Neoclassicism Assignment Example | Topics and Well Written Essays - 250 words

Neoclassicism - Assignment Example (Kleiner, 2008, p.769). Marat was a writer who supported revolution and also he was a friend of David. Marat ws assassinated in 1783. A member of the rival political faction had stabbed him to death when he was having his medicinal bath to cope with his long-term skin disease that he fell prey to, while hiding from the King’s soldiersin Paris’s seweres. (Kleiner, 2008, p.769). David has used a simple and clear style in this painting. He has intentionally avoided the Macabre and presented Marat as a romantic tragic hero. The pen and paper in his hands remind the onlooker that he was deeply engrossed in his service to revolution as a writer right up to his last breath. The face of Marat is painted as suffering from pain, still full of grace. In his hands, there is a petition that either the assassin brought with her or he was preparing for some poor unfortunate person, to get assistance from a widow of a martyr of the revolution. All this attention given to details raises the virtues of the deceased in the eyes of the beholder. The skin problems that Marat suffered from were intentionally avoided in the painting. In his early years as a painter, David had followed the Rococo style of painting which was considered trendy in those days. But after seeing the renaissance period Greek paintings while he was studying in Rome, he renounced the decorative style of Rococo as â€Å"artificial† and â€Å"exalted the â€Å"perfect form† of Greek art† (Kleiner, 2008, p.769). Art historians have pointed to the resemblance of this painting to the depiction of Christ in Michelangelo’s Pieta’ (Kleiner, 2008, p.769). The arms that are hanging down in both paintings have a similarity un-surpassed by even the eyes of a person with least training in understanding art. This likeness has remained a major source of controversy regarding the ideological positions reflected in this

Sport benifits Essay Example for Free

Sport benifits Essay Benefits Of Sports Improving A Stable Lifestyle And Teamwork Ability There are tons of people that say sports are good for you. Some might even get tired of hearing all the advantages of sports from different people touting the benefits on tv. Whether its from an athlete, a physician, or an ordinary individual, the benefits of sports cannot be denied. Lets explore each sports benefits and see how they affect our lives and how they give a better lifestyle for those who do regular sports activity. One of the obvious benefits of sports would be the health benefits. Its a fact that sports are the best methods in losing and maintaining weight. Performing exercise with sports help you burn than excess fat and calories in your body that in return makes you healthier. Although modern technology and methods allow artificial ways to remove fat such as liposuction and other medical procedures. These artificial ways cannot improve and strengthen vital organs of the body like how sport activities do. One of the specific system of the body that receives the greatest benefit would be your cardiovascular system which includes the heart. You muscles will also gain benefits as it becomes more developed thus making you stronger with more power and force. Lungs too will also gain benefits as your respiratory system gets stronger thus allows you to breath in thinner air. All of these things indeed make your body healthier thus should extend your life pass the average age. Theres no doubt about the health benefits of sports even if your ask an ordinary guy about it. Preventing various diseases is one of the best benefits of sports. Living healthy wards off diseases that are truly costly from medication to actual treatments and surgeries. To do so, start involving yourself in various sport activities whether its indoors or outdoors. Another benefits of sports is how various sport activities improve your being as a whole. Sports build up character in a way that is specifically unique to playing or doing a sport activity. Sports enhance your decision making abilities that might help in real life. Sports help you build patience and control even through extreme pressures. There are so many values that sports can teach an individual such as perseverance, honesty, obedience, and so many others. All of these are enhanced as one involves themselves in sports specially when the activity involves other people. Lastly, benefits of sports also include how these activities help you get socialized with people. You can say that sports are also good for the soul. Many can gain friends by involving themselves in sport activities that involves other people. There are many group sports to mention such as: marathons, baseball, soccer, and others. Even just watching sports on television along with friends is enough to get you socializing with other people which is good for you. No matter how you look at sports, advantages of sports will never be denied and will continue to play an important role in everyones life.

Enron Essay -- essays research papers

In 1984 Ken Lay became chairman and Chief Operator of Houston Natural Gas. It quickly doubled when it bought Florida Pipeline Company. The next year in 1985 Houston Natural Gas merged Internorth Incorporation. With the merger they both combined to own around 40,000 miles of pipeline and shortly after they changed their name to Enron. Around that time Washington was being lobbied by energy corporations to deregulate business and let companies set their own prices. Energy companies said this would not only lead to the end of monopolies but the extra competition would benefit companies and consumers. Over the next several years Washington began to lift controls on who could produce energy and how it was sold. With an influx of new suppliers energy prices were very unstable. With these deregulations Enron was allowed to sell natural gas on an open market such as oranges and wheat. With this new way of business Enron was able to grow into the seventh largest company in the United States with over 25,000 employees in over thirty countries. It became an innovator in gas trading and technological advances in the energy field. In 1990 Enron hired Jeffery Skilling as the company Energy’s Trading Operation Consultant. At age thirty-six Skilling was able to create the â€Å"Gas Bank†. The â€Å"Gas Bank â€Å"is when a company buys large volumes of gas from producers and resells it to industrial customers at long term contracts. This helped stabilize the gas market which was very volatile at the time. It also helped expand gas production nationwide and helped Enron grow to a major player in the energy industry.   Ã‚  Ã‚  Ã‚  Ã‚   As Skilling went up in rank he started to get the company involved in risky investments to make more profit. In an interview with the University of Virginia he said â€Å"We like risk because you make money by taking risk,† This was one of the many reasons which got Enron into financial debt, Skilling also persuaded regulators to allow Enron to use â€Å"market-to-market† accounting. A technique used by brokerage companies for securities trading. It allowed Enron to count long-term contracts as immediate profit although most of the money wouldn’t be coming in for several years. For example if a pipeline in Europe was projected to produce $89 million of profit it would be posted, but there was one problem the pipeline hadn’t been built yet. With the high t... ...ion in profit when they only produced $880 million. They were in true debt for more than $628 million by the end 2000. More than $630 million came from improper accounting and another $296 million in profit came from hidden tax cutting transactions. This sent the stock plummeting from $70 to 60 cents and produced losses of more than $60 billion on paper. With this fall in stock price, Enron filed for bankruptcy on December 2, 2001. Since the fall of Enron and other major corporations, Senate and Congress are now trying to configure a major reform bill which would protect workers and their pensions. President Bush also signed off on a new accounting-reform legislature which creates an oversight board that would investigate and punish accounting violations. Now the last step by the government is putting everyone involved behind bars. Skilling is set to testify before a house committee and has chosen not to invoke the Fifth Amendment as many of the other board members have chosen to do. Fastow has to also testify before congress but will plead the fifth to avoid self incrimination. Kropper, Enron’s director of global market pleaded guilty last weak to the demise of the company.

