I Want My Mp3 Essays - Metallica, File Sharing Networks,

I Want My Mp3 I Want My MP3 Music is something that can be listened to almost anywhere due to modern technology. When it comes to listening to music while sitting at a computer, controversy arises. People today want to just be able to click the mouse a few times and be able to listen to thousands of different songs. A web site known as Napster is in the middle of a lawsuit with the Recording Industry Association of America, RIAA for short, over their software. This software lets subscribers download all the MP3's they want and do whatever they want with them. The controversy arises when these files are then ?illegally? transferred across the Internet. Many different terms are used to describe what is involved in this lawsuit. ?MP3, standing for MPEG-1, Layer 3, is a code for compressing the size of audio files for digital distribution?(www.oreilly.com.) This is usually done by using a computer program that takes songs off of Compact Disks by a method called ?ripping? and then converting them into what are known as MP3's. These files can then be easily sent to other people being that one of these files is on average about one megabyte per minute of song. And this ability is what is the cause of all the hullabaloo is about. Like personal computers the Internet, MP3's, and Napster have not been around for very long. According to Napster.com Shawn Fanning developed the original Napster application and service in January 1999 while a freshman at Northeastern University. He then founded the company in May of that year. Later in 1999 RIAA started a lawsuit against Napster stating the company is violating federal and state copyright laws. Since then both sides have been in court numerous times arguing over who is right, and whether or not to shut down Napster. There are basically two different viewpoints to this conflict: the first being Napster defending of themselves. According to the policies listed on their web page they say, ?Napster enables musicians and music fans to locate bands and music available in the MP3 format? Napster respects copyright law and expects our users to do the same? (www.napster.com.) A complete list of company policies can be found on their web page, which covers every aspect of copyright infringement. It does later continue on to say, ?that some MP3 files may have been created or distributed without copyright owner authorization.? As with most companies providing a service, Napster does hold the right to terminate a users account at any time. And before being allowed to download the Napster software the user is required to agree with the End User License Agreement, or EULA. And to agree with this contract it takes no more than a single click. If it is so easy to find download songs, then it must not be illegal is a statement that might be heard from a prospective user. With that statement comes the viewpoint of the RIAA, ?RIAA, on behalf of its members, sued Napster because it launched a service that enables and facilitates piracy of music on an unprecedented scale?As for MP3 technology, RIAA and its members have no objection to the format itself. RIAA only has a problem with the illegal uses of the format to distribute copyrighted recordings without the permission of the artist or record company? (www.riaa.com). So the RIAA is saying that they are pleased that the consumer is buying musical Compact Disks. Then if that person wants to pull the songs off of their CD's and put them onto their computer then they can as long as the music stays on their computer only. After ripping the CD of their choice the buyer cannot then legally distribute the music to anyone whether it be parents or friends. Bibliography Napster.com Inc. ?Napster Copyright Policy? January 2000 http://www.napster.com O'Reilly & Associates, Inc. ?MP3: The Definitive Guide? January 2000 http://www.oreilly.com Recording Industry Association of America ?RIAA/News? January 2000 http://www.riaa.com Computers and Internet

Free Essays on Captain James Cook

James Cook (1728-1779) was an English sailing ship Captain, Navigator, and Pacific Ocean expedition leader. James Cook was born on 27 October 1728 in Marton, England. His father was a poor farm labourer who had worked his way up to Overseer. James began as a farm labourer and grocer's assistant. He soon found employment on the Baltic sea in a Collier (coal transport ship) at the age of 18. During the war with the French in 1755, James Cook enlisted as an Able Seaman on the Eagle. Within a month he was promoted, because of outstanding ability, to Master's Mate. Four years later he was promoted to Master. In command of his own ship, James Cook performed a crucial charting of the St. Lawrence River, which made possible the great amphibious assault upon Quebec City in 1759. In 1763 he was given command of the schooner Grenville to survey the eastern coasts of Canada over a four year period. These excellent charts were used up until the early part of the 20th century. James Cook was selected to lead a 1768 expedition to observe the transit of Venus, and to explore new lands in the Pacific Ocean. In his first Pacific voyage, James Cook rounded Cape Horn in the Endeavour and reached Tahiti on 3 June 1769. After recovering a necessary scientific instrument stolen by the natives, the transit of Venus was successfully observed. The Endeavour then spent six months charting New Zealand. James Cook next explored and claimed possession of eastern Australia. Returning to England, on 12 June 1771, via New Guinea, Java and the Cape of Good Hope, the crew suffered an appalling 43% fatality rate. James Cook thus became very concerned about crew health on subsequent voyages. He instituted compulsory dietary reforms that were copied by many other ship captains. The object of Captain Cook's second Pacific Ocean voyage was to confirm the existence of a theorized Great Southern Continent. His ship the Resolution, accompanied by the Adventure,... Free Essays on Captain James Cook Free Essays on Captain James Cook James Cook (1728-1779) was an English sailing ship Captain, Navigator, and Pacific Ocean expedition leader. James Cook was born on 27 October 1728 in Marton, England. His father was a poor farm labourer who had worked his way up to Overseer. James began as a farm labourer and grocer's assistant. He soon found employment on the Baltic sea in a Collier (coal transport ship) at the age of 18. During the war with the French in 1755, James Cook enlisted as an Able Seaman on the Eagle. Within a month he was promoted, because of outstanding ability, to Master's Mate. Four years later he was promoted to Master. In command of his own ship, James Cook performed a crucial charting of the St. Lawrence River, which made possible the great amphibious assault upon Quebec City in 1759. In 1763 he was given command of the schooner Grenville to survey the eastern coasts of Canada over a four year period. These excellent charts were used up until the early part of the 20th century. James Cook was selected to lead a 1768 expedition to observe the transit of Venus, and to explore new lands in the Pacific Ocean. In his first Pacific voyage, James Cook rounded Cape Horn in the Endeavour and reached Tahiti on 3 June 1769. After recovering a necessary scientific instrument stolen by the natives, the transit of Venus was successfully observed. The Endeavour then spent six months charting New Zealand. James Cook next explored and claimed possession of eastern Australia. Returning to England, on 12 June 1771, via New Guinea, Java and the Cape of Good Hope, the crew suffered an appalling 43% fatality rate. James Cook thus became very concerned about crew health on subsequent voyages. He instituted compulsory dietary reforms that were copied by many other ship captains. The object of Captain Cook's second Pacific Ocean voyage was to confirm the existence of a theorized Great Southern Continent. His ship the Resolution, accompanied by the Adventure,...

