this ascetic work ethic that Weber believes drove capitalism as making a lot of money was a sign of hard work and no play. As they denied themselves any comfort and pleasures in life, the money they had over and above their meagre living expenses was ploughed into the business making them different from other money makers, in so much that, they made money for moneys sake which was not spent on the frivolities in life. Weber theorised that this Protestant ethic gave rise, encouraging and promoting modern capitalism. He argues that formal rationalisation (the rationale behind making money) would overtake religion and do away with it altogether. Weber saw capitalism as a process of rationalisation and argues that there are s ix factors which are necessary for capitalism to succeed : The appropriation of material means of production; Market freedom; Rational technology (principally mechanisation); Calculable law (forms of adjudication and administration which allow for predictable outcomes); Formally free labour (persons who voluntarily sell their labour-power but must do so to stave off starvation); And the commercialisation of economic life. All these conditions are necessary ingredients in the rise of capitalism in Webers view . Weber also saw bureaucracy as playing a major role in capitalism. Bureaucracy is the form of social organisation in and through which rational-legal authority is exercised and maintained. It is also the form which clearly takes hold with the advent of capitalist economic order. One does not cause the other to arise; they have a h3 affinity Where Marx felt that alienation of the workers from thier products by division of labour within the capitalist system allowed exploitation of workers for capitalist gains, thereby limiting their true freedom, Weber believed that it was bureacracies and rationalisaton that restricted human freedom. Marx believed that mans freedom under capitalism was deceptive and not true freedom. He believed that capitalist wage labour restricted the worker and was really a form of forced labour as the worker relied on his wage to live. The worker could only sell his labour for the price the capitalist would pay for this work or production and for Marx, capitalism was predominantly as system of commodity production and an economic driven system. Weber argued that workers lost control of their work through the forces of rational controlled production and believed that it was inevitable that the bureacracy of the capitalist system would change processes in labour and production order to gain the best profit. But capitalism is identical with the pursuit of profit, and forever renewed profit, by means of continuous, rational, capitalistic enterprise . Weber argued that in a capitalist society the individual join the organised structures and orginasations which are put in place to ensure an effecient structure to ensure the best profit. By joining these organisations, the individual loses their individuality and get cut off themselves and lost in the officialdom, and therefore, become alienated. Weber tends to be seen, or portrayed, as much more pessimistic than Marx. Weber sees society becoming locked in an Iron Cage through bureaucracy, rationality and authority. This order is now bound to the technical and economic conditions of machine production which today determine the lives of all the individuals who are born into this mechanism, not only those directly concerned with economic acquisition, with irresistible force. Perhaps it will so determine them until the last ton of fossilized coal is burnt. In Baxters view the care for external goods should only lie on the shoulders of the saint like a light cloak, which can be thrown aside at any moment. But fate decreed that the cloak should become an iron cage Marx was much more optimistic and saw the possibility of social change through a working class revolution, believing that social democracy is an alternative to capitalism.

Essay --

Introduction Aircraft maintenance is interpreted as the activity in sustaining an aircraft to its serviceable condition in the manners of inspection, repair, overhaul, replacing or modification of an aircraft component. The aviation industry also needs a systematic management in terms of organizing the maintenance activity. A proper management helps the organization to sets up a good reputation in term of providing a decent business service. In addition, an organization develop their own complex methodology to maintenance requires modern administration both in the advancement of the beginning maintenance program and at its usage by the industry. In part, this methods responding to real mishaps by making forceful move to anticipate similar accidents, yet without taking away from continuous security projects to address other risks. Almost all aircraft accidents are caused by a chain of events, the elimination of any one of which could have prevented the accident. The most regular link in these chai ns involves human factors (pilots, air traffic controllers, maintenance crews, etc.). However, in some cases, one or more links in the accident chain are linked with the design of the aircraft. Either a management deficiency results in an equipment malfunction that leads to an accident, or a design improvement could have prevented a surprising event from resulting in an accident. For those reasons, an aviation organization need to be organized in accordance with the regulatory requirements to avoid accidents thus maintaining the financial of the business. â€Æ' Legislation Legislation is described as law that has been circulating by a regulatory body for a certain circumstances to maintaining and standardize an outcome. From the web search re... ...on whether or not an organization has to outsource a part of their business is a difficult one, and should not be taken lightly. Finding for short-term cost savings is not a bad idea, but choosing a step based solely on cost reduction or tactical problems is a short-term solution and will weaken a company's potential for long term achievement. The organization should have sufficient management skills and the capability to adapt new behaviours and processes to effectively manage an external part of their business. These skills should include knowledge of management abilities and a enthusiasm to apply them to a new and more challenging situation. Implicit knowledge must specifically be considered when planning a critical strategy, particularly if the component of the business to be outsourced by now exists internally and valuable institutional knowledge will be lost.