The Philosophy of Filipino Culture

Philosophy of Filipino Culture May 20, 2010 Crossing Cultures: A Philosophical Reflection on Filipino Culture and Cultural Transition Experienced by Third Culture Kids Oh it's a mystery to me. We have a greed, with which we have agreed†¦ and you think you have to want more than you need†¦ until you have it all, you won't be free. Society, you're a crazy breed. I hope you're not lonely, without me. – Eddie Vedder (Society) In a world that is becoming increasingly smaller as globalization takes its universal toll on countries and cultures, the sentiments expressed in the lyrics of this song often resonate with the individual trying to find a sense of identity through society and feeling overwhelmed by it. As we have learned in class, an individual tries to concretize him/herself by acting in the world as a â€Å"dynamic X. † This characteristic, as explained by Max Scheller, is a universal factor inherent in everyone that drives us as humans to try to find our identity in a world that is constantly changing around us. Being a â€Å"Dynamic X† we ourselves are constantly changing, and we triangulate our sense of identity by comparing ourselves to the society around us to try and develop a sense of who we are through achievement, careers, personal preference of music, movies, literature and – most importantly – our name. It is through our name that we present ourselves and our capacity for historicity to the world. It is also through our name that we are known and recognized as part of a society. Considering the inherent characteristic of being a â€Å"Dynamic X† and how we use it to derive a ense of identity, the most influential factor which we use as a reference to triangulate our identity is culture. Culture, as we have learned in class, tells us how to be a person amongst others. The culture to which we are born into is something that we are affected by without having a conscious choice in how it affects us. As we develop into adults, we imbibe the cultural values, c ustoms and traits around us and form who we are through them. This process of imbibing a culture is forever ongoing, giving merit to the characteristic of being a â€Å"Dynamic X†. In its most general definition, culture can be seen as a code of systems and meanings which are unique amongst different diversities of people. Generally, most people are born and raised in one dominant culture to which they identify with as their own. Reflecting on this definition of culture and how we go about imbibing it as we develop our sense of identity, the question that this paper will attempt to answer is â€Å"what happens if a person grows up in several different cultures and how does it affect their own sense of identity? Falling into this unique and growing demographic, I personally have experienced growing up in several different cultures around the world. Being the son of a missionary couple, I have lived in three drastically different countries and cultures throughout my life. Having spent my early childhood years living in Jos, Nigeria, I assimilated into my identity certain â€Å"African† characteristics that I still feel have a hold on who I am today. Spending the bulk of my educational and developmental years here in the Philippines, I have also categorized my identity as being half-Filipino, an epiphany of sorts that only took place in my life after having experienced life alone in Philadelphia, PA U. S. A. All my life I have grown up with the mentality that the U. S is my â€Å"home. † Even though my mother is a full blooded Filipina, we were conditioned as children to believe that the U. S is where we would ultimately settle. This shaped my sense of identity significantly while growing up as I utomatically assumed that because I was an American citizen at birth I was 100% American. All that changed, however, when I graduated high school here in the Philippines and started college in the U. S. I soon found myself to be far different from the Americans around me. Several aspects of American culture, one that I associated as my own growing up, became increasingly difficult to relate to. I finally decided during my sophomor e year in college to move back to the Philippines to finish my studies. I regard that decision as one of the best ones I have made in my life. As I moved back here however, I also felt a severe distance and separation from the culture around me. This feeling led me to the realization that I was considerably different from people born exclusively into Filipino and American cultures. It was during my first months living back here that I realized I was a textbook example of what is known as a Third Culture Kid. According to sociologists David C. Pollock and Ruth E. Van Reken, a â€Å"Third Culture Kid (TCK) is a person who has spent a signfificant part of his or her developmental years outside the parent’s culture. The TCK builds relationships to all of the cultures, while not having full ownership in any. Although elements from each culture are assimilated into the TCK’s life experience, the sense of belonging is in relationship to others of similar background. † Throughout the last half of the 20th century, the TCK demographic has been growing significantly as international travel and commerce have been made extremely convenient. Being a type of identity, however, the TCK experience does not fully encapsulate what it means to be an individual, as the second sentence in the definition above points out. Lacking the option to â€Å"own† a culture or be fully recognized as a member of a society definitely affects the sense of individual identity of the TCK growing up. As experienced by me, the longing to be a fully integrated member of a culture or society can create extreme insecurities and dysfunctions in a person if they do not focus on the advantages of what a TCK identity has to offer the world. Using my TCK identity as a framework for understanding the Filipino culture, hich I consider now to be the closest to my heart in terms of who I am, I will attempt to reflect on certain aspects of it that I found difficult to relate with and transition into my own sense of identity. Looking at these difficulties I experienced while transitioning back into the Filipino culture, a better sense of who I am – the fundamental question of philosophy – can be achieved. Also, in regarding these observations as lessons learned on my part, I can better understand how I interact and deal with people here in the Philippines, which has been a longing of mine for quite some time now. The first aspect of Filipino culture that struck me as cultural barrier was Language. Even though I grew up here in the Philippines for the majority of my life, I was raised in an English speaking home and school system. Although I can understand Tagalog fluently, and speak it well enough to get around the city and hold casual conversations, my accent is what ultimately distinguishes me apart from other Filipinos. Filipino culture, while heavily influenced by American culture, is at the point were to fluently spoken English is somewhat looked down upon by the majority of the masses living here. A reason for this can obviously be found in the shift from English to Tagalog as the language used in the educational system that took place a couple decades ago. This attitude towards English speakers has also been enhanced due to the rise in BPO and call centers here in Manila. Having trained communication skills in two different call centers here, I can say with conviction that people who work there, a large and growing percentage of workers aged 19-35, have a subtle disdain for the language that makes it difficult for fluent speakers of English to be accepted as members of this culture and society. This, obviously makes sense since the national language of this country is and should always be Tagalog. It does, however, create difficulties when trying to transition into this culture; difficulties aided all the more by the fact that casual joking about English speakers (i. e. nosebleed jokes etc) have practically become a social norm. ( Reflecting on this cultural barrier as a TCK and Filipino citizen, I’ve come to realize the importance of language as a tool for the transmission of culture and values, as was stated in Berger and Lukmann’s article on Institutionalism. Having undergone two years of being made fun of (lightly) for my Kano accent while speaking Tagalog, I have also realized that my identity as a TCK can adapt to the cultural bantering with a healthier attitude now days. I no longer feel insecure about my â€Å"baluktot† Tagalog and have come to accept that the Filipino culture pokes fun of me without any malice – a characteristic of our culture that I have come to admire. Another aspect of the Filipino culture that I have had difficulty relating to and integrating into my own identity is the Shame-based aspect of it. Having gone to an American based international school system, my attitude towards confrontation and humor was definitively American. This differs drastically from the Filipino culture, where shame is regarded as the ultimate social taboo. In American culture, there is a mutual understanding that confrontation and directness is the norm when addressing issues between people. This trickles down into the humor of Americans, which is based on practical jokes and oriented more towards embarrassment. This difference in mentality can create a lot of offense to Filipinos. On the other hand, the shame based cultural aspect of the Philippines can also create confusion to Filipino-Americans like me, who have experienced instances where a â€Å"yes† or â€Å"no† might not necessarily mean it. The confusion caused by this aspect of Filipino culture has dissipated over the time I’ve spent integrating myself into it. I feel now that my humor is more Filipino than American, and I can understand the dynamics of the shame based culture works. In general, I feel that overcoming this transition into Filipino culture has significantly helped me understand who I am as a Filipino-American. All in all, these aspects of Filipino culture, which have been overcome and assimilated by me have made me realize how much my identity is inclined and oriented towards this culture. Another aspect of culture that we learned about in class was that it changes after behavior changes. Being passed down from generation to generation, this characteristic also defines culture as constantly changing. The most significant realization that occurred to me about my identity as a TCK in relation to this definition of culture was that I have been more prepared to adapt and tackle change. As technology develops faster and faster, the rate of change in cultures worldwide increases. The unique advantage that I have as a TCK is that change and transition has been occurring in my life ever since I could remember. With the culture of ours gradually morphing into a culture of pressure to achieve, others who are not used to change and transition might not handle it as well as I can. This is the main advantage of being influenced by multiple cultures while growing up and I can say that as the world continues to demand individual responses to change, I am perhaps better equipped to handling them because of my TCK experience.

Puberty Rites in Ghana

Puberty Rites After the child naming ceremony, puberty rites are the next set of rituals of social status transformation which children undergo in Ghanaian culture. The most well preserved puberty rites are the Dipo (pictured) of the Krobo ethnic group and the Bragoro of the Ashanti's. These ceremonies mark the entry of young women into adulthood. In Ghana only a small section of ethnic groups usually found in the northern parts of the country have initiation rites for men and where they occur they are done in secret and not given as much prominence as that for young women. In the Akan culture women represent the beauty, purity and dignity of the society and are guarded against corruption by our traditional laws and regulations. The most lasting impressions about life and the character of children are built during their early and formative years, which they spend mostly with their mothers. So the Akans believe that they need properly trained mothers with good morals to bring up good children. It is therefore little wonder that the initiation of women into adulthood is given more prominence in the Akan society than that of men. Under the supervision of the queen mother of the town or village in collaboration with some female opinion leaders, young women who have had their first menstruation are secluded from the community for a period between two and three weeks during which they are taught the secrets of womanhood. During this period of seclusion the girls are given lessons in sex education and birth control. They are also taught how to relate to men properly so that they can maintain a good marriage and their dignity in society. After the period of seclusion, a durbar is held which is attended by the chief and almost everybody in the community. The newly initiated women are dressed scantily with very beautiful African beads and cosmetics showing off their vital statistics. Young men of marriageable age troupe there to feast their eyes on the young women and to select their prospective wives. Amidst drumming and dancing the rituals are carried out with the spirit of Oynankopong Kwame, Asase Yaa and the departed ancestors invoked to bless the participants and ensure their protection, blessing and fertility during their period of motherhood. According to traditional law no woman is allowed to get married without haven gone through the puberty rites and every young woman must remain a virgin prior to this. These laws ensure that young women grow up disciplined enough to control their sexuality and to prevent them from premature motherhood and unwanted babies. So important are these laws that any woman who gets pregnant or breaks her virginity before the rites are performed is sometimes ostracized together with the man responsible for it. On top of that, a heavy fine is imposed on the guilty party after which purification rites are performed to rid the society of the negative repercussions of their actions.

Why the Formation of Ionic Compounds Is Exothermic

Why the Formation of Ionic Compounds Is Exothermic Have you ever wondered why the formation of ionic compounds is exothermic? The quick answer is that the resulting ionic compound is more stable than the ions that formed it. The extra energy from the ions is released as heat when ionic bonds form. When more heat is released from a reaction than is needed for it to happen, the reaction is exothermic. Understand the Energy of Ionic Bonding Ionic bonds form between two atoms with a large electronegativity difference between each other. Typically, this is a reaction between metals and nonmetals. The atoms are so reactive because they do not have complete valence electron shells. In this type of bond, an electron from one atom is essentially donated to the other atom to fill its valence electron shell. The atom that loses its electron in the bond becomes more stable because donating the electron results in either a filled or half-filled valence shell.  The initial instability is so great for the alkali metals and alkaline earths that very little energy is required to remove the outer electron (or 2, for the alkaline earths) to form cations. The halogens, on the other hand, readily accept the electrons to form anions. While the anions are more stable than the atoms, its even better if the two types of elements can get together to solve their energy problem. This is where ionic bonding occurs. To really understand whats going on, consider the formation of sodium chloride (table salt) from sodium and chlorine. If you take sodium metal and chlorine gas, salt forms in a spectacularly exothermic reaction (as in, dont try this at home). The balanced ionic chemical equation is: 2 Na (s) Cl2 (g) → 2 NaCl (s) NaCl exists as a crystal lattice of sodium and chlorine ions, where the extra electron from a sodium atom fills in the hole needed to complete a chlorine atoms outer electron shell. Now, each atom has a complete octet of electrons. From an energy standpoint, this is a highly stable configuration. Examining the reaction more closely, you might get confused because: The loss of an electron from an element is always endothermic (because energy is needed to remove the electron from the atom. Na → Na 1 e- ΔH 496 kJ/mol While the gain of an electron by a nonmetal is usually exothermic (energy is released when the nonmetal gains a full octet). Cl 1 e- → Cl- ΔH -349 kJ/mol So, if you simply do the math, you can see forming NaCl from sodium and chlorine actually requires the addition of 147 kJ/mol in order to turn the atoms into reactive ions. Yet we know from observing the reaction, net energy is released. Whats happening? The answer is that the extra energy that makes the reaction exothermic is the lattice energy. The difference in the electrical charge between the sodium and chlorine ions causes them to be attracted to each other and move toward one another. Eventually, the oppositely charged ions form an ionic bond with each other. The most stable arrangement of all the ions is a crystal lattice. To break the NaCl lattice (the lattice energy) requires 788 kJ/mol: NaCl (s) → Na Cl- ΔHlattice 788 kJ/mol Forming the lattice reverses the sign on the enthalpy, so ΔH -788 kJ per mole. So, even though it take 147 kJ/mol to form the ions, much more energy is released by lattice formation. The net enthalpy change is -641 kJ/mol. Thus, the formation of the ionic bond is exothermic. The lattice energy also explains why ionic compounds tend to have extremely high melting points. Polyatomic ions form bonds in much the same way. The difference is that you consider the group of atoms that forms that cation and anion rather than each individual atom.

