Differentiating Between Market Structures Essay - 1260 Words

Differentiating Between Market Structures Yvonne C Rivera ECO/365 May 16, 2013 Paul de la Pena Abstract There are many TV service providers available in the U.S; however there are only two companies that offer services via satellite. Dish operates within the monopolistic competition market. Dish has been in business since the early 1980’s and has gradually worked its way up to become one of the leading satellite provider and innovator of new technology. In 2013 they offer service to over 14 million subscribers nationwide. This market in which it competes is where all firms have some market power, which controls the market price. They produce the same product as Direct TV and no other provider is in the same market. They know all†¦show more content†¦These two companies offer similar products and customers can choose whom they do service with. It is ideal for Dish to compete in this market because there are only two companies within the same industry. This market structure is suitable for Dish because it provides more opportunity to maximize profit due to the competition . Dish has more availability to customers and the opportunity to be able to increase customer rate in turn increasing the profit due to the fact that there are only two service providers. It cannot be in a monopoly market because there is another company that provides the same service or product. It also does not have extremely high prices or excessive barriers to obtain services. They always provide affordable prices that will also benefit the company to increase profit. (Monopolistic Competition, 2013). Dish has many promotions that are being offered to obtain new customers and also retain the existing consumers. The company offers upfront discounts as a sign up bonus to gain the attention of those prospective consumers. It offers up to $30 credits up front on the programming for the first twelve months of service. With a qualifying promotion the customer will have the activation and the equipment fees waived saving the consumer over $200. When existing customers look for any type of promotion they will have anything from discounts for a few months up to free programming. Even if the customers receiveShow MoreRelatedDifferentiating Between Market Structures1766 Words   |  8 PagesDifferentiating between Market Structures Jessika Canales Dà ­az ECO /365 08/28/2010 Instructor: SR. Carlos Mà ©ndez David Differentiating between Market Structures In this simulation, the learner studies the cost and revenue curves in different market structures perfect competition, monopoly, monopolistic competition, or oligopoly faced by a freight transportation company, and makes decisions to maximize profits or to minimize losses. The simulation also deals with the concept of Prisoner’sRead MoreDifferentiating Between Market Structures And The Market Structure1239 Words   |  5 PagesDifferentiating Between Market Structures Arthur Levitt once wrote, â€Å"Our markets have not achieved their greatest successes as a result of government fiat, but rather through the efforts of competing interests working to meet the demands of investors and to fulfill the promises posed by advancing technology.(Arthur, Levitt. (2015)) The competitive nature of an industry is what drives our markets throughout the world. An industry consists of all firms making similar or identical products. McDonald’sRead MoreDifferentiating Between Market Structures1598 Words   |  7 PagesDifferentiating Between Market Structures Jennifer Lavallee ECO/365 May 27, 2013 Market structure is the physical characteristics of the market within which companies react. This means that there are different kinds of market structure based on how companies work together within a particular industry. Location and product have the most to do with determining the market structure. There are four defined market types. The first market structure is called the perfectly competitive market. TheRead MoreDifferentiating Between Market Structures1692 Words   |  7 PagesDifferentiating Between Market Structures Using the virtual organization of Kudler Fine Foods, evaluations will be made to determine market structure and competitiveness. Kudler Fine Foods current strategic plan for 2003, marketing overview, and market surveys will provide information to evaluate how Kudler competes in its market and where its strengths and weaknesses are located. Based on the evaluation of Kudler Fine Foods an applicable market structure will be determined and the structures effectsRead MoreDifferentiating Between Market Structures1924 Words   |  8 PagesDifferentiating Between Market Structures Alana Campbell, Dale Fortune, Katrina Beyah, Leonard Cooper University of Phoenix ECO/212 Principles of Economics Donnetta McAdoo December 5, 2011 Differentiating Between Market Structures To understand the economy of today one must understand the different market structures that make up the economy. There are four market structures that define the economic structure within the world’s economy; perfect competition, monopoly, monopolistic competitionRead MoreDifferentiating Between Market Structures1910 Words   |  8 PagesDifferentiating Between Market Structures Don Peterson ECO/365 February 2, 2015 Elena Zee Differentiating Between Market Structures A market structure in economics describes the state of a market with respect to its competition. There exist several different market structures like perfect competition, oligopoly, and monopolies among others. These markets all produce different types of goods or services, like public and private goods as well as common and collective goods. Firms operatingRead MoreDifferentiating Between Market Structures1134 Words   |  5 PagesDiffereantiating Between Market Structures Identify  the market structure in which this organization competes. Clearly indicate why the market structure was decided upon and how this market structure differentiates from the other alternatives.   MARKET STRUCTURE The interconnected characteristics of a market, such as the number and relative strength of buyers and sellers and degree of collusion among them, level and forms of competition, extent of product differentiation, and ease of entryRead MoreDifferentiating Between Market Structures Essay1077 Words   |  5 PagesDifferentiating between Market Structures The structure of a market is defined by the number of firms in the market, the existence or otherwise of barriers to entry of new firms, and the interdependence among firms in determining pricing and output to maximize profits. The author of this paper will cover: the advantages and limitation of supply and demand identified in the simulation, the effectiveness of the organization in which the author knows, and how the organizations in each market structureRead MoreDifferentiating Between Market Structures Essay1105 Words   |  5 PagesDifferentiating Between Market Structures ECO/365 Principles of Microeconomics August 30, 2012 Differentiating Between Market Structures Retail sales are indicators of microeconomic conditions presented in a given area at a particular place in time. Since Sam Walton opened his first Wal-Mart store, Wal-Mart has been making ripples throughout the micro economies of America. Wal-Mart’s market structure is typical of most of our nation’s largest corporations in that they are an oligopoly (BrownRead MoreDifferentiating Between Market Structures in Kudler1022 Words   |  5 PagesDifferentiating Between Market Structures in Kudler ECO365 â€Å"Kudler Fine Foods was established in 1998 when Kathy Kudler fulfilled her vision of establishing her own gourmet food store. The La Jolla store continues to grow while the Del Mar store has been having some difficulties. The store in Encinitas has just opened, but sales seem brisk.† (Apollo, 2011, Strategic Plan, p. 3) The owner works 7 days a week and performs many jobs from purchasing to stocking shelves. Kudler Fine Foods sees