The Pluralism Project Essay Example | Topics and Well Written Essays - 1750 words

The Pluralism Project - Essay Example Therefore, from her article she summarizes that pluralism is like an engagement. It helps in bringing a common society from different diversity together. It is considered to be among the possible responses to the new diversity. Pluralism in our society is not welcomed fully, some look at it with extreme hostility while others feel threatened by it. Other people in our society are looking forward to the days when the differences seen in our society will fade away into the predominantly Christian culture landscape. These voices of the past are now being echoed in the current America’s religious and cultural discussions. The diversity has produced fault lines in America’s religions, and these lines of weakness indicate how American society is with huge cracks of separation. Ecks sees the pluralism alone is not the cause of Americas diversity hut it plays an active engagement role in diversity. It is more than just tolerating the religious differences in our society, what pluralism requires is knowledge for one to understand it and fully appreciate it. It is an act of individuals respecting what others believe in pertaining a given religion. It is also used to refer to different beliefs that are held by more religious views to be acceptable by the beliefs or appear equally valid. Religious pluralism is considered an expression that tries to accept any religion that is in existing or that relates to each in certain ways. It is more than just mere tolerance of other views that are being put forth by other religions (Chaves and Gorski, pg. 261). Pluralism in religion tends to admit the fact that the name put forth by the various religious views throughout the world is not regarded as the ultimate and exclusive source of truth. What this tries to portray is that some elements of truth do exist in religion as much as it exists in

Academic writing Essay Example | Topics and Well Written Essays - 1000 words

Academic writing - Essay Example Its crystal that shock to the head from sports like boxing, rugby, American football and ice hockey have caused long term brain injuries to the associated players. The latest game coming into the light about brain injuries sustained from head collisions is soccer. According to the Legendary Pele, Ball heading resulting from play is supposed to be done using the forehead with clenched fists. It can also be done using the tensed neck muscle and failure to that resulted in misdirected play and a greater impact on the brain. This is because a header caused one’s mind to shake in the skull. When it came to children they either failed to follow the necessary steps while heading or are not strong enough. Considering that they are still growing, their neck muscles even though tensed are not adequately strong to protect their skulls from absorption of the elevated G-force. Since their heads are big and wobble in proportion to the whole body than adults, the brain is likely to shake ins ide the skull on impact. In comparison to a 6-year-old non-developmentally ready to pass the ball, 12-year-old should not be allowed to head. Studies have also established that children take longer to heal mental children as compared to adults. They are also more susceptible to injuries because their skull is not well developed to sustain external forces (Cantu and Hayman, 2014). Since children aren’t able to decide and prepare how appropriately to head the ball, they are more susceptible to head injuries. Such injuries may be attributed to the inadequacy in strength to head, awareness in the best heading way or not well-coordinated to head. Furthermore, the neck muscles are not well developed to hold the head steadily and deal with the impact from heading. While watching a children’s game, it won’t take long notice that heading is useless. It’s always a result of guesswork and done randomly with closed eyes and the ball non-directional. The ball in most cases makes contact

Lab 5 Essay Example | Topics and Well Written Essays - 500 words

Lab 5 - Essay Example However, when the value of frequency was upped to 100, as in image 5, the amplitude of spectrum obtained was more distantly spaced when compared to those previous images with frequencies 5 and 50. Overall, the experiment proves differences/ changes in wavelength when frequencies are altered. In addition, the experiment Fourier offers better insight regarding waves. The images highlighted above are those of frequency wavelength cycles of 20.5, 60 and 100 that are found in the direction of X. Proportional to the frequency value/ strength applied the 2 dots found on the right portion of the images are variously spaced. This is seen the three images 7, 8 and 9 where images 8 and 9 which have superior frequencies exhibit greater spacing between the two dots that image 7 that has frequency 20.5. Image 9 has the greatest spacing therefore, as is clearly seen. This test demonstrates that waves are not found in the direction of Y but are situated along the X direction. The images shown have two spikes divided by the Fourier transform and the image and are exhibited as two different frequencies. As observed in image 10, there exist spikes frequencies which are low at 5.5. In image 11, spikes are of high frequency, at 30.5 with two waves above 0. The first of these waves above 0 is parallel to the low waves of frequency at 5.5 and the second one also parallel but to the waves of frequencies that are high at 30.5. Moreover, the spikes on the positive section resemble mirror images of those on the negative part as observed in the images 11, 13, 15. Image 13 and 12 additionally depict the same outcome as above when their values of N1 is 5.5 and that of N2 is 70.5. This implies simply that more brightness is obtained with increase in frequency. Contrarily, image 14 and image 15 with N1 being 20 and N2 at 22 do not result in frequencies that are good as the waves move and stop repeatedly (as observable in the images). To counteract this