Free Essays on Force 10 From Navarone

Alistair Maclean has written a lot of books. Force 10 from Navarone, which is the follower to:  «The guns of Navarone », is one of Macleans best known works among The guns of Navarone, H.M.S. Ulysses, Where eagles dare and Bear Island. Alistair Maclean was born in 1922 in Scotland. His first novel: H.M.S. Ulysses, was published in 1955. It was a documentary novel describing war at sea. Force 10 from Navarone was published a couple of years after The guns of Navarone which was published in 1957. Maclean died in 1987 as the unthroned king of writing thrillers. Many of his novels has been filmed. The action in Force 10 from Navarone mainly takes place is Yugoslavia. Mallory, Miller and Andrea, all men, has just got home from Navarone when they are sent into another mission. The mission is in Yugoslavia. The main-character in this story is Mallory. Along with Miller and Andrea they are the people who is mentioned most. Mallory, Miller and Andrea are three men working for the allied intelligence. The new mission that they get is in Neretva. The valley of Neretva is a vital sector of the main north-south route through Yugoslavia. Miller, Mallory and Andrea takes on themselves parachutes and after some time with flying they are dropped somewhere over Neretva close by to the Partisans headquarters. This book is divided into chapters according to which day and time it was. Maclean goes chronological forward in this book from Thursday 00.00 to Sunday 02.15. This period is divided into almost 15 chapters with timeperiods like Friday 02.00- 04.45. This mission that these three men are assigned to is very secret. It has a such high rank of confidentiality that they kept it a secret to even their own allies. In Neretva there is a huge dam. South to the Neretva river is General Zimmermanns two armoured divisions. This is the Germans who is trying very soon to invade all Yugoslavia. This place is very important to have control over and it mustn`... Free Essays on Force 10 From Navarone Free Essays on Force 10 From Navarone Alistair Maclean has written a lot of books. Force 10 from Navarone, which is the follower to:  «The guns of Navarone », is one of Macleans best known works among The guns of Navarone, H.M.S. Ulysses, Where eagles dare and Bear Island. Alistair Maclean was born in 1922 in Scotland. His first novel: H.M.S. Ulysses, was published in 1955. It was a documentary novel describing war at sea. Force 10 from Navarone was published a couple of years after The guns of Navarone which was published in 1957. Maclean died in 1987 as the unthroned king of writing thrillers. Many of his novels has been filmed. The action in Force 10 from Navarone mainly takes place is Yugoslavia. Mallory, Miller and Andrea, all men, has just got home from Navarone when they are sent into another mission. The mission is in Yugoslavia. The main-character in this story is Mallory. Along with Miller and Andrea they are the people who is mentioned most. Mallory, Miller and Andrea are three men working for the allied intelligence. The new mission that they get is in Neretva. The valley of Neretva is a vital sector of the main north-south route through Yugoslavia. Miller, Mallory and Andrea takes on themselves parachutes and after some time with flying they are dropped somewhere over Neretva close by to the Partisans headquarters. This book is divided into chapters according to which day and time it was. Maclean goes chronological forward in this book from Thursday 00.00 to Sunday 02.15. This period is divided into almost 15 chapters with timeperiods like Friday 02.00- 04.45. This mission that these three men are assigned to is very secret. It has a such high rank of confidentiality that they kept it a secret to even their own allies. In Neretva there is a huge dam. South to the Neretva river is General Zimmermanns two armoured divisions. This is the Germans who is trying very soon to invade all Yugoslavia. This place is very important to have control over and it mustn`...

Earning a Supply Chain Management Degree

Earning a Supply Chain Management Degree Supply chain management involves overseeing aspects of the supply chain. A supply chain is a network of interconnected businesses. Each business contributes one aspect of the chain, from production to the procurement of raw materials to the transportation of materials to the manufacturing process to the consumer market to the final act of consumption. The ultimate goal of supply chain management is to make this chain run efficiently and effectively while reducing costs and delivering customer satisfaction. What a Supply Chain Management Degree Is A supply chain management degree is a type of post-secondary degree awarded to students who have completed a college, university, or business school program that focuses on the management of supply chain activities. Types of Supply Chain Management Degrees There are three basic types of supply chain management degrees that can be earned from a college, university, or business school: Bachelors Degree in Supply Chain Management - A bachelors degree program with a specialization in supply chain management consists of general education courses in addition to courses that focus exclusively on logistics and supply chain management. Although accelerated and part-time programs are available, most bachelors programs take approximately four years to complete.Masters Degree in Supply Chain Management - A masters degree or MBA degree program in supply chain management usually consists of general business courses in addition to specialized courses in supply chain management. Masters program traditionally takes two years to complete; accelerated programs can usually be completed in less time.Doctorate Degree in Supply Chain Management - A doctorate program in supply chain management requires intense study and research. These programs usually take three to five years to complete, though program length can vary. An associates degree is sufficient for many entry-level supply chain management and logistician positions. However, a bachelors degree is becoming a more common requirement, especially for more advanced positions. A masters degree or MBA in supply chain management may be the best option for individuals interested in leadership positions. Earning a Supply Chain Management Degree Supply chain management degrees can be found through online and campus-based programs. Many business schools with an MBA program offer concentrations in supply chain management. Bachelors degree programs can also be found at a number of colleges and universities. The best supply chain and logistics programs  offer a targeted education, experienced faculty, and career assistance. Using Your Supply Chain Management Degree Many people who earn a supply chain management degree go on to oversee aspects of a supply chain. They may work for a specific company or firm or may be self-employed as a consultant. Popular positions for supply chain management graduates include: Logistician - Logisticians, or logistics managers as they are also known, are responsible for analyzing and coordinating a company’s supply chain. They manage nearly every aspect of the chain, including procurement of the product, distribution, allocation, and delivery. More than half of all logisticians work for the government or manufacturing firms.Supply Chain Analyst - Also known as project specialists or supply chain coordinators, supply chain analysts are responsible for monitoring, analyzing, and improving supply chain processes. They predict how logistics will work, oversee operations, and then make a recommendation to make everything better. Most supply chain analysts work for manufacturers or logistics services providers.Transportation Manager - Transportation managers oversee the loading, storage, and transportation of goods. Their main responsibility is to make sure things get where they need to go, but they are also responsible for controlling expenses and ensurin g transport operates within the law. Professional Associations Joining a professional organization is a good way to learn more about the field of supply chain management. As a member of an association, you can meet other people in the field and talk to them about their experiences. As you build your network, you may be able to find a mentor who can offer guidance as you earn your degree and enter the career field. Two professional associations that you may want to consider include: Council of Supply Chain Management - The Council of Supply Chain Management Professionals (CSCMP) is a professional association of supply chain management professionals. They offer education, news, career information, networking opportunities, and much more.APICS - APICS, the Association for Operations Management, offers certification programs for supply chain professionals. Certification options include the APICS Certified in Production and Inventory Management (CPIM) program, the APICS Certified Supply Chain Professional (CSCP) program, and the APICS Certified Fellow in Production and Inventory Management (CFPIM) program.

American History Assignment Example | Topics and Well Written Essays - 250 words

American History - Assignment Example Lastly, they learned to mount heavy cannons on their ships, which was an advantage during naval battles. As a result of their expeditions, in the African coast, they found what they were looking for that gave them a bog advantage to their neighbouring countries – gold, ivory and slaves. What was the Treaty of Tordesillas? Treaty of Tordesillas is an adjustment of the lines of the two kingdoms – Spain and Portugal. Spain claimed most of the Western Hemisphere including the Philippines while Portugal claimed most of the Eastern Hemisphere including the African coast and Brazil. What was the French plan for colonizing North America? What did they hope to get by having colonies in North America? France planned colonizing North America for 2 things, expanding Catholicism and finding wealth. Though religion wars emerged during this exploration, they were able to expand the religion eventually. Joint-Stock Companies A joint-stock company is a form of business organization that resembled a modern corporation where individuals purchase shares to invest in a company. Though no Surname 2 matter how much a stockholder’s share is, only one vote can be allowed. The first permanent English colonies in the North America were established by joint-stock companies. The concept is said to have been originated in Italy and expanded northwards.

Spalting wood history Essay Example | Topics and Well Written Essays - 5000 words

Spalting wood history - Essay Example Although there was a reduction in use of splated wood in art and craft between the mid-16th and early 20th centuries, scientists have been continually using spalting in wood. In the early 1900s, there was an increased interest with spalting for people who knew it as a craft material, a biological artifact or those that saw it as a nuisance that needed control. The anamorph of Chlorciboria as Dothiorina tulasnei were classified by Hohnel (1915), Robert Hartig in a 1900 publication Lehrbuch der Pfanzenkrankheiten, wrote the fungal cause of blue stained lumber and suggested the fungus Ceratostoma piliferum which is currently known as Ceratocystis pilifera, widely known as blue stain fungus as culprit. Fredrick Tom Brooks filed a patent in 1913 called Improvements in or Relating to Colouring and/or Preserving Wood because of the possibilities of pigmented spalted wood (Brooks 1913). Brooks was comfortable enough with the green stain pigment production of the Chlorociboria genus to induce it artificially in wood, which he retrieved from the work of Vuillemin, despite that during this time, the work of fungi on wood was on the onset of development. Brooks used single spore isolations to inoculate sterilized wood, incubated it under wet and sterile conditions and dried the wood before decay could take place. His identification of the specific genus that creates the unique blue-gree wood of historic intarsias was perfect. The specific species that he would like to work with Chlorosplenium aeruginosum and Peziza aeruginosa are detailed in his patent as fungi that can produce green stain in wood, and are limited to the colonization of other wood decay fungi. Today, spalting is inducedby similar processes to Brook’s inoculation method. Brooks’ patent came up during when pigmented wood found on a merchantable timber was being investigated heavily to find out cause. In 1903, the United States Department

What is the link between individual learning and organisational Essay

What is the link between individual learning and organisational learning - Essay Example This primarily requires the commitment and dedication of the top management because top management primarily assumes the decision making power. The process of organisational learning includes introduction and implementation of change. Change introduction and implementation is one of the biggest challenges in front of a manager because the change causes redesigning of the organisational policies which is against the rights of several stakeholders, most of which are within the organisational workforce. Likewise, individual learning is directed at reflecting upon personal experiences in order to identify the mistakes as well as strategies that may be adopted in the future in order to avoid them. As individual learning involves correcting personal behavior for the better, it is the main component of self development. Change is the basic element of both organisation learning and individual learning. The agency undergoing the change makes one different from the other, though both influence and are influenced by each other. The relationship between individual learning and the organisation learning is very strong and yet very weak. The two may not always be paired up with each other. It may be possible for an organisation to take informed decisions with the majority of its personnel being unlearned and vice versa. This paper discusses the relationship between organisation learning and individual learning. Individual learning, as the name indicates, reflects the level or degree to which individuals of an organisation are learned. Individual’s learning is of great significance to the organisation because organisation achieves its objectives with the efforts of individuals that make part of it. Although individuals’ learning is an important element of organisational success as a whole, yet it is not the sole determinant of the success as the decisions and actions resulting from individuals’ learning need the support and approval of certain agencies and authorities which are beyond the control of the individuals. In an organisational setup, people are organized in a hierarchical structure which is generally known as the organisation structure. Different individuals are assigned different roles and responsibilities within the organisation structure and everybody is held accountable for his part of the game. Accordingly, there is a distribution of decision making power among the organisational personnel. In a conventional setup, subordinates usually are not involved in the decision making and the top management assumes complete decision making power, though it is one of the characteristic features of learned organisations that they do involve and gain the consent of subordinates in the decision making while resting the ultimate power with the top management. In the conventional setup, a subordinate may be very learned, experienced and technically strong, but these qualities of the subordinate are of little importance because their display is restricted by the minimal role of the subordinate in the achievement of the organisational objectives. The individuals do not assume enough rights to exercise and thus have to surrender in front of the organisational culture. Learned organisations are characterized by the involvement of complete organisation structure in the decision making process. Although subordinates are not competent enough to understand the complexities and requirements of