My Music Box free essay sample

Tools line the walls; cabinets are filled to the brim bursting with paints, stains, and other supplies. The air smells of sawdust and varnish. This is Grandpa’s workshop. Friday. We start with a trip to the store for a musical movement. We look up and down the aisles studying each movement with care. Grandpa and I are there for an hour. We’re about to give up when he sees it. The waltz that he and Grandma danced on wedding: Moon River. I didn’t want to get it but he plays the seniority card and wins because he says he’s the one who’s paying. Saturday: I wake up early not wanting to waste a minute working with grandpa on the music box. When mom drops me off at Grandpa’s, I bolt out of the car and head toward the shop. We work on the base and sides of the box. We will write a custom essay sample on My Music Box or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Soon Grandpa takes over doing most of the work himself. I thought this is my project. I wait patiently for a few minutes. I guess not. â€Å"Grandpa I thought we were working on the music box together,† I say â€Å"Oh right, sorry,† he says and hands me a pencil to help him mark the wood. At the end of the day we’re covered in sawdust but we’ve finished the sides. Sunday. We attach the music movement to the bottom and put the sides and bottom together. There’s just one problem: someone cut one of the sides lopsided. Oops my bad. Grandpa says it’s no problem and we just cut a new side out. By the end of the day we have everything but the top put together. I can’t wait to see what it looks like finished. I beg Grandpa to let me stay late and finish putting the top together. But he says I have school tomorrow and we can finish next weekend. So I reluctantly hug him goodbye; how can I survive five more days without working on my music box? But next weekend never came. Grandpa died. All I want to do is crawl up in a ball and stay like that forever. I can’t do that though. What would Grandpa say if he saw me like this? He would say that no matter how much it hurts, I have to move on with my life and not dwell on the past or I would miss the present. After the funeral, we go back to Grandma’s house for lunch. I ru n through the door, heading straight for the workshop. With each step I take, my heart beats faster. I swing the doors open wide and flip on the lights. Where’s my music box? I begin to search franticly. What happened to it, where did it go? Then I see something tucked way to the back of the work bench: a square package wrapped in brown paper with a note attached. I pick up the note and see my name on the front written in Grandpa’s spidery cursive. Thomas, I hope you don’t mind, but I finished the music box for you as a surprise. Enjoy! Love Always, Grandpa Tears fall on the note as I read. I grab the package and rip off the paper and see my music box. It’s the most beautiful thing I’ve ever seen. It’s small enough to hold in one hand and the color of dark honey or amber; it’s so glossy it appears to give off a light of its own. I turn it over examining every part. When I flip it over, I see a message on the bottom. Live long, laugh often, and love much. Love always, Grandpa. I begin to tear up. I turn the key and wind up the music box. My fingers are shaking as I begin to open the lid. When I do my ears are flooded with the music and I instantly begin to think of all the good times Grandpa and I had over the years.

Revenge In A Tale Of Two Cities Essays - English-language Films

Revenge in A Tale of Two Cities Mr. Immler English 10 Honors, 2nd period 21 September 1999 A Tale of Two Cities is a novel which takes place during the French Revolution. In this novel there are many characters who often have conflicts in their interactions. Sometimes these conflicts take place on a personal level and at other times they occur on a social level. There are many examples of revenge in A Tale of Two Cities by Charles Dickens. Madame Defarge takes revenge on Charles Darnay for the acts of his father and uncle. Madame Defarge's main reason for trying to have Darnay convicted is because she holds his family responsible for the death of her siblings. When talking to Jacques Three, Madame Defarge says, "[M]y husband has not my reason for pursuing this family to annihilation", which proves that she does not think that they are an enemy of the republic. Instead, she has a personal reason for bringing Darnay to trial (351). Monsieur Defarge, who plays as large a role in the revolution as Madame Defarge, does not, for Lucy's sake, want to see Darnay harmed. When he says this to his wife, she replies, "Her husband's destiny . . . will lead him to the end that is to end him" (186). Madame Defarge is so revengeful that she even pursues Darnay's wife and child. She personally delivers a note to Lucy so that she can see them and "[t]he shadow attendant on Madame Defarge and her party seem[s] then to fall, threatening a nd dark, on both the mother and the child" (265). Lucy and Little Lucy are forced to flee for their lives before they are denounced. During the French Revolution, the commoners take revenge on the aristocrats. The commoners' revenge is apparent in the second half of the book. The Jacquerie is a major source of the revolutionary trouble. One of the first examples of this is when "[t]he ch?teau [is] left to itself to flame and burn" after being set on fire by the mender of roads, a second member of the Jacquerie, and two others (230). The commoners' revenge takes place throughout the book when aristocrats are imprisoned. "They are . . . murdering the prisoners" of La Force after Darnay is incarcerated there (260). The members of the revolution behead large numbers of people daily. One of the Jacques says, "[W]e have not half enough as it is. We ought to have six score a day", which shows how extreme they are in eliminating anyone they think wronged them (351). Gaspard is revengeful towards the Marquis St. Ev?rmonde. The Marquis runs over Gaspard's child and then yells at the crowd which has gathered, "It is extraordinary to me ? that you people cannot take care of yourselves and your children" (116). When he gives a coin to Gaspard, Gaspard throws it at the carriage, enraged at the Marquis. "I would ride over any of you very willingly and exterminate you from the earth. If I knew which rascal threw at the carriage, and if that brigand were sufficiently near it, he should be crushed under the wheels", came Ev?rmonde's response (117). The retribution for the Marquis' murder of Gaspard's son and his many other selfish acts comes when Gaspard stabs him. The knife is "[d]riven home into the heart of the stone figure" (133). In A Tale of Two Cities by Charles Dickens there are many examples of revenge. Madame Defarge takes revenge on Charles Darnay because his father and uncle murdered her brother and sister. The commoners retaliate against the aristocrats in France. Gaspard is revengeful in his murder of the Marquis St. Ev?rmonde because of the death of his son.