Psychological Contracts And Boundaryless And Protean Careers Management Essay

Psychological Contracts And Boundaryless And Protean Careers Management Essay Introduction The way in which academics are treating careers has evolved greatly over the last 30 40 years. In a traditional career model a workers portfolio generally consisted of one, maximum two firms and progression within these was expected to be linear (Levinson, 1978; Super, 1957). Achievement was awarded internally within the organisation and was generally measured in upward promotion and salary payments. (Hall, 1996). The premise of the psychological contract between an organisation and its employee has often been used as a means of analysing changes in the employment relationship (Sturges 2005). The psychological contract has been defined as an individuals beliefs, shaped by the organization, regarding terms of an implicit agreement between the individual and the organization (Sturges 2005) One of the most frequent arguments is that the traditional ideology of job security in return for job effort, or an organizational career in return for loyalty and hard work, has been diminished due to changes in organisations structure such as downsizing, de-layering and outsourcing (Guest, 1998). Miles Snow (1996) also noted that the tall, multi-layer, functionally organized structures characteristic of many large companies have changed Academics and practitioners have noted the importance of re-evaluating the nature of career attitudes (Arthur Rousseau, 1996; Hall, 1976) in a hope to create better understanding and models to map its progression (Sullivan 1999) Relevant literature heralds two new paradigms for the use in examining careers. The Boundaryless career (Arthur Rousseau, 1996) and the protean career (Hall, 1976,2002). As a result of the changing environmental conditions it is theorised that employers can no longer offer lifetime employment (Sullivan, 1999). Therefore these models offer an alternative way to look at careers, careers that become self managed and self influenced and are not bound by any one organisation or indeed industry (Arthur Rousseau, 1996; Hall, 1976) In this work I will begin by looking at the changing nature of the psychological contract looking at employees perceived obligations towards them and how these effect the employer/employee relationship. I will then examine how the changing nature of this relationship has led to the rise of the new Boundaryless and Protean career. I then intend to look at the relationship between the two paradigms before continuing on to look at the limitation regarding current work in the field Discussion Early work on the nature of careers and psychological contracts began in the late 50s and was heavily influenced by the adult development work such as that by Donald Super (1957) and Daniel Levinson (1978). It is argued that the psychological contract between and employee and the employer which contains the perceived terms and conditions that are not noted in the written employment contract (Rousseau, 1989), has undergone major changes. As a result employers and employees are now looking at new forms of career relationships. Levinson (1978) saw the psychological contract as a series of mutual expectations of which the parties to the relationship may not themselves be dimly aware but which nonetheless govern their relationship to each other. Working by the traditional psychological contract, employees were seen to exchange loyalty and commitment for long term or lifetime employment from their employer. However under the newly theorised contract, employees exchange their good performan ce for marketable skills and personal development (Rousseau Wade-Benzoni, 1995). Part of the problem in analysing the changing nature of psychological contracts as identified by Guest (1998) is that by their very nature these contracts are perceptions, expectations, beliefs, promises and obligations A view supported by Rousseau, (1995) who described the psychological contract as a promise made and a consideration offered in exchange for it, binding the parties to some set of reciprocal obligation One problem as identified by Guest (1998) is that the terms expectations and beliefs hold different values to the term obligations. As Guest states failure to meet expectations is rather different than failing to meet obligations as expectations and beliefs are derived from social norms whereas obligations are perceived promises and entitlement. Sturges et al (2002) theorised that over time an employee feels that they are owed more from an organisation due to the time they have invested into staying with them and therefore the perceived employer obligations grow whilst t he employee perceives their obligations as diminishing. A further problem when looking at work relating to the psychological contract is that, as identified by Arthur and Rousseau (1996), who note that only three recent works have approached the subject of the changing in nature of the traditional organizational career boundaries. One of these limited few studies was conducted by Altman and Post (1996) who investigated 25 Fortune 500 executives to examine their perceptions on the altering work relationships. The findings showed that executives recognised the phasing out of the traditional style contract and recognized a new form of contract (Sullivan, 1999) which built on employability and employee responsibility, as opposed to security and a paternalistic style. Despite the enthusiasm by some for the new form of relationship some studies have shown that employees do still expect to receive some form of career support from their management (Sturges, Conway Makenzie., 2002). This theory is also supported in work by Robinson, Kraatz Rouss eau (1994), who suggested that the level of an employees commitment to an organisation, was a result of the employees perceptions of their obligations to organizations and the degree to which they are reciprocated rather than from attachment, loyalty, or satisfaction, as has been most frequently suggested (Robinson et al 1994). Sturges et al (2002) and Robinson et al (1994), also agree that perceived violations of employer obligations leads to a decrease in the importance an employee places on their obligations. A further problem to the psychological contract notion is that a contract breach is a very subjective matter (Robinson 1994, Rousseau and Wade-Benzoni 1995). Robinson (1994) identifies that it is not important if an actual breach took place but rather if an employee perceives a breach to have occurred. A widely mentioned term in literature relating to psychological contract is trust (Robinson et al,1994). Robinson notes that trust can have a great significance on how a person perceives the actions of his employer and states that breaches in trust relate to judgments of integrity and beliefs in benevolence-that in turn reduce employees contributions. However other than Robinsons limited survey there is little to no empirical evidence in relation to the trust relationships between employees and employer. Critics of the psychological contract model contest the usefulness of current literature claiming it adds little to the field (Guest 1998, Robinson et al 1994). Some literature states that the effects of psychological contract breach can be treated as unmet expectations (Guest 1998). Should this assumption be true physiological contract breach research merely mimics prior research relating to unmet expectations (Robinson et al 1994). However, those that support the psychological contract paradigm suggest that differing from unmet expectations a breach of this contract will lead to erosion of trust and the foundation of the relationship between the two parties (Robinson et al 1994) this view is also supported by Rousseau (1996) and Sturges et al (2002). Unfortunately research on psychological contract breach is still itself relatively new and again there is little empirical evidence. What evidence there