Needs Assesment Essay Example | Topics and Well Written Essays - 1500 words

Needs Assesment - Essay Example The researcher also gave a proper action plan using which the company can get the problems solved. NexGen IT Services Company provides different types of IT services to the people living in and around New York. Some of the main business areas of the company include software development, network management, database development and management, and IT consultation. The company develops different kinds of software applications and makes them available in market for customers. The company also developed software products based on customers’ requirements. Along with software development, the company also develops database applications based on new technologies. Network management is another specialty of NexGen IT Services Company. Moreover, the company also provides IT related consultation to its customers. The current situation of the company is not up to the standards as the company is loosing its grip over its market share, as well as position it had achieved in the market based on te quality if its products and services. The two main reasons behind this situation are: â€Å"Employee turnover is the process of replacing one worker with another for any reason† (Beam, n.d.). High employee turnover means that the company is not able to retain its employees. It is a fact that experienced employees yield higher levels of productivity as compared to employees who join a company as fresh employees. The reasons behind high employee turnover ratio are usually improper employee recruitment and lack of a proper incentive plan. When I inquired the managers of NexGen, I came to know that they had started hiring less experienced employees in order to cut down the cost of retaining experienced employees. They also took this step as the result of resignations from their key employees. However, this strategy of the company is proving unsuccessful because new

Ethical Issues when Marketing with Children Essay

Ethical Issues when Marketing with Children - Essay Example It was also revealed that children greatly affect the commodities their parents buy. Estimates done in this field show that projects tailored for children in the year 2006 totalled fifty two billion dollars. (McGee and Heubusch, 1997) Regardless of all this potential returns that children can give manufacturers and their marketers, there are key ethical issues that arise in the discussion. For example, do children have the capability of understanding some of the intricate marketing tactics Do children posses the final buying power Do marketers need to get permission from their parents And do children understand the negative effects of some of the products advertised to them These key questions will be analysed in relation to business pressures then recommendations will be made. Some companies have become notorious for the utilisation of psychologists in their advertising and marketing campaigns. Normally what such companies do is that when trying to create marketing strategy, they will involve psychologist to tell them about tactics that they can use to influence children. Since psychologists understand the way child's mind works, they can help marketers create campaigns that will be directly aimed at them and those ones that can easily influence their choices. This trend has becoming so alarming that the American Psychological Association has raised an alarm about it. They have set up a committee to estimate the effect that the involvement of psychologists in the marketing process of children's products has on them. The group has asserted that no psychological principles should be used when marketing to children. They are also recommending that there should be some sort of strategy to protect the young ones from exploitation though the use of psychologica l ploys. (Beder, 1998) The basic framework which steers marketing ethics revolves around three main issues. These are; values stakeholders processes Marketing ethics that are done on a value inclined framework are those one that involve the analysis of the kind of value that the marketing idea creates. So advertisements may instil in their target audiences positive or negative attributes. This all depends on their implementation. For example, an advertising targeting a child may become a problem if it violates the right to privacy, transparency, honesty or autonomy. By using psychologists in the process of creating advertisements for children, marketers are imposing upon children's right to autonomy and transparency. They try studying children's behavioural trends and then use this to exploit those children. This is quite unethical. The process oriented framework in marketing ethics is founded on the basis of analysing marketing ethics through the categories that marketers use. For example research, promotion and placement must be done in an ethical manner. This is something that marketers have chosen to ignore because their research is not done in an ethical manner. Their research involves using psychological experts who may use their knowledge to take advantage of children who belong to vulnerable groups (Lizabeth, 2001) Targeting children alone Marketers who create marketing campaigns that are just directed towards children only are engaging in unethical marketing practices. This is because children are naive. They are at a stage of development

Needs Assesment Essay Example | Topics and Well Written Essays - 1500 words

Needs Assesment - Essay Example The researcher also gave a proper action plan using which the company can get the problems solved. NexGen IT Services Company provides different types of IT services to the people living in and around New York. Some of the main business areas of the company include software development, network management, database development and management, and IT consultation. The company develops different kinds of software applications and makes them available in market for customers. The company also developed software products based on customers’ requirements. Along with software development, the company also develops database applications based on new technologies. Network management is another specialty of NexGen IT Services Company. Moreover, the company also provides IT related consultation to its customers. The current situation of the company is not up to the standards as the company is loosing its grip over its market share, as well as position it had achieved in the market based on te quality if its products and services. The two main reasons behind this situation are: â€Å"Employee turnover is the process of replacing one worker with another for any reason† (Beam, n.d.). High employee turnover means that the company is not able to retain its employees. It is a fact that experienced employees yield higher levels of productivity as compared to employees who join a company as fresh employees. The reasons behind high employee turnover ratio are usually improper employee recruitment and lack of a proper incentive plan. When I inquired the managers of NexGen, I came to know that they had started hiring less experienced employees in order to cut down the cost of retaining experienced employees. They also took this step as the result of resignations from their key employees. However, this strategy of the company is proving unsuccessful because new

Business Policy and Strategic Management Essay Example | Topics and Well Written Essays - 250 words - 1

Business Policy and Strategic Management - Essay Example At a time when people are struggling to pay their bills Starbuck $4 coffee appears to be a luxury in comparison to say, Dunkin’ Donuts $2 coffee. Secondly from section 1 we do not see Starbucks coming out as an organization with a strong strategy to tackle the competition that is increasing within its industry. Starbucks may be the leading coffee chain currently but the threat posed by its biggest competitors is very high. Firstly, its two main rivals are McDonalds and Dunkin’ Donuts. Within the United States, Dunkin’ Donuts is winning the battle for the no frills, cost-conscious coffee drinker and also the market segment tired of the ubiquity of Starbucks. In the global arena, McDonalds has more outlets than Starbucks and therefore poses a big threat abroad. Also we cannot fail to mention that McDonalds has $23.5 billion in revenue as compared to Starbucks’s $9.8 billion (Schwartz 1). This implies that McDonald could easily deploy more resources targete d towards pulling away consumers from Starbucks. Work cited Schwartz, Ariel. â€Å"Sustainability Faceoff: McDonald's vs. Starbucks.† Fast Company 17 May 2010. Web. 24 Mar. 2011. 

Database Design and Implementation Coursework Essay Example for Free

Database Design and Implementation Coursework Essay The aim of this database design and implementation coursework is to design and develop a Quorum Party Database system that will be interacted with the system online by the party goers who are enthusiastic to go and attend parties. It means that party goers/end users will become as a member by registering the site of our on-line party service company. We also create a prototype for web front-end form that will allow end users to check and register in Quorum Party database by including some sample required data. After the given scenarios have been read, firstly, we need to make some assumptions that can be determined to be correct or faulty and can be clarified unclear business rules or procedures before building a database system. According to the coursework, the conceptual data model diagram has to be drawn using the Chen notation and the logical relational schema is needed to produce which defines the relationships between different tables. Both conceptual data model and logical relational schema have to be checked with 3NF, third normalization form. The considered tables should be created and inserted in DBMS Microsoft Access with some extra required information. Queries, reports and forms have to be produced with the sample data by writing SQL coding for given A1 to A6 from the Sample Applications of course work scenario. Finally, the snapshots of the resulting output produced should be shown once queries, reports and forms successfully run using the appropriate tools in the chosen DBMS Microsoft Access.