Strategic Human Resources

Strategic Human Resources Free Online Research Papers The need of an hour is that human resources is all about maintaining a positive and productive work environment, best practices helps to make sure that employees feel good about the company they work for. There is a growing recognition today that the strategic importance of HR is crucial to corporate success. In yesteryears was merely an administrative and supporting function of the organisation. Today it is the lynchpin of competitive advantage. Top organisations today are talking about â€Å"people before strategy†, underscoring Peter Ducker’s long-held contention that â€Å"people are a resource, not a cost†. HR today has moved beyond merely an administrative to a strategic role. HR managers are increasingly making their case for a seat on the board as they strive for the HR function to be recognized for the value it adds to the bottom line. The internal customers ought to be given the priority and how to romance them like the way you romance your external customers. The paper entails new HR trends and practices adopted by the various organizations focusing on the factor of employee exhilaration. The study is an attempt in invigorating the need of â€Å"Employee Focus† and its impact on performance of the employee as well as the organization. The functions like Manpower Planning, Performance Management, Training and the role of Performance appraisals in the field of strategic HR are being laid emphasized on. Hence it is an endeavour in revealing the mounting significance of such facets of HR. EVOLUTION OF HUMAN RESOURCE MANAGEMENT: The expression Human Resource Management (HRM) is a relative recent title for all aspects of managing people in an organisation. It represents a broad based understanding of the problems of people and their management in view of the development of behavioural science knowledge. A formal beginning of HRM functions in India was made in 1929, when Royal Commission of Labour was set up by the Government of India. Two years later the Commission submitted its report recommending the appointment of Labour officers to look after the employment and dismissal of workers as well as their working conditions. The scope of the function of Labour officers was widened during the Second World War, when such facilities as housing medical and recreational activities were added to existing responsibilities. In the process the labour officer got designated as Welfare Officer (WO),. The enactment of Industrial dispute act 1946 and factories at, 1947 further added the management of leaves, wages, bonus and retirement in the scope of the function of W.O. Growth in the business, competition and increasing size during sixties and seventies led to the need of attracting and retaining talented people. Hence formulating policies on Human Resource Planning, recruitment and selection, training and development, performance and potential appraisal, internal ability and compensation management etc. also become a part of W.O. who now became the personnel manager. With the increasing recognition of the importance of human resources and their contribution to the survival of the organisations, personnel function has now been called as Human Resource Management Function. Some of this transitions have been the increasing the cost of labour, periodic stoppage of work, government legislation, changes in production and distribution methodologies, information technology and strategic use of employees contribution (Saiyadin 1992). Today the HRM function can be seen as the amalgam, of organisational behaviour, personnel management, industrial relations an d labour legislation. Increasing organisational size and its complexity, transitional from traditional to professional management, changing social and cultural norms globalization of industry and availability of information technology are constantly changing the profile of HRM functions HE has to play a more dynamic .Today HRM manager cannot survive in the security of past. He has to play a more dynamic role in not only performing the maintenance function, but should think of more creative ways to satisfy human aspirations to provide the competitive edge, to organisations on a sustainable basis. Human Resources Management by Mirza S Saiyadain The people in the organisation, the human resources, are perhaps the most important aspect of any enterprise. The age of informational technology has popularized the word human capital. Earlier we were talking human resources and equating people along with the raw materials, financial resources and physical resources as an input for the enterprise. Now-a-days each and every process has its own management methods and personnel for managing that process. The basic principle remains the same as planning, organizing, staffing, directing, and controlling to achieve the goal by using the human, financial and material resources. Increasingly the firms are considering the adoption of new work practices such as problem solving teams, enhanced communication with workers, employment security, flexibility in job assignments, training workers for multiple jobs, and greater reliance on motivational tools. Organisations are increasingly looking at human resources as a unique asset that can provide sustained competitive advantage. The changes in the business environment with increasing globalization, changing demographics of the workforce, increased focus on profitability through growth, technological changes, intellectual capital and never ending changes that organisations are undergone have led to increased importance of managing human resources.