Film Genres Essay

Film genres hold a great influence on the type of music chosen to appear. Music must fit the theme and tone of films in order to convey emotions accurately. Between 1935 and 1939, films began to be widely segmented by genres. Many of the films didn’t fit just one genre, these films where categorized in two or more genres and their music reflected this hybrid quality. The film The Informers is categorized as being in a dramatic genre. The music of the film is greatly influenced by this genre. The main theme in the film is a very suggestive, creating drama about the characters future fate. The music builds up expectations and questions about what will happen in the rest of the film. The music in these types of dramatic films are usually toned lower to create mystique and the music is then sped up and heightened in the most climactic scenes of the film to create a great sense of drama as the genre entitles. One of the films during this time to have a hybrid genre was The Bride of Frankenstein, which shares a horror and comedic genre. The horror influenced music in the film can be heard over exaggerating the qualities of the characters. The music used to represent these horror aspects is simple, yet effective. The monster’s theme in this film only consisted of five notes which included harsh clashes. The use of two adjacent pitches creates a jarring effect in the music which develops into suspense. The comedic influence in the music of this film can be heard in the form of dance music played to create a light hearted mood to the characters. These comedic songs are very light without the harsh beats of the horror inspired ones. â€Å"The Adventures of Robin Hood† is a film included in the action genre. This film uses a full orchestration, emphasizing brass and percussion sounds to create the sense of action. Loud dynamics, passage of quick notes, and irregular and hard accents are tools in action films to create a hectic situation, suggesting a chaotic environment. These tools are used thoroughly in the fight scenes involving the main character, Robin Hood. The music emphasized the movements during these battle scenes and warns of the dangers the character are facing. The first feature film to fit in the animation genre was Snow White and the Seven Dwarfs. This genre of film consists of an abundance of continuously playing music through the film. The songs are very simple and brief which delighted the public who wanted to simply enjoy a film. These short and simple characteristics of these songs also made them quite catchy and easily  remembered by those who watched these types of film. The movements of the characters in Snow White and the Seven Dwarfs are also accentuated in a â€Å"Mickey Mousing† technique that provides a light hearted touch to the characters in the animation. A films genre will definitely dictate the music that can be used in the film. The right music for a film will allow the emotions of the film to easily move past to the audience. The right music for the film genre helps emphasize the genre and create a more enjoyable experience for those viewing the film.