is will be fairly modern and there is now way to analyse a change over a longer pe riod of time making it difficult to comment on past trends. As stated above the apparent change in psychological contacts has great significance in new career patterns and organizational commitment. Employees are now viewed as a less adaptable resource for organisations and more active investors of their personal human capital (Gratton Ghoshal, 2003 as in Fernandez et al 2008).They will also gain responsibility for some level of career management including the seizure of opportunities and advanced learning with the aim to improve their future marketability (Sturges et al 2002). The changing nature of the business environment, including the globalisation, de-layering and highly competitive markets (as mentioned in my introduction) led to the appearance of new models for the modern career and organisations; The Boundaryless career (Arthur Rousseau, 1996) the protean career (Hall, 1976, 2002) as well as the Boundaryless organisation. Handy (1989) theorises one such configuration in the three leaf clover. The first leaf (the most important for survival) is core staff consisting of managers, professionals and technical staff. These staff are expected to invest personally in the organisation and have high commitment levels. The second leaf is contractors consisting of specialist companies who can normally do jobs such as distribution much more quickly and efficiently than in house. The third leaf is made up of the contingent labour force such as part time workers and temporary staff who act as a buffer for the core workers. The benefit of looking to examine an o rganisation in this way is that it enables managers to get a broader picture of the business environment and to be more flexible (Mirvis Hall 1994). Workers can be re-arranged and re-assigned and would hit the floor running (Mirvis Hall 1994) Extrapolating from the Boundaryless organisation these new career models aim to reflect the changing nature of the organisational relationship and psychological contract. Whilst the traditional career was seen as a paternalistic culture of vertical linear progression within just one or two organizations and measured by promotions and pay rises(Levinson, 1978; Super, 1957); the Boundaryless and protean models highlight the need for the individual to actively manage their own career, learning and psychological success. Workers who have protean career attitudes have been described as being intent upon using their own values (versus organizational values for example) to guide their career (values-driven) and take an independent role in managing their vocational behaviour (self-directed) (Fernandez et al 2008). In contrast, a worker who did not hold protean career attitudes would be more likely to be influenced by external values and would be more likely to look for external guidance and direction in their career choices as instead of being more proactive and independent (Mirvis Hall 1994,Hall 2002, Fernandez et al 2008) . Whilst those that show signs of leading a protean valued career style might show signs of greater openness to the idea of mobility and continuous learning, some theorists suggest that mobility and learning may be correlates of a protean career, but not necessary components of it (Fernandez et al 2008). It has been said that a worker considered to be following the Boundaryless career model navigates the changing work landscape by enacting a career characterized by different levels of physical and psychological movement (Sullivan Arthur,2006). While there may be some complementary features of the two models, many treat protean and Boundaryless career models as separate but related ideas. That is, a person could display protean rationales, making self directed and motivated career decisions, yet not follow a boundary crossing path. However, a person could hold a Boundaryless mindset but chose one organization to paternalistically guide their career (Fernandez et al 2008, Hall 2002) A Boundaryless career is viewed as independent from, rather than dependent on, traditional career arrangements (Arthur Rousseau, 1996), as it goes beyond the boundaries of an individual employment setting, involving both physical and psychological (objective vs. subjective) areas of mobility (Briscoe Hall 2005). The Boundaryless career is conceived by assuming that organizations are no longer capable of giving workers the traditional career path including stability and progression in exchange for commitment and hard work (Arthur, 1994; Arthur and Rousseau, 1996). As a consequence academics have identified the end of the traditional career where a person aims to progress through a company gaining power, notability and financial reward and predict workers following a more individualistic approach to goal setting and personal assessment (Arthur and Rousseau, 1996). The Boundryless career has been said to be the opposite of the Organisational Career (Arthur and Rousseau, 1996; Rodrigues and Guest, 2010). Arthur (1994) described in his original work 6 potential aspects of permeability and mobility across organisations: The most prominent [meaning] is when a career, like the stereotypical Silicon Valley career, moves across the boundaries of separate employers. A second meaning is when a career, like that of an academic or a carpenter, draws validation and marketability from outside the present employer. A third meaning is when a career, like that of a real estate agent, is sustained by extra-organizational networks or information. A fourth meaning occurs when traditional organizational career boundaries, notably hierarchical reporting and advancement principles, are broken. A fifth meaning occurs when a person rejects existing career opportunities for personal reasons. Perhaps a sixth meaning depends on the interpretation of the career actor, who may perceive a Boundaryless future regardless of structural constraints. A common theme to all these meanings is one of independence from, rather than dependence on, traditional organizational principles. (Arthur, 1994). One limitation of the idea that Boundaryless careers are the opposite to Organisational careers, is that it oversimplifies the changes in modern career patterns (Rodrigues and Guest, 2010). Moreover as identified by Rodrigues and Guest, (2010) Arthur places great emphasis on the notion of movement across organisational boundaries. Whilst transitioning across organisational boundaries is the defining feature of the new Boundaryless model, works such as Arnold and Cohen (2008) note that this organisational movement is not incompatible with the more traditional model of careers (Sullivan 1999) . Sullivan (1999) also notes that there is evidence to support the idea that this kind of mobility in the boundryless model is already present in America, and was empirically documented in a period perceived to be dominated by the traditional career style. Another study covering areas of career mobility looked at a selection of workers between 1957 and 1972, Topel and Ward (1992 as in Sullivan 199 9) who conducted the study demonstrated that during this period the workers followed (who were based in the states) had held an average of 10 jobs during their careers. Sullivan (1999) also identified a similar study by Hashimoto and Raisian (1985 as in Sullivan 1999) conducted in Japan, (an area often associated with the traditional one company career) found that workers there also had multiple employers over their careers. When Arthur Sullivan (2006) sought to further clarify the concept, and said career mobility can include the physical and/or psychological mobility, they also stated that mobility can be across many levels such as occupational, organisational and cultural(2006). However as noted by (Rodrigues and Guest, 2010) this amendment means that unless there is complete career immobility it is difficult not to classify any career as potentially Boundaryless. (Rodrigues and Guest, 