(Devanna, Fombrum and Tichy,1981;Wright, 1998).Youndt and Snell (1996) find that firms employing HR practices according to the stated strategy are regarded to have better perceptual performance. The human resource management that aims to improve the productive contribution of individuals while simultaneously attempting to attain other societal and individual employee objectives has undergone drastic change with the passing of years. We all know that HRM is concerned with the people keeping the fact in mind that HRM helps in acquiring, developing, stimulating retaining the outstanding employees as it gives both effectiveness efficiency to the working of the organization, it has been started being used strategically is now termed as Strategic human resource management. Human Resource plays a significant, strategic role in supporting organizations. As such effective strategic human resource management approaches serve as the keystone of any severe change management planning. They must also be the heart of endeavours to transform the culture of organisations, so that they develop into less hierarchal, practice oriented, intact formal groups, and inwardly focused and more flat, outcome oriented, integrated and externally focused. The aim of SHRM is to make sure that the culture, approach and structure of the organisation and the excellence, dedication and motivation of its employees add entirely to the attainment of business objectives. It is unification of SHRM strategies with organisation strategies. The corporate strategies and HR strategies are developed simultaneously. They are coherent and comprehensive. There is emphasis on developing HR skills and capitalising on the competencies. Today’s Strategic HRM aims to gain competitive advantage through managing human resources that are valuable, and costly to imitate. Today’s new Strategic HRM emphasise on the concept â€Å"empowerment† pervasive in organisations. The concept of empowerment is open to many different practices and the significance of this concept is utilized in many different functions of organisations policies like management and employee development programs, appraisal and reward policy changes, and employee recognitions, training forming teams and teamwork, attempts to create a new climate of employee relationships. In todays flattened, downsized high-performing organizations, highly trained committed employees not machines are often the firms competitive key. Perhaps the most drastic change in HRs role today is its growing involvement in developing implementing the companys strategy. Strategies increasingly depend on strengthening organizational competitiveness on building committed work teams, these put HR in a central role. In the fast changing, globally competitive quality oriented industrial environment, its often the firms employees – its human resources – who provide the competitive key. And so now it is a demand of the time to involve HR in the earlier stages of development implementing the firms strategic plan, rather than to let HR react to it. That means now the role of HR is not just to implement the things out but also to plan out in such a manner that the employees can be strategically used to get edge over the competitors, keeping in mind the fact that this is the only resource (HUMANS), which cannot be duplicated by the competitors. The Strategic Human Resource Management Process includes: ? Manpower planning and determining internal mobility. ? Sustaining and retaining employees and ensuring productivity by investing in various HR practices in competitive environment. ? Evaluate employee performance, correct deviations with precautionary measures with future development. ? Reviewing and revising strategic plan for sustaining organisation competence and performance. Strategic Manpower Planning Involves ? Constancy, to employ or replace key workforce executives with minimal loss. ? Flexibility, ability to handle troubles encountered within the enterprise. ? Straightforwardness, harmonizing the perfect line of relationship among the employees. ? Clarity, feature of having specific objectives for all the levels or units in the organisation. Managerial functions includes planning, it involves formulating policies for future development of the enterprise, program to choose adequate number of persons who can work efficiently and accomplish the business objectives, provide training to the workers in the enterprise, integration and maintenance of work force. Organizing, it has to provide a clear layout about the inter-relationship between persons, jobs and physical factor and every worker should have proper understanding of their job. Direction involves motivation, which can be either positive or negative for the enterprise. It is necessary to motivate the workers about the nature of their job. Instructions should be clear, neatly explained and easy to understand. An efficient Manpower planning is established by significantly emphasizing on Internal Mobility to promote the existing employee and exploit their experience in bring high outputs for the organisation. A reduced employee turnover has a remarkable positive impact on the organisation. It brings satisfaction to the employees, maintain competitiveness and protect financial investments. As reported in the study, Internal Mobility by Taleo Research, 92 percent of companies turn to the existing employee base to fill an open job position. The majority of survey respondents (more than 70 large and global corporations) report internally filling 40 percent or more of open positions annually. According to the Taleo Research Internal Mobility Report a closed stress is needed on the factors like ? Improving Employee satisfaction ? Retention of employees ? Lower Costs and Faster Fills ? Transformed outlook from Goals to Process Design One of the most visible shifts in the workplace in recent years has been the rapid vanishing of the prototypical devoted employee who would work 30 to 40 years for the same company and then retire with a gold watch and pension. Many personnel these days hold positions at several companies during their career and may feel no particular loyalty to remain at a single firm for a great tenure. Best Practice Approach to HRM in supporting competitive advantage by sustaining and retaining employees are: By Pfeffer and Veiga (1999) Employment Security Selective Hiring Self Managed Teams and Decentralization Comparatively high compensation contingent on organisational performance Extensive Training Reduction of Status Difference Reduced turnover and retention of employees have prominent potential benefits like cost reduction, increase in skilled and experienced staff, employee commitment and satisfaction, and above all productivity, which in turn extensively demands the process of: ? Analyzing who are your most occupied and productive employees. ? Segmenting a strategy for enrichment versus skills improvement. ? Utilizing the accurate actions that envisage outcomes of engagement. ? Maturing