Below-the-Line Vs Viral Marketing

Below-the-Line Vs Viral Marketing Marketing has played a central role in business success for decades and is ultimately concerned with the creation and retention of customers who through the purchasing of products generate profits for companies. It has been suggested that the cost of attracting new customers is much higher than maintaining existing ones and thus firms seek to build up efficient and effective retention systems for customers using a marketing mix. While the below-the-line promotional model has established itself as a major component of marketing mixes due to the rapid development of new technologies and globalisation another marketing form, viral marketing, has gained broad attention, (Lanman, 2003). The reason for this attention is that companies have demonstrated their success with minimum marketing budgets in generating millions of profits in using this tool. The International Direct Marketing Network measured the use of different marketing techniques and it found that 84% of firms used some form of below the line marketing (North, 1995). In this way the response of distribution of products and information can be measured immediately. However both organisations and individuals have been subject to an unprecedented rate of change in the way they pursue and are involved in business and commercial opportunities in the 21st century making the case for an expanded role for viral marketing ever more compelling, (Kalakota, 1999). These characteristics include the internationalisation and globalisation of business and the resultant intense competition from these trends which has created new dynamics within marketing structures for all companies, (Chesher Kaura, 1999). One of the most important needs for businesses currently is the need to satisfy increasingly demanding customers who expect immediate responses to their requests both for goods and information. The role of viral marketing in meeting such a need has continued to increase with the expansion of use and users of the Internet. Graham (1999) argues that viral marketing refers to strategies that are absorbed by the people that interact with the messages and then pass them on. Therefore the term viral marketing is often linked with the Internet because it provides a wide range of free channels such as email, website and chatting rooms in which to deliver initial messages. Additionally marketing is not solely about material things but deals with brands, experiences and acts of communication which can be defined as branded, (Moore, 2003). The choice of appropriate marketing model then to a large extent is associated with clear understanding of consumers on the part of organisations. Yet consumer behaviour is complex thus each marketing model has its own advantages and disadvantages in influencing these behaviours. As a result an effective marketing mix should meet key customer requirements in order for the company to succeed in the marketplace and at the same time the usage of any marketing mix strategy will be constrained by the corporate resources and business structures which can be deployed to generate opportunities. Therefore this paper will critically compare viral with below the line marketing models and aim to assess the importance of matching marketing strategies with business structure and characteristics of product through an analysis of Forever Livings usage of viral marketing. Below-the-Line Vs Viral Marketing An important perspective in marketing philosophy is the distinction between efficiency and effectiveness, (Anonymous, 1989). Thus a comparative analysis of below-the-line marketing models and viral marketing ones can be conducted using these twin elements as frameworks. The essential difference between efficiency and effectiveness is that the former is concerned primarily with cost and the latter is customer focused in terms of retention and generation capacities. This framework also corresponds with an understanding based on the core feature of marketing which is to satisfy customer needs in a profitable way by matching services or products with preferences. While above and below-the-line promotion has established itself as a major technique in communicating with customers new challenges facing marketing managers have led to the development of new marketing techniques. Generally speaking above-the-line refers to the usage of all the main advertising media such as TV campaigns and magazine advertisements whereas below-the-line activities are more focused on translating attitudes into sales such as with in store advertisements. Here also public relations become a vital part in the communication process, (Wilmshurst, 1994).However Tauber (1974) argues that a customer orientated marketing strategy easily discourages innovation within organisations such as with the RD process. This is because companies prefer following customers tastes rather than creating new demands avoiding then any risks associated with novel and innovative product development. This can be seen as a negative influence on growth for the whole industry in the long term. Thus viral marketing is argued to be an innovation in marketing which has emerged since 1996 utilising email at first as a global marketing network, (Jurvetson, 2000). The concept of viral marketing is one which is based on word of mouth and its first uses were conceptualised in terms of it being web-based word of mouth marketing. Accompanying further technological development and globalisation viral marketing as such seeks to take advantage of rapid multiplication to explode single messages to thousands at low cost as well as other complex marketing goals at the mature stage. Viral marketing is a method which allows small businesses to grow quickly through the spreading of their marketing message like virus and avoid consequently major entry barriers to the market and exclusionary techniques of competitors, (Jurvetson, 2000). However because of the nature of the Internet Dibb, Simkin and Vancini (1996) point out that all forms of word of mouth to a large extent depend on intangible assets such as brand image, trust and public relations in order to be successful. In this sense a successful viral marketing strategy needs to take advantage of other resources to build up brand image and relationships with customers. In summation different marketing mixes rely on different characteristics of products and industries, organisational competition as well as internal resources including material resources, intangible assets and human resources. Therefore understanding the advantages and disadvantages of each model is vital in helping marketers, whatever their field of business, carry out effective marketing practices. Business Structure An effective implementation of a marketing strategy relies on getting organised for the work and the route a company chooses depends on a variety of factors. However the first step for any type of company is understanding consumer behaviour. This understanding allows a company to position their products or service effectively in relation to the preferences of its target customers. However any customers purchasing decision process is a complex one thus it is useful to bear in mind some key influences on these decisions. First of all the development of technology particularly the Internet has changed both buyers and companies behaviour in various ways. For example research has indicated that the scale of the e-commerce market will reach $7.3 trillion in 2004, from $145 billion in 1999 reflecting its growing importance as means of doing business, (Suh Han, 2003). As a result it is vital that companies exploit the Internet along with other marketing tools such as direct marketing or in store sales to achieve promotional goals while viral in order to create new opportunities for growth in the future. In addition to advertising below-the-line practices play an increasingly important role in communicating and building close relationships with customers. For example Smith and Taylor (2004) argue that each element of the marketing mix communicates so that some major advertising campaigns need to be supported by public relations activities and also at the same time be supported for example by launch leaflets. Combining these elements maximizes the effect of promotions and advertising campaigns for companies. Kitchen Proctor (1991) claim that public relations is a growth area for companies because it is an effective way to generate positive word of mouth for a companys products. A further consideration to take into account when firms make strategic decisions about marketing techniques is the cultural and social effects on consumer behaviour. Web based delivery though can be said to circumvent some of these problems by allowing for easy tailoring to specific contexts due to the absence of any necessity for physical places to conduct marketing operations. Marketing researchers encourage the use of an integrated marketing mix as it is believed to be able to create competitive advantages and boost sales and profits whilst saving time, money and avoids some of the stresses involved in implementing marketing plans, (Harrison, 1995; Smith Taylor, 2004). From this perspective both below-the-line and viral marketing models should utilise different communication tools in relation to customers and developing productive relationships with them. For this reason there are key benefits of an integrated marketing approach yet there are also obstacles due to limited resources in terms of financial, time and personnel factors. In this case inefficiency might occur due to internal competition or unbalanced rationing of resources addressed due to over emphasis on one marketing tool. It can be strongly argued that a web-based viral marketing approach could balance conflicts among different departments as well as with suppliers simply because it seeks t o take advantage of others resources in assisting with the delivery of the companys marketing message, (Wilson, 1999). In considering these two approaches to marketing this work utilises a 4P framework as an analytical guide to their respective strengths and weaknesses. Product It is obvious that no matter what kind of marketing model companies choose the ultimate goal is to sell a product (service) to customers at a competitive price. However the product purchasing decision involves choices regarding brand names, guarantees, packaging and services which accompany the product. Reports suggest that expenditure on below the line marketing in Europe has grown rapidly in recent years due to intense competition, (European Marketing Pocket Book, 2000). Hence one of the most important goals for advertising campaigns is effective positioning of products. Ogilvys (1983) adage is for a business to never sell to a stranger which means it is important to understand the target audience and their purchasing behaviour and also build long term relationships with them. Companies therefore choose different tools in order to segment customers and then position their products in order to sell the right thing to the right people. Below the line marketing strategies often exploit sales people to communicate with customers face to face. This allows an organisation to gain information about customers deeper feelings about products rather than the more impersonal information gathered by web-based questionnaires. Also when companies adopt a viral marketing strategy customers are not able to touch the product or in other words they see tangible assets only portrayed on web pages. This means then that trust plays a major role in delivering the product message to consumers. This is why viral marketing firms use a strategy of giving away free product samples to customers. This is in order to build up trust in the company and brand and then utilise these customers through word of mouth to spread the product message further. Holt (2004) highlights trust as the essential lubricant of web-based business operating successfully with quality products being a critical factor for success in building up trust. Price Price is always used by buyers as an indicator of quality in that higher price tends to send a different message compared to lower pricing. The difficulty for companies is however is hitting the sweet spot in terms of price and quality. Therefore high price product firms prefer adopting differentiation strategies in order to maintain competitive advantages. A typical feature of below-the-line promotions though is an element of price war and price cutting in order to initially entice customers. This has the effect of increasing direct costs to the business and reduces the gross profit accordingly so that sales people have to work harder to earn the same amount as before the price cut. In contrast to below-the-line promotions companies with viral marketing models benefit from the lower cost of not having physical stores, sales people and/or expensive advertising campaigns on TV, radio or magazine and other expensive media forms. As a result viral marketing firms often offer extra disco unts to attract customers and it is suggested that one of the most important reasons for people purchasing online are the lower prices compared to traditional retail stores, (Reedy Schullo, 2004). Reedy and Schullo (2004) also argue as a result that it is vital electronic resources be integrated into marketing mix by both traditional offline as well as online retailers. However an important point worth highlighting is that of strategic versus tactical pricing. Strategic pricing refers to long term pricing which depends on how the company intends to position itself in relation to customers. An example of below-the-line marketing are the practices of the supermarket Tesco which has built a reputation for low prices or the lowest pricing in the town in which it operates. In this case its pricing strategy seeks to generate a competitive advantage while Marks Spenser in contrast utilises an image of better quality food at a higher pricing level in order to differentiate itself and thus avoid a price war with Tescos. Additionally although viral marketing models benefit from lower costs and be able to offer more competitive pricing products like health-related tablets firms tend to not be able to exploit a strong brand name for quality and effectiveness. Rather it is the low pricing which initially attracts customers. Therefore the importance of word of m outh is much more pronounced for the continued success of viral based marketing firms. Promotion As mentioned before researchers and economists have argue that the cost of attracting a new customer is five times that of maintaining an existing one, (Jobber, 2001). Companies attempt then to keep customers satisfaction level high and encourage them to purchase more products through the creation of brand loyalty. Below the line marketing forms by using direct promotion and a human sales force to build a close relationship with customers can be said to do this more efficiently. Examples can be seen from fashion brands like YSL and Christian Dior which deliver their brand images using highly trained and skilled personnel creating strong connections in the minds of customers between brand image and products and form a foundation for brand loyalty. However the cost of sales people as well as training investment is a balancing factor while viral marketing on the other hand is able to take advantage of free internet sources by using tools like email or low cost advertising presences such as banner ads on websites. It is also interesting to note that below the line marketing can be viewed as pushing information to consumers whether it takes the form of communication from sales assistants or leaflets in magazines and so on. In doing so companies attempt to communicate with customers by explaining and giving detailed product or service information to them. In contrast viral marketing can be seen as an information pulling tool which seeks to spread awareness of the product through popularisation. However marketing emails need to provide greater value for readers such as through being more entertaining, engaging or compelling in order that viral marketing message be more effectively taken up by readers, (Reed, 2005). A common inducement often used by companies is to pay those readers who pass on the message to others or can prove products bought have been done so on their recommendations. This can be problematic though due to fraud or other criminal activities. Related to this is the problem of sec urity features emerging in the use of the Internet whereby viral mail is treated as virus mail or junk mail (or spam) and thus the marketing message may be blocked from reaching its intended audience through the workings of such things as email filters. Distribution Brownlie and Saren (1992) argue that the concept of marketing has assumed many of the features of an ideology of faith which dominates the decisions of many organisations. In other words they believe companies must not only take into account giving customers what they need but also focus on the integration of these demands into other core business functions. This entails then the balancing of the satisfaction of consumers with the performance of other company requirements. Therefore it is particularly important for companies which adopt below-the-line strategies to choose an effective distribution channel which satisfies customers demands efficiently as well as other business participants such as suppliers and retailers. Likewise it is important for suppliers to have a physical in-store presence while manufacturers must show more interest in the basics of selling and displaying in store. In this case a well trained and motivated sales team plays a critical role in improving a company s in-store performance. However the costs associated with physical stores are high as well as the cost of training employees. The usage of internet based viral marketing models are able then arguably to better integrate resources at lower cost and concomitantly allows the building of stronger trading relationship between each partner within the business network. For example viral companies conduct strategies such as allowing each customer who makes a purchase to also act as a wholesaler for the company and in doing so encourage them to use their own network of contacts to sell more products for the company and at the same time profit from their selling. Therefore it is obvious that successful viral marketing companies are those which can successfully exploit customers networks and exploit word of mouth to spread rapidly rather than make use of expensive advertising campaigns or below-the-line promotions. Smith and Taylor (2004) though point out that the place of purchase also communicates within a marketing mix which means an item purchased in Selfridges has a differently perceived value to an item purchased online. In this sense strategic branding seems particularly important for companies who rely on in-store marketing. Adding value to physical places could be used as part of a branding strategy in maintaining competitive advantage over low cost viral marketing stores. Forever Living Reports indicate that viral marketing techniques are growing in popularity in their use among corporations in the US ranging from small businesses to multinational companies, (Bulkeley, 2002). Forever Living Product co. can be viewed as a successful example of the usage of viral marketing strategies which have contributed to its now multinational business network. According to Wilson (2000) successful viral marketing strategies refers to those which are able to take advantage of rapid multiplication in delivering the product or service message to as wide an audience as possible. In other words viral marketing is closely linked with the term and process of word-of-mouth marketing. In particular these methods have sought to take advantage of the rapid increase in internet usage and as a result web-based forms have become the most important resource for viral marketing techniques. For example Forever Living Product has promoted itself as an international firm which seeks to exploit natu ral sources in producing products contributing to peoples health. The company delivers its product information through the use of a website and seeks to recruit existing customers as wholesalers for its products as well as utilising them to deliver the marketing message. These inducements psychologically are an effective means of retaining existing customers and attracting new ones. Linked to this meeting peoples emerging demand for a better quality of life in terms of high health levels is a key factor for the success of Forever Living products. As such along with financial inducements the provision of information supporting the marketing message is a key ingredient for the companys marketing strategy. For this reason the Forever Living website is designed to provide customers with clear information about its products and services as well as information on how customers can join its business model. According to Solomon, Bamossy and Askegaard (2002) people spend a considerable amount of time in searching for information before they decide to purchase high price goods or luxury products. A web-based marketing model enables consumers who are interested in the products and services go to visit websites and acquire information in a convenient and flexible manner. However these advantages are countered by the tendency for viral marketing websites to provide too much information. Reed (2005) argues that efficiency in communicating a marketing message might decrease because of excessive information. Principles of web design then become important considerations to both enhance accessibility and decrease the dangers of information overload. Marketing mix In modern marketing literature the concept of marketing is often expressed as the achievement of corporate goals through meeting and exceeding customer needs better than competitors are able to, (Jobber, 2001). Viral marketing can describe any strategy that encourages customers to pass on a marketing message to others which creates opportunities for potential corporate growth, (Wilson, 2000). Viral marketing consequently as a form of marketing strategy is predicated and based on successfully understanding consumers in terms of what will satisfy them in product and service provision. However as has been mentioned consumer behaviour is both a complex and a dynamic process and therefore understanding this behaviour requires considerable amounts of information. The Internet is widely used as an effective tool in capturing a huge amount of digital data related to consumer behaviour and viral based marketing forms are in a good position to successfully make use of this data and also contri bute means of gathering it. However such information is largely generalised and unspecific given the amount of traffic which the Internet sees in terms of purchasing decisions. Thus Jackson (2000) contends that viral marketing works best only when the key consumer interaction has relatively broad appeal to the target market. Forever Living Product successfully entices people arguably through the opportunity to start their own business and offering the possibility of higher income levels. It is a message therefore with near universal appeal for people. It is also a message which allows for personal emotional investment to be made in products, in that customers will be positive about a product as their interest in selling it is related to their own financial gain. However a key factor for continued success is maintaining the quality of the products as studies indicate that negative word-of-mouth images spread twice as fast as positive images, (Haywood, 1991). In the case of Forever Livings aloe range of products the high quality is based on its International Aloe Science Council Seal of Approval for consistency and purity. Such external confirmations of quali ty add to and enhance the companys internal messages dealing with the quality of its products. Additionally the clear return and guarantee policies offered by Forever Living also contribute to its success since recourse is given to customers should products or the process of purchasing products not meet their expectations. These are considered to be the most important factors affecting customer behaviour in buying online as they enhance significantly customer trust in the product and organisation, (Reedy Schullo, 2004). Managers with communications responsibility must try to deal with complaints as well relate satisfaction dynamically considering the ease of spreading and access to information online. Haywood (1991) believes that people- talking is the best form to communicate but Blythe (2000) argues that the website of a company is principal initial source for the content of such communication. Therefore Forever Living Products website is designed to provide full information about the products as well as the business plan for those who want to get involved. In doing so the firm avoids considerable expense on physical stores and layout, personnel and the possibility of inefficient explanation and communication by sales person dealing with products. Providing contact points for additional customer questions also enhances the effectiveness for this model. Yet a weakness is that if initially the website is not successful in attracting customers it is unlikely they will return. In this sense the persuasive capabilities of below-the-line models with their human elements is missed. Forever Living is a multinational company which runs business in over 105 countries as the words largest grower, manufacturer and distributor of aloe vera, (Forever Living Product, 2005). It is fair to say that during the internationalisation process the Internet has been vital in spreading the business rapidly and easily compared to the opening of physical stores. It has also allowed the offering of an interactive tool tailored for communicating with global consumers in their respective national contexts. Traditionally communication media follow a passive one-to-many model where a firm reaches many current and potential customers through marketing efforts however feedback from customers in such models is limited, (Hoffman Novak, 1996). Forever Living operates a model of distributed computing that facilitates an interactive many-to-many communication tool and model. For example the website is designed to help customers build a solid stable business through professional training meet ings and regular recognition of their efforts. The running of the business online minimises the physical investment necessary and need for large product inventories but requires a motivated and efficient distribution channel. A significant advantage of this model is that full inventory and product control is integrated into supply and distribution as all of these elements from production to sale are realised within the website. This allows for large cost savings and creates a feeling of security for customers and wholesale sellers in the operations of the company. As discussed in the preceding section companies using below and above the line marketing tools view human resource as an important factor in the completion of these forms of marketing strategies successfully. In a positive sense they are able to exploit a skilled workforce in achieving promotional goals but negatively failure might arise from unenthusiastic sales personnel or negative sales manner in the conduct of the promotion. By using a website instead of a sales person along with already satisfied customers Forever Living minimises the risks of negative information provision and capitalises on cheap and effective positive information provision, (Wilson, 2000; Diorio, 2001). In addition to online ordering Forever Living also makes use of more traditional phone call services for those who are not able to access internet increasing its coverage. The online model also allows Forever Living circumvent the considerable entry barriers to participating in the health care market. These b arriers include large investment in physical assets as well as the brand loyalty for other manufacturers or certain retailers concretely established as a result of other marketing strategies. The creative use of the website as both a marketing tool and an intangible shopping space creates competitive advantages for the firm. Although the price of Forever Living products means they are not cheap due to general features of luxury health care goods and compared to pricings and costs associated with other luxury health care products Forever Living is able to compete on very effective grounds with other retailers. Viral branding strategy Over the last few years companies have increasingly moved to incorporate the World Wide Web into their overall marketing strategies. Viral marketing strategy in itself has changed the way to do the business and communicate online by taking advantage of the specific contextual advantages offered by the Internet. However along with internet based marketing the emerging challenge for viral marketing companies is to build up strong brand name in order to compete with below-the-line firms as well as other web-based and offline companies, (Jobber, 2001). The first associations that enter into customers consciousness in relation to a brand name are always those associated with products or product categories, (Franzen and Bouwman, 2001). Thus with Forever Living Product they have sought to link the brand name with superior ranges of aloe vera based products. The corporate research centre creates a professional image of the company matching with images of traditional high-tech pharmaceutical industries but meshes this with an appeal to naturalism and back to nature images associated with its products. The key message then contains both security over the high qualities maintained in the products manufacture but also the manner in which it is a natural product taking advantage of green sentiments among customers. Diorio (2001) argues that one of the obstacles to viral marketing is the difficulty in identifying triggers that can motivate customers to pass along the business message. Beaven and Scotti (1990) claim that consumers develop internal scripts related to their service transactions which they recall for future purchases of that service. Hence a satisfied personalised experience is a key driver in the repeat purchase of products. The tool used by Forever Living Product in this respect is the motivation from self-owned businesses joining satisfied product use with opportunities for personal financial reward. However its branding strategy also contributes to the success of its differentiation from other companies competing in the same market. Web-based branding strategy is able to reach a large amount of customers but the difficulty remains in establishing trust which is the main basis for long term customer relationships using this model. Also there are ethical issues related to viral ma rketing such as those arising from security of investment and personal privacy in providing information online especially financial information. Trust then for Forever Living is not only related to product quality and satisfaction but about providing a completely secure package for customers upon which trusting relationships can be built. Benefits of a website as an integrated marketing tool From an analysis of Forever Living which prefers the use of a website as the core technique and means of achieving marketing goals it is fair to say that the effective design of web sites contributes to whether it will be a success or not to a large extent. First of all the website is able to provide full information