2010) Baker and Aldrich (1996) constructed a measure for the Boundaryless career, they claim that for a career to be truly Boundaryless it would have to rank highly along three career dimensions. These dimensions consist of; number of employers, extent of knowledge accumulation, and the role of personal identity. This model places high value on marketable skills and a high personal identity which are rated just as highly as an employees mobility, ratings on these factors can help to determine whether a person is truly acting on the Boundaryless career. Along a similar line DeFillippi and Arthur (1996) derived a competency model, stating that those following a Boundaryless career build a portfolio of career competencies, this can be achieved by using DeFillippi and Arthurs knowing-why, knowing-whom and knowing how model of career enhancement. Eby et al. (2003) later built on DeFillippi and Arthurs (1996) work and sought to provide empirical evidence supporting it. Eby et al (2003) found tha t the knowing-why, knowing-whom and knowing-how competencies are important indicators of success of ones Boundaryless career. There have also been calls from writers such as Bird (1996) AND Fernandez et al, (2008) for a rethink and re-modelling of career ideas based on knowledge economies and personal knowledge obtainment. While some authors and their work have chosen to look at Boundaryless careers solely examining the physical re-arrangement of the working environment (Fernandez et al 2008) Sullivan and Arthur (2006) advocate the viewing of mobility across two planes, the physical and psychological when conducting research into careers. In her wide ranging literature review on the subject of careers Sullivan (1999) and later Sullivan Arthur (2006) look at what empirical evidence currently exists. Sullivan found that only sixteen studies examined mobility across physical boundaries, whereas only three studies focussed on the relationships across these boundaries (Sullivan Arthur, 2006). Similar findings to that of Sullivan are noted in the work of Briscoe et. al. (2006) who gave empirical evidence for the implementation of both the Boundaryless mindset and organizational mobility preference. Under the new form of psychological contract workers are said to display low levels of both loyalty to an organization and low levels of organizational commitment, what loyalty and commitment that does exist is under the condition that the organisation provides them with opportunities to advance their marketability through training and development (Rousseau Wade-Benzoni, 1995). Gunz (2000 as in Rodrigues Guest 2010) also noted how in a study by Zabusky and Barley (1996) of technicians, they found that the technicians placed greater value on growth and challenging work than they did on promotions. The companies who employed the technicians however had no systems in pace to offer this to them. As Sullivan (1999) identified, the study shows how individual career strategies must be considered within an organizational business strategies. The study also noted the problems of transforming from a culture of advancement (traditional career model) to a culture of achievement (Boundaryless c areer model) (Sullivan 1999). Large volumes of work centred around the changing psychological contract and the Boundaryless career model often gives great prominence to the positive aspects, such as increased opportunities for growth and job challenge (Sullivan (1999). Comparatively lesser amounts (Hirsch Shanley,1996 as in Sullivan 1999) have been focused on the downsides of the model, such as the problems underemployment and the possible reduction in organizational learning and personal development (Sullivan, 1999). One such piece on the negative aspects suggested that Workers who transfer into unrelated occupations often suffer from lowered status and reduced earnings (Markey Parks 1989). As previously mentioned some researchers like to separate the notions of the Protean and Boundaryless careers, However others such as Hall, (1976, 2002) note that those who follow a Boundaryless career approach often have Protean attitudes that help them navigate the organisational landscape. Hall notes that a Protean approach represents a self driven and self motivated approach to managing a personal career, which also builds on values such as freedom and adaptability (Hall, 1976, 2002). Baruch (2004)(as in Fernandez et al 2008) noted that the protean career was: a contract with oneself, rather than with the organization, as individuals take responsibility for transforming their career path, in taking responsibility for their career. Hall (2004) and Hall and Chandler (2005) concluded that the staple parts of the Protean orientation paradigm are: freedom, growth, professional commitment, and the attainment of psychological success, through the pursuit of meaningful work Fernandez et al (2008) Briscoe Hall (2006) identify the potential psychological implications of being highly Protean career driven in their work, they define someone truly Protean driven as on a quest to define meaning and success through the career (Briscoe Hall, 2006) In further research relating to personal Protean career management King (2004) found that being personally in control of ones own career and growth can lead to favourable psychological satisfaction, improved self-efficiency and personal well-being , if ones career goals are met. Further more in the work of Fernandez et al (2008) they identify that Seibert et al. (2001) and Crant (2000) (Bothe found in Fernandez et al 2008) also support the work of King (2004), as their findings suggest that individuals who have a proactive disposition achieve extrinsic career progression and internal satisfaction with their careers Fernandez et al (2008). Arthur (2009) too notes the importance of factoring into work environments and relationships the ability to meet personal goals which would generate both greater productivity and greater career satisfaction for the workers involved As a result of the work on Protean careers further work by Wrzesniewski and Dutton (2001) and Wrzesniewski et. al. (1997) (found in Fernandez et al, 2008) created the idea of career management though job crafting, this notion involves treating employees as creative identity builders (Fernandez et al, 2008) who use personal networks and support from others to achieve own career milestones. Whilst there are high levels of work relating to the potential for workers with protean attitudes, like the work on the Boundaryless model there appears to be little amounts of research relating to the downsides of the protean model, such as the effects of failing to meet personal goals and setting realistic personal goals. As the burden of ones career shifts away from the organisation and falls into the hands of the individual, networking plays an important role in the life of a self driven career (Arthur Rousseau, 1996, Sullivan 1999). The ability to form personal networks aids and supports the process of job mobility and accelerates personal development and job learning (Sullivan 1999). Networking as a tool allows an individual to extend their presence into wide ranging social circles and thus potentially increase job opportunities (Forret and Dougherty, 2004).Sullivan (1999) identifies that existing organisational structures do not support networking activities, therefore individuals forced out of a traditional organisational structure may experience problems in adapting to the new form of career paths. While networking abilities vary from person to person, it has been found through research (Forret and Dougherty, 2004) that networking benefits men more than it does women due to mens perceived abili ty to more effectively influence social groups. Sullivan (1999) also covers in her work the problem and limitations in research relating to women in the changing nature of employment. The high levels of women in part time work and work that is not classed as core workers could be