strengths based focus on development and performance management. PERFORMANCE MANAGEMENT: The Performance Management and Information section presents guidance and support on a range of management issues and coordinates performance management activities including the over all improvement and development of employees. Performance management is a process on performance measurement approaches, such as the balanced scorecard. While the balanced scorecard offers a framework for the collection of strategic information, performance management ensures that results are used to influence the selection of planned actions and to foster the renewal of dynamic, competitive strategy. Unlike most tools and techniques, performance management is an unremitting, enterprise-wide process, rather than a one-time, isolated event. Six Performance Management imperatives are Compliance Management, Profitability Management, Cost Management, Performance Improvement, and Business Innovation Performance management is a set of functions that evaluate and report the behavior of employees and the effectiveness of the job and a set of various sub functions, such as gathering information, maintaining and examining logs, determining task performance under normal and pressurized conditions, how, each employees working towards their own goals and purpose aligning with organisational perspective. The level of performance increases if certain kind of benefits are offered to the employees, which generates a feeling among the employees that â€Å"I am Cared†. Some of them are: Defined Benefit Plans and Pensions, Retirement Planning, Health Care Systems, Insurance Plans, Profit Sharing Plans, Social Security, College Loans, Vision Plans, Employee Medical Health Insurance, Major Medical Health Insurance, Dental Plans, Flexible Spending Accounts, Employee Assistance Program, Accidental, Disability Insurance, and Cafeteria Plans. PERFORMANCE APPRAISAL The human resource function that probably has the greatest effect on development is Performance appraisal. A well implemented and executed performance appraisal system drives development. When employees collect apparent feedback on their performance, when rewards and recognitions are attached to performance, when expectations are stated clear in behavioral terms, or goal related terms, the employees constant inclination is on â€Å" performing-better†. The performance appraisal system can be planned to sustain the approach by providing objective measures of skill accomplishment. It can also be used to classify and increase the skills of employees with potential. Every employee must be assessed at least once a year. There are six types of performance appraisals that are used with employees depending on various circumstances: annual, conditional, extended, interim, probationary, and special. The performance appraisal forms include: Rating form: includes the listing of dimensions for the position, the ratings, supervisor recommendations, employee comments, and a place for appropriate signatures. Narrative form: is to be completed and submitted along with the rating form. Each rating must be supported by appropriate comments. Goals may be listed on the form for each dimension if appropriate. Dimensions and Standards/Criteria form: is used for listing the selected dimensions, the specific criteria, and standards for performance. By HENRICO COUNTY RULES AND REGULATIONS, Section 13 A properly designed should relate company and/ or group goals to the individual’s tasks and goals for the review period. The performance is broadly categorized into quality, quantity, timeliness and cost effectiveness, focused on outputs and organisational development. THE TYPES OF APPRAISALS Self Appraisal: A method in which employee evaluates his own performance and discusses with his manager. It provides the employee with the opportunity to reflect on his own performance and reasons behind it. 3600 Feedback: 360 degree feedback is a method and a tool that provides each employee the opportunity to receive performance feedback from his or her supervisor and four to eight peers, reporting staff members, coworkers and customers. Most 360 degree feedback tools are also responded to by each individual in a self assessment. Results-Focused Approaches Creamer and Janosik (in press) note that there are both advantages and disadvantages to results-based performance appraisal approaches. On the positive side, they produce short and long-term results in the context of original performance and organizational objectives, are generally perceived as fair, tend to generate high levels of commitment to the organization, and they encourage a high level of participation and are thus defensible. On the negative side, they can be overly results oriented especially in educational organizations, and they may be inflexible. Management by Objectives, and Accountabilities and Measures (Grote, 1996). MBO emphasizes participation by all organization members. Grote identifies the following core elements in MBO: ? Formation of trusting and open communication throughout the organization ? Mutual problem solving and negotiations in the establishment of objectives ? Creation of win-win relationships ? Organizational rewards and punishments based on job-related performance and achievement ? Minimal uses of political games, forces, and fear ? Development of a positive, proactive, and challenging organizational climate Supervisors need to ensure that appraisal processes are congruent with objectives and goals. An MBO rating form needs to provide space to list staff member objectives in order of importance, as well as space for the evaluator to describe staff member performance using a mutually agreed upon scale. Categories of performance can include: distinguished performance, competent performance, provisional performance, and inadequate performance. Accountabilities and Measures approaches involve the supervisor and staff member agreeing on accountability and performance factors and including them in the job description. Performance is then forecast for each factor to enable quantifiable measures for each factor. An Accountabilities and Measures form can be created, with performance factor categories. BEHAVIOUR BASED APPROACHES: Behavioural Observation Scale: Involves a process of identifying the key tasks