PEST Analysis of the External Environment Essay

The paper provides an analysis of the Case Study for Westjet Airlines, Canada. The case is taken from the work done by Peter Yannoupoulus (pg 376-380) Problem Statement The following problem statements are proposed: 1. Westjet Airlines total debt is higher relative to its shareholder equity a measure that may call for external financing. The company needs a strategy to ensure its self-sufficiency. 2. Westjet has many competitors and has to come up with strategies to ensure it remains in the market and makes profits. The major questions that management of Westjet have to deal with is whether to maintain its status quo of offering low cost and low fare, whether to venture more in the third party charter segment or whether to be involved in the Trans borders segment. The management has to decide the best strategy it will use to achieve its expansion plan and decision must be made urgently. PEST Analysis of the External Environment Political/ Legal After the 9/11 attack operating in the small markets has become uneconomical due to increased costs. Legal measures by the government translated to higher costs to airlines, which were transferred to consumers. Non-profit airport authorities have also led to the increased prices that act as a disincentive to air transportation. Most customers are price sensitive and care must be taken to maintain its competitiveness. Westjet incurred added costs by providing amenities to its customers like leather seats, snacks leg rooms and television. Economic It offers quality services, empowers its employees and shares profits. This way it maintains its competitiveness. Having good relationships with employees creates good relationships with customers. Employees can make decisions and solve customer problems without the unnecessary delay of contracting the management. Employees are made to feel as if they are part of the company. By offering quality services and on job training it improves its highly motivated employees skills. It employs qualified people who also have a right attitude. Employees are motivated by the profit sharing where they get additional money from what the company makes. Through its employees share purchase plan, it encourages its employees to invest in the company’s stock. Pricing Its fares are 55% lower than air Canada fares. It offers services at a low cost so as to increase the traffic flow. It attracts passengers who would prefer other means of transport as well as those without the traveling idea but attracted by the prices. Westjet intends to expand its scope to serve the central and eastern Canada. By early 2004, it was serving 24 Canadian cities. (P. 376) Environment/ Technological In increasing its efficiency Westjet may be obliged to incur high costs but the benefits are worth it. For instance the installation of winglets that cost $ 635,000 per plane would result to $ 112,500 savings p. a per plane. (p. 379) Social and Cultural Westjet airlines provide passenger, cargo and third party charter services to Canada’s domestic market. It started its operations in 1996 with 3 aircrafts and 220 employees by 2003. It has expanded and now employs 3610 employees and 14 aircrafts. It has entered an agreement with Air transit, the leading Canadian charter airline and it rent its airplanes during off-peak seasons like in winter months. It also did its maintenance and rented some of its simulators. Competition Air Canada, the largest competitor has more resources and a higher command in the market. It accessed over 90% of Canadian airline industry, US trans border and international markets. It makes counter decisions to be at better grounds than Westjet. Other low fare competitors include Cantet, HMY airways, Zoom airlines, Tango, and Jazz and Zip air. Decisions Alternative and Solutions Alternative -1 Tran border expansion Westjet may decide to expand in Tran border operations. Venturing into this area calls for increased cost in increasing aircrafts. Tough competition from subsidiary airlines of stronger airline could threaten its low fare strategy. There is very high competition in the trans-boarder market as it includes both the Canadian as well as the US airlines. Replacing the older aircrafts would also be essential to pave way for efficient aircrafts to travel non-stop across cities in Canada as well as across the borders. Alternative -2 Offer low cost and low fare and increase Canada market Westjet can maintain its status quo. It can strengthen or empower its employees results to increase their satisfaction that is further projected to the customers. Its small size will ensures low cost structure and fewer employees. Operating in the profitable routes makes it more efficient than large airlines. It must also ensure that it offers convenient schedules. It can increase or maintain these profits by increasing its scope. Westjet can advertise its services extensively through it the advertising and new media division in its sales and marketing. Advertisements can be through magazines, outdoors advertising, radio, television, and transit messaging and web advertisement. (P. 378). It can also increase offers to act as incentives like random promotion for instance, the prime ministers day special. Westjet offers tickets less reservation system through Internet bookings that are very convenient and effective to consumers. It also eliminated unnecessary costs that go with printing distribution and tracking of tickets Alternative -3 Venture more in charter segment. Westjet can opt to expand in the third party sector or the charter services. It is appropriate as the unutilized aircrafts can be utilized during winter. It can team up with established charter flight businesses. Most Favored Alternative The strategy that best suffice Westjet expansion is to expand its operation in Canada. Westjet has only exploited 10% of its potential market share and therefore has more potential to expand. (p. 375). It can increase the number of flights made and venture into areas that have not been exploited. Profits and ROI In 2001 Westjet had $ 478 million profits that rose to $ 680 million in 2002. It can continue with this trend if it exploits the unexploited 90% of its potential. (P. 380) References: Peter Yannoupoulus. West Jet Airlines Case 4 pg 376-380