creating an imbalance in research relating to Boundaryless and protean careers. Future research could look into if the increased family commitments of women effect their progress through the two forms of career. Whilst there is much literature being produced relating to the Boundaryless career not everyone is convinced of the evidence supporting it. As Gunz et al write: the trouble with the Boundaryless hypothesis is that it is still just that, a hypothesis (2000). They also note that while some authors advocate that organisational boundaries are diminishing it might just be that the nature of the boundaries are shifting/altering. Gunz et al note that boundaries, rather than disappearing, are becoming more complex and multifaceted. In fact they claim that boundaries of some sort are inevitable. Aurthur (2006) also notes that the much on the subject of Boundaryless careers often focuses on intra-organizational as opposed to inter-organizational changes. A further lack of research has been done on what Arthur (2009) identifies as the lack of legal status and protection mobile workers have under present employment law. Also as identified by Defillippi Arthur 1994 most research has been conducted on what they refer to as core workers and there is little empirical or theoretical work on non-core workers such as part-time and seasonal staff and their employment and career paths. Sullivan 1999 also notes that there has been very few empirical studies relating to the choices made by workers other than new graduates (such as in the work of Arthur and Rousseau (1996)). Although younger workers may provide greater data sets, as the most frequent movement across occupations occurs during the earliest years of a persons working life (Mergenhagen 1991 as in Defillippi Arthur,1994) The reason for this early career movement is suggested to be because younger workers have made fewer career specific investments and therefore feel less committed (Defillippi Arthur,1994). Whilst explaining why much research is conducted on younger workers this argument from Defillippi Arthur also support the earlier theories of Sturges et al (2002) as mentioned above regarding employees increased commitment over time. If the theories regarding younger mobility hold true then as the worlds workforce ages and in Asian areas such as china where there is already and aged population trends of increased job tenure would be expected. This is one area of future possible research. The lack of research conducted during adulthood, despite evidence that adults are making occupational choices throughout their lifetimes (Arthur Rousseau, 1996); proves to be a problem, as relatively little is known as to what motivates these cross organisational movements (Sullivan 1999). Whilst the concept of Boundaryless careers centres on the idea of workers easily moving between various organisations statistical data from Robinson (1997) shows no dramatic increase over the past 20 years in either job movement or job loss. A view supported in the work of Guest (1998) who found that time spent in organizations and in jobs has reduced only marginally, if at all, in the past 20 years, however he does speculate that a reduction in male workers tenure could be hidden by a rise in that of female workers. Rodrigues Guest (2010) also note that research into job stability trends has also been hampered by the variation in non-response rates and changes in the wording of the questions thu s making it difficult for long term trends to be identified. Briscoe et al (2006) notes a further problem in current research where some employees display strong attitudes of Boundaryless and protean models, yet they have no desire for physical mobility. This occurrence identifies a potential flaw in the way the two paradigms are defined and emphasises the need for greater care in outlining the premise. Failure to accurately define the notions could lead to problems in the adaptability of the model. Furthermore, lack of accurate definition could affect the relevance for researchers if the models cannot accurately put to use on real life situations. (Briscoe Hall, 2005, Fernandez et al, 2008) Fernandez et al, 2008 have also described what they see as researchers inability to fully explain their empirical findings with the protean and Boundaryless metaphors as already happening, which according to Briscoe Hall (2005) is causing a slight rumbling and backlash against the two paradigms. Conclusion As demonstrated in this work there are large and ever increasing amounts of work relating to the changing nature of employment relationships and career patterns. In the past decade the field of careers has produced much work to support the understanding of managers and employees regarding the employment and career relationships. No doubt thanks to recent global economic problems we can expect to see yet more work released over the coming few years. As discussed the changing nature of the relationships between employees and their employer has had significant coverage, however I identify 2 areas where there is potential for future research. The first of which was in the trust relationships between employees and employer. Further research on this area can help to further the psychological contract understanding and its values. A second area of research concerns the perceived value of contract breach. Whilst there is work concerning this matter as noted there is little empirical evidence of the consequences and frequency of this breach. Within the model of the Boundaryless career there is room for further research regarding the nature of people changes. Current work is focused from an organisational point of view and much research is quantitive. As a result there are few studies relating to what motivates people to make changes and whether the motivator affects the magnitude of change. Furthermore varying and dilute definitions of the Boundaryless career have been noted as a potential problem for future researchers, a re-conceptualisation of the definition may make it more adaptable in future. Whilst work on the protean career gives good explanation of its potential benefits, like the work on the Boundaryless career, little evidence has been published of potential problems and downsides of the model. An area for future research could include work on the consequences of failing to meet personally set objectives or how effective/inhibitive self critique may be for an individual. A further area to look into that is currently under represented in the literature is that of the non core workers, such as part time and temporary staff. This group is made up also of a disproportionate amount of women which would need to be taken into account when analysing the findings. The final area of indentified research relates to the current abundance of empirical evidence relating to young, often newly graduate workers and their career mobility choices. Whilst I have mentioned that this group is most prevalent to making cross-organisational career movements they are over represented in the l iterature meaning there are few studies on older workers. This has consequences for geographical and industry areas with an ageing population as career trends may be different to that of younger organisation or region. To summarise there is much useful and thought provoking work relating to the changing nature of careers and its applicability to nearly the whole of the population and all business makes it a fascinating area for reading and research. The continuing environmental changes and ever increasing literature means that changes and progression in the subject are likely to be fast paced and wide ranging. References List Altman, B. W., Post, J. E. 1996. Beyond the social contract: An analysis of the executive view at twenty-five larger companies. In D. T. Hall (Ed.), The career is dead long live the career: 46-71. San Francisco: Jossey-Bass Arnold J, Cohen L (2008) The psychology of career in industrial and organizational