for a job. It evaluates according to how frequently the employees exhibit the required behaviour for excellent performance. Behaviorally Anchored Rating Scale: In this approach, broad categories of practice are identified, ideally through collaborations between supervisors and staff. Specific job behaviors are then linked to the categories. Measures of staff member behavior are rated on a scale in relation to specific behavior items, such as understands department functions. Performance appraisal process is incomplete without the feedback given to the employee about his appraisal and his performance. Effective feedback describes the behavior rather than evaluates. The employee performance appraisal form is reviewed with the self-appraisal that the individual created assessing her own performance. The manager and employee talk honestly about how well she performed over the past twelve months: Strengths, weaknesses, successes and areas needing improvement. The performance management process, ends and begins anew with the performance review meeting. At the beginning of the meeting, the individuals past years performance is reviewed and the success of the development plan is evaluated. At the end of the meeting, the appraiser and the individual set a date to create the plan for next years goals, objectives, and development. TRAINING: A Strategic HRM Function After a successful Performance appraisal A Training Need assessment is required, this is the systematic method of determining if a training need exists and if it does, what training is required to fill the gap between the standard and the actual performance of the employee. Training needs analysis is Systematic method of determining performance discrepancies, and causes of performance discrepancies Reasons to conduct training needs analysis ? Identify the deficiencies ? Determine whether employees lack KSAs (Key Skill Areas) ? Benchmark for evaluation of training ? Makes sure training is provided to the right people ? Increases the motivation of training Organisations are increasingly spending more money annually on training with the belief that it will give them competitive edge in the local and global market. Training as an organisational intervention may be defined as a well thought of set of activities aimed to facilitate learning of knowledge, attitude and skills, among its people in the organisation to improve their current job performance and contribute to the achievement of organisational goals. Some Training Methodologies are Training Methodologies Anonymous card Panel Discussion Demonstration Skill Practice Dyadic Discussion or Exchange Problem-Solving Activity Game Questionnaire Group Enquiry Role Play Contracting Physical Continuum Creative Activity Presentation Checklist Synergy Activity Closing Circle Lecture Brainstorming Observation Case Study Project Fishbowl Trio Discussion or Exchange Full Group Discussion Writing Activity Experimental Activity Self Assessment and Self Evaluation Feedback Activity Small Group Discussion Story Whip Inter-group Discussion/ Exchange Peer Consultation Interviewing Peer Teaching Index Card Match Simulation Information Search Read and Discuss Group Guided Teaching Read and Teach Group Ice Breaker Mental Imagery Reference Source, Silberman, M and Whiteling,V. (1992). Twenty Acting, Training Programs.San Diego California, U.S.A: Pfieffer Company Apart from training methodologies, the functions like Training Need Analysis, Training Design, Training Implementation, and Training Evaluation are the key determinants in measuring the effectiveness of training, aiming to maximize productivity, and betterment of relationships in workplace, which not only increases organisational commitment but also improves individual job performances. Advantages of a Strategic Approach to HR: ? Smooth the progress of development of expert workforce through focus on type of people and skills required. ? Facilitates cost-effective management of employment, particularly in service industries where labor is generally greatest cost. ? Facilitates planning and assessment of environmental uncertainty, and adaptation of organization to external forces. ? Successful SHRM efforts begin with recognition of strategic requirements. ? Employee participation is serious to linking strategy and HR practices. ? Strategic HR facilitates methodical and logical and analytical approach. ? Corporate HR departments can have impact on organizations efforts to launch strategic initiatives. Conclusion: Ideally HR top management work together to devise the companys on the whole business strategy and policies; that strategy then provides the framework within which HR activities such as Training Appraising must be expertised. Once practiced honestly, it results out in the employee competencies performance that in turn help the company implement its strategies recognize its goals. While HR strategies must be developed to support the achievement of the organisations objectives, it is a two-way process. HR strategies can themselves be critical inputs in determining the strategic initiatives for the organisation. In order to be successful the employees should be developed in such a manner that they can be the competitive advantage, for this the human resource management must be an equal partner in both the formulation the implementation of the corporate competitive strategies. REFERENCE: ? Human Resources Management by Mirza S Saiyadain ? International Human Resource Management: Policies and Practices, by Dennis R. ? Briscoe, Randall S. Schuler 2004 Business Economics ? gao.gov/new.items/d02373sp.pdf ? www.123eng.com/forum/viewtopic.php?t=37025 32k ? Strategic Human Resource Management by Randall. S Schuler and Susan E. Jackson ? workinfo.com/free/Downloads/176.html, dlsu.edu.ph/research/centers/cberd/pdf/business/vol7/vol7_no4.pdf, ? Training: A strategic. HRM function. By Divina M. Edralin ? Strategic Human Resource Management by Charles J. Fombrun, Noel M. Tichy, Mary Anne Devanna – 1984 ? www.taleo.com/research/articles/talent/clarifying-the-purpose-internal- mobility-program. ? E-mail News Nurturing, Sustaining and Retaining Engaged Employees ? Strategic Human Resource Management by Olive Lundy, Alan Cowling 1996 ? co.henrico.va.us/hr/regs/rr13.pdf ? referenceforbusiness.com/small/Di-Eq/Employee-Performance-Appraisals.html ? http://en.wikipedia.org/wiki/Performance_appraisal http://filebox.vt.edu/users/dgc2/staffinghandbook/perfappraisal.htm ? 12manage.com Research Papers on Strategic Human ResourcesThe Project Managment Office SystemBionic Assembly System: A New Concept of SelfIncorporating Risk and Uncertainty Factor in CapitalPETSTEL analysis of IndiaOpen Architechture a white paperAnalysis of Ebay Expanding into AsiaTwilight of the UAWInfluences of Socio-Economic Status of Married MalesMarketing of Lifeboy Soap A Unilever ProductDefinition of Export Quotas