Langston Hughes Biography :: essays research papers

Langston Hughes was born at the turn of the century. Hughes spent a rootless childhood moving from place to place with his mother who was separated from his father. During one year in high school, Hughes spent time with his father in Mexico, a light-skinned man who found an escape from racism in ranching. It was in that very high school that Hughes wrote his first poem after being elected â€Å"class poet† by his fellow classmates. His father was James Nathaniel Hughes, a man who studied law but was unable to take the examination for the bar because he was black. His mother was Carrie Hughes, a woman who studied at the University of Kansas, in an ongoing struggle to earn a living outside of domestic labor. With aid from his father, Hughes attended Columbia University, but soon became disgusted with university life and immersed himself in his first love—the poetry, jazz and blues of Harlem. Hughes supported himself in odd jobs like being a nightclub doorman while he traveled to places like West Africa, Italy, and Paris. During this time, Hughes wrote poems that earned him a scholarship to Lincoln University in Pennsylvania. His first published poem was also one of his most famous, "The Negro Speaks of Rivers", which was published in The Brownie’s Book. Some of the poems by Hughes provide political protests or social criticism, while others depict poverty, prejudice, and hopelessness in the life of an African American in Harlem. Later, his poems, short plays, essays, and short stories appeared in the NAACP publication Crisis Magazine; they were also showcased in Opportunity Magazine as well as other publications. One of Hughes' finest essays appeared in print in 1926, entitled "The Negro Artist and the Racial Mountain.† His grandmother, Mary Sampson Patterson Leary Langston, was very prominent in the African American community of Lawrence, Kansas.