The Link Between Literacy and Recidivism Essay -- Literacy Essays

The website, literacy.kent.edu describes literacy as â€Å" being able to read and write at a level to be successful in today's world and also being proficient at math, knowing how to use technology, and knowing how to solve problems and make decisions.†(par. 1). So how do prisoners acquire these skills while they are incarnated away from the world? This is where literacy programs such as Literature-N-Living in Florida and Storybook Project come into play. Although these literacy programs seem minor to the world they are important to prison inmates, juvenile offenders and their community because studies show it can lead to reduced recidivism, positive attitude changes, and even enhance the prisoners own children's’ literacy. According to â€Å"Teaching Literacy in Order to Turn the Page on Recidivism† Emily Music stated, recidivism is â€Å"the tendency of a convicted criminal to relapse into a habit of criminal activity or behavior†(p. 723). What this means is that recidivism is the rate a criminal goes back to prison for committing a crime. Music also expressed that the key to reducing recidivism rates in the United States is decreasing illiteracy rates among juvenile delinquents(p. 724) Many studies since the 1990s state that the rate of recidivism goes down if there are options made available for inmates.Along with William Drakeford explaining in his study that the â€Å"Reading skills of the youth in corrections could improve given the opportunity to learn in a structure environment† ( p.143). A study in found inmates who did take this opportunity had a â€Å"59% lower recidivism rate than those who did not† (Walker par. 3).As long as prisons provide these literacy progr ams and if prisoners participate they have more than 59% less of a chance o... ...ybook Project.† Aid to Inmate Mothers. Web. 20 Feb. 2014 Music, Emily. "Teaching Literacy In Order To Turn The Page On Recidivism." Journal Of Law & Education 41.4 (2012): 723-730.OmniFile Full Text Mega (H.W. Wilson). Web. 4 Feb. 2014. TURVEY, Sarah, and Jenny HARTLEY. "What Books Can Do Behind Bars." Adults Learning 25.1 (2013): 30-31. Readers' Guide Full Text Mega (H.W. Wilson). Web. 3 Mar. 2014. Vacca, James S. "Educated Prisoners Are Less Likely To Return To Prison." Journal Of Correctional Education 55.4 (2004): 297-305. Education Full Text (H.W. Wilson). Web. 3 Feb. 2014 Walker, Karen, and Inc. (EPI) Education Partnerships. "High School Education In Correctional Facilities. Research Brief." Education Partnerships, Inc (2006): ERIC. Web. 1 Mar. 2014. Willoughby, Mariano. â€Å"Books behind Bars.† Los Angeles Times 30 Jan 2000: B2. ProQuest. Web. 5 Feb. 2014.

Accepting Rejection and Rejecting Acceptance Essay

Dreamers are most likely to be the kinds of people who are prone to rejections and disappointments. I was once a dreamer who aimed to reach for certain heights which I believed were essential to my so-called â€Å"fulfilled life†. When I was young, I was in love with stories as poets are obsessed with their muses. There was something sensuously tempting about the idea of creating a world where your personal ideals exists and the place you have always longed to belong with is just around the corner of your imagination. I create stories in my head with such a passionate gesture that I would place a pen and paper beside my pillow and even talk to my characters alone in my room. I enjoyed conversing with their silent responses and violent whispers which led to a gradual creation of plots and conflicts. They became my friends and literary partners who helped me out with the stories that I wish to tell. My room suddenly became a place where stories transpire and manifest themselves on typewritten manuscripts. Every time I take a look at my drafts, they seemed to show a particular eagerness to be shown out there in public. I could not help but smile and absorb the eagerness too. When I was 16 years old, I took all my guts to show my four of my friends a freshly-written manuscript and asked them to give it a quick scan. They were just my friends and not even a publisher but it had been one of the most thrilling and suspenseful time of my life. The next day, two of my friends told me that they were not really that happy with my work. They thought it was boring. See more:  Manifest Destiny essay The other two did not even dare finish it. My story obviously was not good enough. However, I never lost hope. I knew I had a great story to tell filled with remarkable characters that were destined to be perpetually remembered such as Harper Lee’s Atticus Finch and Mark Twain’s Tom Sawyer. I knew there was something special about these people that I wish to free from my imagination and introduce to the real world. But I have failed them. I began to feel like a loser who pretended to be Superman by promising these creatures freedom from the clutches of a writer’s sporadic imagination. That depressing day gave me the realization that not only my work was rejected. It was the entirety of my ideal world that they have dismissed and discarded as something that was unacceptable and boring. I was a wreck. Suddenly, I began to despise the room which once seemed to provide me all the gladness in the world. Apparently, I have expected a lot from myself. I gave myself and these characters false hopes that one day we would be known for our uniqueness and greatness. Obviously, the world does not revolve that way. It rotates the other way around against the normal rotation of an insipid clock. Five years later, when I was trying to clean up my room, I visited my old box where my old manuscript was and started reading it after a very long time. I could not help but laugh about how amateur it had been at that time. The world that I have created in that story is absolutely not the world that I imagine to be ideal in the present time. The characters appeared to be some kids taken out directly from a teen flick. Rejection plays a brutally important role in a person’s development and growth. Without criticisms, one cannot experience the beautiful feeling of maturity. Truly, I have lost a great deal of positivism and childish enthusiasm when the first story that I dared to print for my friends received negative reviews. I have not printed and showed another story to someone for a long time after that incident. I have lost my personal communication with my characters. Meaning to say, they have stayed in their world as I have stayed in mine. That rejection made me realize that being too overly passionate about something is not healthy as it can ruin an aspect in your life that is essential. I could have gone mad if I have stayed drowned in my own pool of rejections. However, I finally came into realization that creating your own world by writing stories does not give you an assurance that other people are willing to share that world with you. Most of the time, you just have to keep that wonderful place hidden because it is your—and yours alone.