A Guide to Writing Japanese New Years Cards

A Guide to Writing Japanese New Year's Cards .The Japanese send New Years cards (nengajo) rather than Christmas cards. If you want to send nengajo to your Japanese friends, here are common greetings and expressions you can write to wish them all the best for the new year. Happy New Year All the following expressions roughly translate as Happy New Year. Choose any of them to begin your card. The saying is listed in kanji, or Japanese letters, on the left and in Romaji- the  writing of Japanese in  Roman  characters- on the right. 明㠁‘㠁 ¾Ã£ â€"㠁 ¦Ã£ Å Ã£â€š Ã£  §Ã£  ¨Ã£ â€ Ã£ â€Ã£ â€"㠁„㠁 ¾Ã£ â„¢   Akemashite omedetou gozaimasu.æâ€" °Ã¥ ¹ ´Ã£ Å Ã£â€š Ã£  §Ã£  ¨Ã£ â€ Ã£ â€Ã£ â€"㠁„㠁 ¾Ã£ â„¢   Shinnen omedetou gozaimasu.omedetou gozaimasu.è ¬ ¹Ã¨ ³â‚¬Ã¦â€" °Ã¥ ¹ ´   Kinga Shinnenæ  ­Ã¨ ³â‚¬Ã¦â€" °Ã¥ ¹ ´   Kyouga Shinnenè ³â‚¬Ã¦ ­ £   Gashouè ¿Å½Ã¦Ëœ ¥   Geishunè ¬ ¹Ã£â€šâ€œÃ£  §Ã¦â€" °Ã¥ ¹ ´Ã£  ®Ã£ Å Ã¥â€"Å"㠁 ³Ã£â€šâ€™Ã§â€ ³Ã£ â€"ä ¸Å Ã£ â€™Ã£  ¾Ã£ â„¢   Tsutsushinde shinnen no oyorokobi o moushiagemasu. Note that Kinga Shinnen (è ¬ ¹Ã¨ ³â‚¬Ã¦â€" °Ã¥ ¹ ´), Kyouga Shinnen (æ  ­Ã¨ ³â‚¬Ã¦â€" °Ã¥ ¹ ´), Gashou (è ³â‚¬Ã¦ ­ £), and Geishun (è ¿Å½Ã¦Ëœ ¥) are seasonal words that are not used in regular conversation. The rest of the expressions can be used as a greeting. Expressions and Phrases After the greeting, add words of thanks, requests for continued favor, or wishes for health. Here are some common expressions, though you can add your own words as well. The saying is presented first in English, then in kanji, and then in Romaji. Thank you for all your kind help during the past year.æ˜ ¨Ã¥ ¹ ´Ã£  ¯Ã¥ ¤ §Ã¥ ¤â€°Ã£ Å Ã¤ ¸â€"è © ±Ã£  «Ã£  ªÃ£â€šÅ Ã£ â€šÃ£â€šÅ Ã£ Å'㠁 ¨Ã£ â€ Ã£ â€Ã£ â€"㠁„㠁 ¾Ã£ â€"㠁ŸSakunen wa taihen osewa ni nari arigatou gozaimashita. I hope for your continued favor this year.æÅ" ¬Ã¥ ¹ ´Ã£â€šâ€šÃ£  ©Ã£ â€ Ã£ Å¾Ã£â€šË†Ã£â€š Ã£ â€"㠁 Ã£ Å Ã© ¡ËœÃ£ â€žÃ£ â€"㠁 ¾Ã£ â„¢Honnen mo douzo yoroshiku onegaishimasu. Wishing everyone good health.皆æ §ËœÃ£  ®Ã£ â€Ã¥  ¥Ã¥ º ·Ã£â€šâ€™Ã£ Å Ã§ ¥Ë†Ã£â€šÅ Ã§â€ ³Ã£ â€"ä ¸Å Ã£ â€™Ã£  ¾Ã£ â„¢Minasama no gokenkou o oinori moushiagemasu. Adding the Date When dating the card, use the word gantan (å…Æ'æâ€" ¦) instead of the date that card was written. Gantan means the morning of Jan. 1; therefore, it is not necessary to write ichi-gatsu gantan. As for the year, the Japanese era name is often used. For example, the year 2015 is Heisei nijuugo-nen (Ã¥ ¹ ³Ã¦Ë† Ã¥ ¹ ´), the 27th  year of the era, Heisei. Although nengajo are often written vertically, it is acceptable to write them horizontally. Addressing Cards When sending New Years cards from overseas, the word nenga (Ã¥ ¹ ´Ã¨ ³â‚¬) should be written in red on the front side along with a stamp and address. This way, the post office will hold the card and deliver it on Jan. 1. Unlike Christmas cards, nengajo shouldnt arrive before New Years Day. Write your name (and address) at the left side of the card. You can add your own message or draw the picture of the present years zodiacal animal (eto).   Who to Send Nengajou To The Japanese send nengajou not only to family and friends but also to classmates, coworkers, and even business partners. However, personal nengajou often play an important role in connecting people. There were many heart-warming stories about nengajou submitted to The Memorable Nengajou Contest (Nengajou Omoide Taishou). Here is the top prize-winning short story in kanji, followed by the story in Romaji. ã€Å'Ã¥ ¹ ´Ã¨ ³â‚¬Ã§Å  ¶Ã£  £Ã£  ¦Ã£  ªÃ£â€šâ€œÃ£  §Ã£ â„¢Ã£ â€¹Ã£â‚¬  æ˜ ¨Ã¥ ¹ ´Ã£ â€¹Ã£â€šâ€°Ã§ § Ã£ Å¸Ã£  ¡Ã£  ¨Ã¥Æ' Ã£  Ã¥â€¡ ºÃ£ â€"㠁Ÿå  Ã¥â€¦ ­Ã¦ ­ ³Ã£  ®Ã¥ °â€˜Ã¥ ¥ ³Ã£ Å'Ã¥ °â€¹Ã£  ­Ã£ Å¸Ã£â‚¬â€šÃ¦ ¯ Ã¨ ¦ ªÃ£ â€¹Ã£â€šâ€°Ã¨â€š ²Ã¥â€¦ Ã¦â€ ¾Ã¦ £â€žÃ£ â€¢Ã£â€šÅ'〠Ã¤ »Å Ã£  ¯Ã© ¤Å Ã¨ ­ ·Ã¦â€" ½Ã¨ ¨ ­Ã£  «Ã£ â€žÃ£â€šâ€¹Ã¥ ½ ¼Ã¥ ¥ ³Ã£â‚¬â€šÃ¥ ®Å¡Ã¦â„¢â€šÃ¥Ë† ¶Ã© «ËœÃ¦   ¡Ã£â€šâ€šÃ£â€šâ€žÃ£â€š Ã£  ¦Ã£ â€"㠁 ¾Ã£  £Ã£ Å¸Ã¥ ½ ¼Ã¥ ¥ ³Ã£â€šâ€™Ã¨ ¦â€¹Ã£ â€¹Ã£  ­Ã£â‚¬ Ã£ â€ Ã£  ¡Ã£  ®Ã§â€"…é™ ¢Ã©â€¢ ·Ã£ Å'è ª ¿Ã§ â€ Ã¨ £Å"åŠ ©Ã¥â€œ ¡Ã£  ¨Ã£ â€"㠁 ¦Ã©â€ºâ€¡Ã£  £Ã£ Å¸Ã£â‚¬â€š Ã¥ ¹ ³Ã¥ â€¡Ã¥ ¹ ´Ã© ½ ¢Ã¤ ºâ€Ã¥  Ã¦ ­ ³Ã£  ®Ã¨ ª ¿Ã§ â€ Ã¥   ´Ã£â‚¬â€šÃ¥  Ã¥â€¦ ­Ã¦ ­ ³Ã£  ®Ã¥ °â€˜Ã¥ ¥ ³Ã£ Å'æ ¥ ½Ã£ â€"㠁„㠁 ¨Ã£ â€œÃ£â€š Ã£  ¨Ã£  ¯Ã¦â‚¬ Ã£ Ë†Ã£  ªÃ£ â€žÃ£ Å'〠Ã¥ ½ ¼Ã¥ ¥ ³Ã£  ¯Ã¦ ¯Å½Ã¦â€" ¥Ã¥â€¦Æ'æ °â€"㠁 «Ã£â€šâ€žÃ£  £Ã£  ¦Ã£  Ã£â€šâ€¹Ã£â‚¬â€šÃ£  ²Ã£â€šâ€¡Ã£  £Ã£  ¨Ã£ â€"㠁 ¦Ã©â€º ¢Ã£â€šÅ'㠁 ¦Ã¦Å¡ ®Ã£â€šâ€°Ã£ â„¢Ã¦ ¯ Ã¨ ¦ ªÃ£  ®Ã©  ¢Ã¥ ½ ±Ã£â€šâ€™Ã§ § Ã£ Å¸Ã£  ¡Ã£  «Ã¨ ¦â€¹Ã£  ¦Ã£ â€žÃ£â€šâ€¹Ã£  ®Ã£ â€¹Ã£â‚¬â€š Ã¥  Ã¤ ¸â‚¬Ã¦Å"ˆå Å Ã£  °Ã£â‚¬ Ã¥ ¹ ´Ã¨ ³â‚¬Ã§Å  ¶Ã£  ®Ã¦ ºâ€"備㠁 ®Ã¨ © ±Ã© ¡Å'㠁 «Ã£  ªÃ£  £Ã£ Å¸Ã£â‚¬â€šÃ£  Ã£â€šâ€œÃ£  ªÃ§ § Ã£ Å¸Ã£  ¡Ã£  ®Ã¤ ¼Å¡Ã¨ © ±Ã£  «Ã¤ ¸ Ã¦â‚¬ Ã¨ ­ °Ã£  Ã£ â€ Ã£  ªÃ© ¡â€Ã£  §Ã¥ °â€¹Ã£  ­Ã£â€šâ€¹Ã¥ ½ ¼Ã¥ ¥ ³Ã£â‚¬â€šÃ§â€ž ¡Ã§ â€ Ã£â€šâ€šÃ£  ªÃ£ â€žÃ£â‚¬â€šÃ¦ ¯ Ã¨ ¦ ªÃ£  ¨Ã¤ ¸â‚¬Ã§ ·â€™Ã£  «Ã£ â€žÃ£ Å¸Ã©  Æ'㠁 ¯Ã£â‚¬ Ã¤ ½ Ã¥ ±â€¦Ã£â€šâ€™Ã¨ » ¢Ã£â‚¬â€¦Ã£  ¨Ã£ â€"㠁 ¦Ã£ â€žÃ£ Å¸Ã£  ¨Ã¨ Å¾Ã£ â€žÃ£ Å¸Ã£â‚¬â€šÃ¥ ¹ ´Ã¨ ³â‚¬Ã§Å  ¶Ã£  ©Ã£ â€œÃ£â€š Ã£  §Ã£  ¯Ã£  ªÃ£ â€¹Ã£  £Ã£ Å¸Ã£  ®Ã£   Ã£â€š Ã£ â€ Ã£â‚¬â€š 㠁 ¿Ã£â€šâ€œÃ£  ªÃ£  §Ã£ â€œÃ£  £Ã£  Ã£â€šÅ Ã¥ ½ ¼Ã¥ ¥ ³Ã£  «Ã¥ ¹ ´Ã¨ ³â‚¬Ã§Å  ¶Ã£â€šâ€™Ã¥â€¡ ºÃ£ â„¢Ã¤ ºâ€¹Ã£  «Ã¦ ± ºÃ£â€š Ã£ Å¸Ã£â‚¬â€šÃ£ Å¸Ã£  Ã£ â€¢Ã£â€šâ€œÃ£  ®Ã¥ ¹ ¸Ã£ â€ºÃ£  «Ã¥â€º ²Ã£  ¾Ã£â€šÅ'る㠁“㠁 ¨Ã£â€šâ€™Ã© ¡ËœÃ£ â€žÃ£â‚¬â€š ã€Å'åˆ Ã£â€š Ã£  ¦Ã¥ ¹ ´Ã¨ ³â‚¬Ã§Å  ¶Ã£â€šâ€šÃ£â€šâ€°Ã£  £Ã£ Å¸Ã£â‚¬â€šÃ¥ ¤ §Ã¥Ë†â€¡Ã£  «Ã© ¡ Ã£  «Ã© £ ¾Ã£  £Ã£ Å¸Ã£â€šË†Ã£â‚¬â€šÃ£â‚¬  ä »â€¢Ã¤ ºâ€¹Ã¥ §â€¹Ã£â€š Ã£  ¯Ã¥ ½ ¼Ã¥ ¥ ³Ã£  ®Ã¦ ºâ‚¬Ã©  ¢Ã£  ®Ã§ ¬â€˜Ã© ¡â€Ã£  §Ã¥ ¹â€¢Ã£ Å'éâ€"‹ã â€žÃ£ Å¸Ã£â‚¬â€š Ã¥ ¹ ´Ã¨ ³â‚¬Ã§Å  ¶Ã£  ¯Ã£ â„¢Ã£  ¹Ã£  ¦Ã£  ®Ã¤ º ºÃ£â€šâ€™Ã¥ ¹ ¸Ã£ â€ºÃ£  «Ã£ â€"㠁 ¦Ã£  Ã£â€šÅ'る。 "Nengajou tte nan desu ka." Sakunen kara watashitachi to hatarakidashita juuroku-sai no shoujo ga tazuneta. Hahaoya kara ikujihouki sare, ima wa yougoshisetsu ni iru kanojo.Teijisei koukou mo yameteshimatta kanojo o mikane, uchi no byouinchou ga chourihojoin to shite yatotta. Heikin nenrei gojussai no chouriba. Juuroku-sai no shoujo ga tanoshii tokoro towa omoenai ga, kanojo wa mainichi genki ni yatte kuru. Hyottoshite hanarete kurasu hahaoya no omokage o watashitachi ni mite iru no ka. Juuichi-gatsu nakaba nengajou no junbi no wadai ni natta. Sonna watashitachi no kaiwa ni fushigisouna kao de tazuneru kanojo. Muri mo nai. Hahaoya to isshoni ita koto wa, juukyo o tenten to shiteita to kiita. Negajou dokoro dewa nakatta no darou. Minna de kossori kanojo ni nengajou o dasu koto ni kimeta. Takusan no shiawase ni kakomareru koto o negai. Hajimete nengajou moratta. Taisetsu ni gaku ni kazatta yo. Shigotohajime wa kanojo no manmen no egao de maku ga hiraita. Nengajou  wa  subete  no  hito  o  shiawase  ni  shitekureru.