The Relative Impact of Recruitment/Selection, Training, and Development for Organizational Effectiveness

This paper discusses the relative impact of recruitment/selection, training, and development for organizational effectiveness. First, recruitment and selection is discussed. Job analysis is very important in the selection process because it provides a realistic job preview and it identifies relevant traits and abilities needed for the job. Furthermore, predictive validity of several selection methods are discussed from which work samples, GMA, tests, and structured interviews are appeared to be the best predictors of future job performance. Second, the impact of training on organizational effectiveness is discussed.Training design issues are discussed, and it is argued that training can increase organizational effectiveness although the effects of training are hard to assess. In addition, training is linked to recruitment and selection in which it is argued that the two HR practices are interdependent. Third, the concept development is discussed in which a distinction has been made b etween team and organizational development. The success of development is highly dependent upon employees’ support. Moreover, the concept strategic human resource management is introduced.This concept entails linking HR practices to the strategic management processes and emphasizing coordination or congruence among different HR practices in order to increase the effectiveness of HR policies. Finally, three different theoretical perspectives on SHRM are discussed; the contingency, the configurational, and the universalistic approach. Introduction Competition, globalization, and continuous change in markets and technology have caused a transformation in the role of human resources (HR) from a traditional administrative to a more strategic role (Beer, 1997).Human resource management (HRM) has become a part of the firm’s strategy and has to be minimized as a cost and maximized as value-adding component (Rogers & Wright, 1998). However, the added value of HRM has been subje ct of debate. Although latest empirical research showed that HRM has an positive effect on performance, the relationships are often weak and the results remain ambiguous (Paauwe & Boselie, 2008). So, there seem to be some indistinctness on what impact human resource practices actually have on organizational performance and effectiveness.This paper will go into this  issue and discuss the relative impact of recruitment and selection, training, and development for organizational effectiveness. First, the concerning concepts will be defined and discussed. Furthermore, the impact of the three separate HR practice on organizational effectiveness will be discussed. Finally an attempt will be made to integrate these HR practices and their effect on organizational effectiveness. Organizational effectiveness In order to discuss the impact of the three HR practices, the concept organizational effectiveness needs to be defined which is a very broad, vague concept and therefore hard to define .Effectiveness refers to the output while taking into account the preset objectives, it is clearly a goal oriented measure (Rogers & Wright, 1998). This definition of effectiveness remains very broad since there are multiple ways to assess or measure outcomes. In this paper the typology of Dyer and Reeves (1995) will be used, who distinguish between four measures of organization outcomes; human resource outcomes (turnover, absenteeism, job satisfaction), organizational outcomes (productivity, quality, service), financial accounting outcomes (return on assets, profits), and capital market outcomes (stock price, growth, returns).Logically, they argue that HR strategies were most likely to have an impact on HR outcomes, followed by organizational outcomes whereas the other two outcomes are more indirectly related. Recruitment and Selection Job analysis and recruitment The first HR practice that will be discussed is recruitment and selection, which is quite essential for organizations s ince it all starts with recruiting and selecting the right employees. An appropriate selection system starts with a job analysis in which the duties a job requires and what skills are needed to perform these duties is being analyzed (Fisher, Schoenfeldt & Shaw, 2003, chapter 4).Job analysis can provide a realistic job preview about what the job will be and therefore reduces early employee dissatisfaction and turnover (Fisher et al. , 2003). Job analysis is also important for the assessment of job performance in for example 360 degree feedback since a job analysis can set performance criteria. In this feedback subjective measures are used which are vulnerable to measurement rating errors like halo-effects (Viswesvaran, Schmidt & Ones, 2005).Nevertheless, subjective measures might be very useful to assess organizational effectiveness, especially in relation to HR practices since subjective measures are mainly used to assess HR or organizational outcomes which are more directly related to HR practices (Dyer & Reeves, 1995). Objective measures involve actual percentage figures for sales growth or profitability which measure financial and capital market outcomes and these are more distal and indirectly related outcomes (Dyer & Reeves, 1995).Once applicants with realistic job expectations are recruited the actual selection process starts. Selection is the process of choosing from a group of applicants the individual best suited for a particular position and organization (Mony, Noe & Premeaux, 2002, p. 175). The recruitment process is very important for this because recruiting the right employees with realistic job expectations has a significant impact on the quality of the selection decision (Mony et al. 2002, chapter 7).Making right hiring decisions is one of the best ways to improve productivity. Therefore, majority of managers recognize employee selection as one of their most difficult and most important business decisions (Mony et al. , 2002). The selection proc ess starts with choosing the right selection instrument. Job analysis is also highly relevant for this since job analysis can identify relevant and specific traits and abilities needed for the job which saves time by not measuring irrelevant traits or abilities (Voskuijl, 2005).The goal of the selection process is to select those applicants who are likely to perform the best on the future job. Therefore, the selection methods used in the selection process need to be valid, especially high predictive validity and/or incremental validity are relevant. Predictive validity refers to observing employee performance over a period of time to determine whether the selection method has differentiate the successful and less successful employees (Mony et al. , 2002).Incremental validity refers to whether the instrument can explain anything additional beyond other instruments. Selection methods Schmidt and Hunter (1998) performed a meta-analysis of 85 years of research in personnel selection pre senting the validity of 19 different selection procedures for predicting job and training performance. They also assessed the incremental validity of selection procedures beyond the predictive validity of general mental ability in order to assess which combinations of methods show the highest validity for job performance.Their results revealed that work sample tests (0,54), GMA tests (0,51), and structured interviews (0,51) show the highest predictive validity for job performance. Schmidt and Hunter (1998) state that GMA can considered to be the primary personnel measure for hiring decisions. More recent findings of Schmidt and Hunter (2004) confirmed this and state that GMA is of critical importance. Salgado et al. (2003) found similar results and argue that there is validity generalization and large operational validities in different occupational groups for predicting job performance and training success with GMA measures.Salgado et al. (2003) found job complexity to be a moderat or; the more complex the job is, the more GMA matters. Regarding the incremental validity above GMA tests, Schmidt and Hunter (1998) conclude that the best combination of selection methods would be the GMA test plus a work sample test (0,63), or plus integrity test (0,65), or plus a structured interview (0,63). Unstructured interviews show a lower predictive validity as well as lower incremental validity above GMA tests compared to structured interviews.According to a meta-analysis of Huffcutt, Conway, Roth and Stone (2001) the most frequently rated construct in interviews in general are basic personality and applied social skills. They also distinguish between unstructured interview and structured interview and found that structured interviews focus more on constructs that have a stronger relationship with job performance like job knowledge and skills, whereas unstructured interviews focus more on general intelligence and education (Huffcutt et al., 2001).So, it seems that unstruct ured interviews mainly measure general mental ability; intelligent people tend to do better on unstructured interviews. Nevertheless, many organizations in the United States rely solely on unstructured interviews (Schmidt & Hunter, 1998) since they have a high face validity; they are transparent and people feel like they have some influence over the results. Although the results of Schmidt and Hunter (1998) show that there are more valid methods available.Since people, as  well as the applicant as the recruiting organization, seem to have a preference for unstructured interviews, they should be used at the end of a selection process where their potential harm is minimalized since only suitable candidates are left. Another selection method which employers often use and believe to be a useful predictor whereas academics believe that they have little predictive validity, is grade point average (Roth, BeVier, Schippmann & Switzer, 1996). The meta-analysis of Roth et al. (1996) however , shows that GPA could be a more valid predictor of job performance than many academics thought.Taking a look at personality inventories as selection tools, Dudley, Orvis, Lebiecki and Cortina (2006) conclude that they are becoming increasingly popular and most researchers agree personality is important for predicting job performance. The five-factor model is the most used method to assess personality, the most important factor for predicting job performance is conscientiousness (Dudley et al, 2006). Schmidt and Hunter (1998) found a predictive validity of 0,31 for conscientiousness tests.Conscientiousness is also a construct that is often measured in interviews, as Huffcutt et al.  (2001) have found that conscientiousness is the single most rated construct in structured interviews and is a good predictor of job performance. Schmidt and Rader (1999) argue that different approaches of structured interviews all measure facets of conscientiousness and GMA which have a known generaliz able validity. There is some dissent whether facets of a broad trait like conscientiousness are also relevant to consider in the prediction of job performance. Research shows that narrow traits or facets show incremental validity above and beyond global conscientiousness (Dudley et al., 2006).Moreover, Schmidt and Rader (1999), and Huffcutt et al. (2001) argue that facets of conscientiousness like responsibility, dependability, initiative, and achievement orientation are important in predicting job performance. So, recruitment and selection have quite some impact on organizational effectiveness provided that the selection system first recruits the right employees and then, in turn the right and relevant selection methods are used to select the best suited applicants for the position.Job analysis is important in this process because it both enables providing a realistic job preview as it identifies the traits and abilities needed for the job, selection methods can be chosen based on that. The selection methods with the highest predictive validity are work samples, GMA tests, and structured interviews in which conscientiousness is a frequently rated construct. However, the predictive validity of these selection methods refers to job performance of that particular job on individual level rather than organizational performance or effectiveness.Nevertheless, choosing the right selection methods and selecting the best employees will probably also increase organizational effectiveness. Training Training design Training and employee development can be defined as ‘a systematic approach to learning and development to improve individual, teams, and organizational effectiveness’ (Kraiger & Ford, 2007, p. 281). Thus, the goal of training is to improve organizational defectiveness. The effectiveness of training programs is often hard to assess, especially at the organizational level where many other factors might interfere and influence the outcomes.Therefore, the training should be designed in such a way to make evaluating effectiveness possible. First, training criteria should be set, without these you cannot determine if the goals were met. Training criteria are classified into two levels: training level and performance level, the latter is most important for assessing the impact of training on organizational effectiveness because performance-level criteria are concerned with the person’s performance on the job rather than in the training setting (Spector, 2006, p. 181).Spector (2006, chapter 7) however, states that one should include criteria at both levels to thoroughly evaluate effectiveness, although some studies show that training is effective at the training level but not at the performance level. In order to assess the criteria a proper design should be chosen. The two most popular designs are: pretest-posttest and control group (Spector, 2006). Pretest-posttest design is intended to evaluate how much participants gained from the training by testing the performance criteria before, and after the training (Spector, 2006).In the control group design, participants are tested only once after the training and are compared with equivalent employees who have not been trained (Spector, 2006). In practice however, the most used design is the post-test with only self-report measures, which is obviously not sufficient for evaluating effectiveness because there is not comparison possible. Besides, self-report measure might not be a valid predictor of performance, as Dysvik and Martinsen (2008) show in their study that student’s subjective reactions to teaching and their consequent performance were not correlated.On the other hand, assessing training effectiveness at organizational-level is also very hard when the control group or pretest-posttest design are used. For the control group design is it hardly impossible to find an equivalent organization in order to make comparison possible. When using the pr etest-posttest design another problem might occur; other factors might emerge during the training process causing increased organizational effectiveness. In an ideal situation the trained entity should be isolated in order to exclude spurious effects, obviously this is hardly impossible too.Furthermore, Spector (2006) points out some factors that should be taken into consideration when designing a training program in order to maximize the transfer of training. Ignoring these factors might result in an training program that does not affect behavior on the job (Spector, 2006). These factors are for example; feedback, training should be as identical to real job situations as possible, and overlearning which refers to giving the trainee practice