IT Evolution in Global Banking Essay Example | Topics and Well Written Essays - 1250 words - 1

IT Evolution in Global Banking - Essay Example so access their bank accounts, withdraw cash, pay bills, get bank statements, deposit cash and even buy products without having to visit their bank branches. Indeed, what technology has facilitated is the reduction of physical conduct between the customer and the banker bringing in a new phenomenon known as virtual banking. Information technology can offer a bank a competitive edge over other banks (Singer, Ross & Avery 2005) The internet invention was the greatest breakthrough for banks in carrying out their transactions with customers (Wanderi 2012). As internet access is enhanced, more and more banks are turning to online banking services. Such services are more convenient to customers and the banker, they also save time and costs and increase efficiency. Banks that do not adopt technology are likely to be unpopular among the customer base. Automated teller machines, television banking, virtual banking, internet banking, mobile banking, online pay bill, mobile commerce, social media payments, credit cards and debit cards are some of the examples of how technology is changing the banking industry (Kendrick 2011). This paper will discuss the evolution of information technology in the banking industry with emphasis on internet banking, growth of e-commerce and virtual banking and new delivery channels such as PC banking, mobile banking and TV banking. The most important concept is the internet. In early years of internet, banks normally used the internet for internal purposes such as publishing of corporate data and offerings. At this time, internet was mainly used in banking as a tool of information dissemination to customers and the general public. This was then followed by banking internet services such as checking account balances online, paying utility bills online and online transfer of funds. Many banks feared transacting over the internet because of the security threats. However, with the growth in software and information technology infrastructure many

Nancy Morejon Essay Example | Topics and Well Written Essays - 1250 words

Nancy Morejon - Essay Example There she absorbed and assimilated Afro-Cuban culture until she identified herself with the very essence of her beloved Havana" (Cordones-Cook 2003:33). Cordones-Cook (2003) asserts that Morejon in her poetry projects "a clearly matrilineal consciousness that establishes connection and filiation," a kind of sympathetic female bonding, with legendary female ancestors. Gonzalez (2005) would understand this as Morejn's poems referring to Yoruba deities, known as orishas, and honoring the "living dead," the eggun or ancestors. She said Morejon dominates these poetic spaces with words of wisdom from both the African ancestors and the orishas, who exercise their eternal influence. A study of her poems suggests that Morejn is obsessed with her past, and often uses poetry as a way of exploring it. It is in those poems that she revisits Africa, encounters the grandparents she never met, and experiences the hardships of slavery. As a result, she often gives voice to people who don't normally have one. Morejn is a strong believer that ancestors and loved ones who have passed on, continue to affect people's daily lives. Honoring the living dead or the ancestors may be seen from the perspective of communicating with them because of "Frustrations in personal life" as Xianglong (2007) would see it. Xianglong (2007) looked into filial consciousness into the thinking that intersects the past and future. Accordingly, frustrations in personal life are one occasion for a person to bridge the time and reach out to the dead. Indeed, in Morejon's culture, the spirits of ancestors are spiritual guides (Gonzalez-Wippler 1998:76). After death, spirits are said to remain around their relatives here on earth, for protection and guidance. Invoked in every religious ritual, they often participate in family decisions, giving their approval or disapproval in family affairs. Morejn's poem, "In Front of a Mirror," refers to the importance of "our dead ones" and how present they are in their daily lives If the parks blossom overflowing with fresh tulips then the boulevard brings in the scents of your loved ones, and, above all, of your dead ones. (Morejn in Looking Within 109) Morejon is conscious that the dead are ever with them - participating in their present conditions. Maier (2005) asserts that one poem closely identified with Morejon is "Persona." This poem, according to David Frye (2000), is a relatively recent one (1999), but it is also an update of the earlier "Mujer negra" ("Black Woman"). In "Mujer Negra" ("Black Woman)" she moves through various generations discussing immigration, slavery, poverty, rebellion and the independence movement (from Spain), and finally, affirmation of the Afro-Cuban as a human being after 1959. According to Maier (2005), this poem emphasizes the slave's point of view, and demonstrates the influence of ideological freedom found in the Cuban Revolution. She underscores the racial together with the feminist dimensions of Cuban nationalism by making the Black woman the central figure and the protagonist of the contemporary era "Black Woman," and "Persona," exemplifies well the characteristics for which Morejon and her work are known and admired. These traits include a strong identification with her family, with the