beyond what is necessary to reach the criteria (Spector, 2006). Effectiveness of training programsAccording to the previous paragraph training can have quite a big impact on organizational effectiveness, provided that the right criteria, design, and design factors are formulated. There are however, different views on the effectiveness of training programs. On the one hand there is the ‘best practice’ view that states that firms that investigate in training and development efforts outperform those who do not. On the other hand, Wright and Geroy (2001) state that ‘the belief that training leads to improved employee and firm performance is myth that equates training with goodness’ (p.586).Campbell and Kuncel (2001) support the best practice view by stating that ‘training is a critical component of effective human resource management’ and that its importance for both individuals as organizations can probably not be overstated. A point of critique to the best practice view is the issue of reverse causality, since already successful organizations tend to invest more in training and development (Tharenou, Saks & Moore, 2007).Moreover, there are studies that argue that the effectiveness of tr aining is dependent on several individual, contextual, and situational factors that might mediate or moderate the relationship between training and organizational effectiveness. Colquitt, LePine, and Noe (2000) attempt to develop an integrative theory of training motivation using a meta-analytical approach. They summarized literature on training motivation including its antecedents, situational and personality variables, and its relationship with training outcomes like declarative knowledge, skill acquisition, and transfer.They argue that more proximal variables, like motivation to learn and transfer of training, mediate between the more distal variables (in this case individual and situational characteristics) and job performance (Colquitt et al. , 2000). Findings of this study indicate that individual characteristics like locus of control, conscientiousness, anxiety, cognitive ability, job involvement, and self-efficacy are significant predictors of training motivation.Also the si tuational factor climate, which refers to trainee’s perceptions about characteristics of the work environment that influence the use of training content on the job, was a significant predictor of training motivation (Colquitt et al. , 2000). Blume. Ford, Baldwin and Huang (2010) performed a similar meta-analysis in exploring the impact of predictive factors on the transfer to training, though they examined these effects in different tasks and contexts.They found that predictor variables like motivation and work environment had stronger relationships to transfer when the focus of training was on open as opposed to closed skills (specific skills) (Blume et al. , 2010). Furthermore, their results confirmed the meta-analysis of Colquitt et al. (2000) by finding positive relationships between training transfer and cognitive ability, conscientiousness, motivation, and a supportive work environment (e. g. climate). Especially cognitive ability is a valid predictor of training succes s (Schmidt & Hunter, 1998; Salgado et al., 2003; Colquitt et al. , 2000).The main difference between these two meta-analysis is that Colquitt et al. (2000) focus on the difference between distal and proximal variables in which training motivation is a more proximal variable, and therefore indicated as a mediating variable. Whereas Blume et al. (2010) do not distinguish between distal and proximal variables, and consider individual characteristics and training motivation to be both predictors of transfer of training. What these two meta-analyses do not show it the eventual impact of training on organizational outcomes.Tharenou, Sasks and Moore (2007) examined this in a meta-analysis from 67 studies. They distinguish between human resource (employee attitude, behavior, and human capital), organizational performance (performance and productivity) and financial outcomes (profit and financial indicators). The results of their review suggest that training is positively related to HR outco mes and organizational performance outcomes, though the effect is small caused by other variables that influence employees attitudes (Tharenou et al. , 2007). In addition, training was only very weak related to financial outcomes (Tharenou et al., 2007).This partly confirms the previous mentioned research of Dyer and Reeves (1995) since Tharanou et al. (2007) suggest that the outcomes more proximally related to training show the strongest correlations. Training and Recruitment & Selection So, one can conclude that training has quite some impact on organizational effectiveness although but this effectiveness is dependent on several variables. Tharenou et al. (2007) for example suggest that the relationship between training and firm performance is mediated by employee attitudes and human capital.Employee attitude is something that can be influenced at the workplace, by for instance creating a supporting work environment, whereas human capital is much harder to directly influence. Huma n capital refers to workforce knowledge, skills, and abilities (KSAs). Some of these KSAs however, can be indirectly influenced by adapting the recruitment and selection process to select employees with characteristics that predict training success. Conscientiousness and general mental ability are the most mentioned individual characteristics that have shown to be good predictors of training success (Salgado et al., 2003; Blume et al. , 2010; Schmidt & Hunter, 1998; Colquitt et al. , 2000).Schmidt and Hunter (1998) argue that when employers are using GMA test to select employees, that employee will have a high level of performance as well as he or she will learn the most from job training programs and will acquire job knowledge faster from experience. This also works the other way around, Connerley (1997) suggests that one of the strategies to attract better employees is to improve the quality of recruiters by training them.This, and the earlier mentioned issue of adapting recruitme nt to select employees that are more likely to benefit from training, shows the interdependency between recruitment and selection, and training in relation to organizational effectiveness. Development The last HR practice discussed in this paper is development which is highly connected to training. Employee development has already been discussed in the previous section about training, therefore this section will mainly focus on team and organizational development.Team developmentThe changing nature of work has led to an increasing shift towards the use of teams which has implications for how teams should be designed to enhance both individual and team performance (DeShon, Kozlowski, Schmidt, Milnerz & Weichmann, 2004). Kozlowski and Ilgen (2006) define team development as ‘an informal process by which group members attempt to create effective social structures and work processes on their own’ (p. 105). They conceptualize team effectiveness as performance evaluated by ot hers, member satisfaction and viability (Kozlowky & Ilgen, 2006).Furthermore, several factors that enhance team effectiveness are pointed out; unit and team climate, team mental models and transactive memory, collective learning, team cohesion, team efficacy and potency, and team regulation skills (competencies, functions, and dynamic adaption) (Kozlowky & Ilgen, 2006). Adair, Hideg and Spence (2013) support the view that team climate, cohesion, and collective learning are important by pointing out the importance of developing shared values in teams. Furthermore, DeShon et al. (2004) examined the role of feedback towards individual and team goals and how this affects resource allocation decisions.They found that teams receiving individual and team feedback were most committed to the team goal (DeShon et al. , 2004). So, these studies mainly point out the importance of team development for team effectiveness. Castka, Sharp and Bamber (2003) go even further by stating that the use of teams is an important means in organizational change and continuous improvement (innovation activities) and that the organizational ability to mobilize their employees in teams for problem solution matters not only to managers, but also to investors (p.29).Investors attach great importance to use of teams and might base their decision to invest based on this (Castka et al. , 2003). Castka et al. (2003) introduce two arguments why organizations can gain from teamwork development. First, organizational teams can improve organizational performance through involvement, learning, and increased communication. Second, as pointed out before, organizations that develop their teamwork and improve their performance due to this increases its value for investors (Castka et al. , 2003).Thus, according to these authors, team development might also have effects on the organizational level and might even affect financial outcomes by referring to investors. Organizational development Weick and Quin ( 1999) argue that ‘from the perspective of organizational development, change is a set of behavioral science-based theories, values, strategies, and techniques aimed at the planned change of the organizational work setting for the purpose of enhancing individual development and improving organizational performance, through the alteration of organizational members. on-the-job behaviors’ (p. 363).So, according to them organizational change and development can enhance individual development as well as improving organizational performance by altering organizational members on the job behaviors. As argued before, these behaviors might be enhanced by training or by recruiting and selecting the employees that are most likely to behave in a way that enhances organizational development and performance. Other ways to alter employees’ on-the-job-behavior is using interventions like job rotation, job enrichment, and teambuilding which lead to better organizational outcomes (B uchanan & Huczynski, 2010) and it motivates employees.Piderit (2000) argues that successful organizational change is highly dependent on generating support and enthusiasm from employees for the purposed change. Grant (2011) proposes that end users can imspire and motivate employees by deliviring convincing testimonials of their experiences with the organization, whereas when leaders are the sole source of inspiring messages, they are considered as being uncredible. Organizational development is thus aimed at improving organizational performance, the effectiveness of this aim is to a large extent dependent on employees’ acceptance and support for the development.However, there is some critique on organizational development that it mainly focus on soft attitudes and values, rather than on the hard operational and financial results (Buchanan & Hyczynski, 2010). In addition, the difficulties in assessing and measuring the effectiveness that applied to training programs might also aply to organizatioanl development. Strategic Human Resource Management Although there are some conditional factors that need to be taken into account, the three HR practices discussed in this paper can have quite some impact on organizational effectiveness.The problem often is that it is very hard to assess the sheer effectiveness of these practices on organizational effectiveness. Nevertheless one can conclude that the HR practices mainly have their effect on proximal human resource and organizational outcomes like turnover, job satisfaction, and productivity which in their turn might have effects on financial outcomes. This is seen from a micro or tradition HRM perspective, which covers the sub functions of HR policy and practice.The growing importance of HR for organizational success however, has led to an increasing interest in making HRM a more integral, strategy-driven activity in organizations (Perry, 1993, p. 59). This is called strategic human resource management which ca n be defined as ‘an interdependent bundle of planned or emergent human resource activities that are intended to achieve positive organizational outcomes’ (Maler & Fisher, 2013, p. 23 ). These interdependent bundles of HR practices should be aligned in such a way to complement and strengthen each other (Gruman & Saks, 2011).This is a macro-orientated view of HRM, it differs from traditional HRM on two dimensions, as argued by Wright and McMahan (1992). The first is the vertical dimension which entails the linking of HR practices to the strategic management process of the organization. The second dimension is horizontal, which emphasis the coordination or congruence among the different practices (Wright & McMahan, 1992). An example of this, is the congruence of selection and training as earlier discussed in this paper.So,  an internal fit between the HR practices of an organization can lead to a higher added value than when the HR practices are considered as separate. T heoretical perspectives Behavioral perspective focuses on employee behavior as a mediator between HR practices and firm performances (Wright & MCMahan, 1992). So, this perspective can explain that although some HR practices might not have a direct impact on organizational effectiveness, they do enhance employees’ behavior (e. i. motivation and commitment) which on its turn affects firm performance.The bahavioral perspective has its roots in contingency theory. Contingency theory entails that an organization’s HR practices must be consistent with other aspects of the organization in order to be effective (Delery & Doty, 1996). Two other theories that are distinguished, are the configurational and universalistic theory. Configurational theories are concerned with how the pattern of multiple independent variables is related to a dependent variable rather than with how individual independent variables are related to the dependent variable (Delery & Doty, 1996, p.804).The S HRM perspective is a form of configurational theory because it is an integrative perspective which argues that patterns of HR activities, as opposed to single activities, are necessary to achieve organizational outcomes (Gruman & Saks, 2011). SHRM is also a form of the contingency perspective, because the vertical dimension of Wright and McMahan (1992) entails the linking of HR practices to the strategic management process of the organization.On the other hand, there is the universalistic approach, which is the earlier mentioned best-practice view which states that some single HR activites are always the best choice to achieve organizational outcomes. The earlier mentioned meta-analysis of Thanerou et al. (2007) found support for both the contingency and universalistic perspective. On the one hand, they found that training appeared to be stronger related to outcomes when it was matched with organizational capital intensity and business strategy (contingency), whereas on the other ha nd, they found training to be related independently to organizational outcomes (Tharenou et al., 2007).Also other studies discussed in this essay show support for both perspectives, GMA for example is found by Schmidt and Rader (1999) to be a generalizable factor , since it is always a good predictor of job performance and training succes. Salgado et al. (2003) however, found job complexity to be a moderator. Finally, Delery and Doty (1996) assessed the theoretical foundation of the SHRM literature, and concluded that each of the three perspectives can be used to structure theoretical arguments in order to explain significant levels of variation in financial performance.