An evaluation of the possible methods of water provision in Northern Nigeria. The WritePass Journal

An evaluation of the possible methods of water provision in Northern Nigeria. INTRODUCTION An evaluation of the possible methods of water provision in Northern Nigeria. INTRODUCTION1.1  PURPOSE AND SCOPE OF REPORT.1.2  Background to the Development of a Water Supply Policy.1.3 The Water Situation of the region2.0 PRESENTATION OF OPTIONS.2.1 Introduction of options.3.0 REQUIREMENTS4.0 COMPARISON OF THE POSSIBLE METHODS OF WATER PROVISIONS.4.1 Groundwater4.2 Imported Water.4.3 Rainwater harvesting5.0 CONCLUSIONS6.0 LIMITATION7.0 RECOMMENDATIONSReferencesRelated INTRODUCTION Preliminary from the analysis already held by most academic that water should be regarded as an economically and socially significant. This report presents some of the accounts undertaken by a group of both international and local academicians for the possible methods of water provision to the arid region of northern Nigeria. 1.1  PURPOSE AND SCOPE OF REPORT. The main objectives of this report are: To examines and evaluates the possible methods of water provision to the arid region of northern Nigeria. Offers some recommendation for water policy about the most reliable methods of water provision, thereby describing; clarifying the Changes that need to be made. 1.2  Background to the Development of a Water Supply Policy. The climatic condition of the north eastern part of  Nigeria  is such that it is not easy for yearly and other plants to produce due to limiting factors as water (Oxford Business Group, 2010). The northern region, specifically the northeast arid district of northern Nigeria according to Bermingham (2000) is monopolised by a low annual rainfall determined in only three months. The average annual rainfall in the northern Nigeria ranges from 500-750 millimetres and it always not the same; is extremely unpredictable, due to the fact that most of it falls as severe, often with, extreme variability, storms (Mathews 2002), In other, the vegetation is sparse and the grasses are very short. Precisely, according to the SLGP consultant’s report  carried out by Fullbrook et al in the year 2005, they made the emphases that Kano State of the northern Nigeria don’t have a policy for water and therefore there are needs for improving the sustainable provisions of water .Furthermore, they claimed that the water supply condition in Kano State is poor and has been deteriorating for many years in both the urban and rural areas due to speedy in the population growth and ineffective attitudes to water supply provision, combined with inadequate funding. Inadequate supply has enormous effects for the health of the inhabitants. Water is ostensibly free in rural areas but people in urban areas are charged for it. Also because the the approach of the government towards water supply has always been top down with no input into planning decisions from citizens. Water supply has factually been viewed by a large part of the population and by many politicians as a social service (Fullbrook, et al 2005) 1.3 The Water Situation of the region The population of the states in the northern region of Nigeria are growing rapidly. According to Fullbrook et al (2005), precisely in the Kano state, the population and the water supply statistics state one of the northern states of Nigeria. As of the calculations presented in the table, 44% of the population has access to potable water. Therefor the table according to them specifies that  Ã‚  in the order of 4.8 million to 6.7 million people in Kano State are don’t have enough water supply as shown on the table below: Table 1: Population and Water Supply Statistics S/No. Objects Low Value High Value 1 Estimated total state population 8,600,000 12,000,000 2 Population outside of Greater Kano (75%) 6,450,000 9,000,000 3 Greater Kano area population (1-2) 2,150,000 3,000,000 4 Semi-urban population (30% of 2) 1,935,000 2,700,000 5 Rural Population (2-4) 4,515,000 6,300,000 6 Population served Greater Kano (50%) 1,075,000 1,500,000 7 Population not served Greater Kano area 1,075,000 1,500,000 8 Population served semi-urban (50%) 967,500 1,350,000 9 Population not served semi-urban 967,500 1,350,000 10 Population served rural (39%) 1,760,000 2,457,000 11 Population not served rural 2,754,000 3,843,000 12 Total population serve 3,803,000(44%) 5,307,000(44% 13 Total population not served 4,797,000 6,693,000 2.0 PRESENTATION OF OPTIONS. 2.1 Introduction of options. The distinctive roles of the methods for the provision thereby dealing with the issue of lack of water in the northern part of Nigeria are slated below; such are: Ground water. Imported water and Rainwater Harvesting. 3.0 REQUIREMENTS The possible methods of water provision to the arid region of northern Nigeria were compared according to the following criterias; Cost Ease of use Water quality Quantity of water produced. 4.0 COMPARISON OF THE POSSIBLE METHODS OF WATER PROVISIONS. 4.1 Groundwater One of the possible methods of water provision to the semi-arid region of the northern Nigeria is the groundwater. According to Mather (2004) He pointed out that the groundwater methods is predominantly a good and unresolved choice for sustainable water provisions in the northern Nigeria. Furthermore, Adelana and Macdonald in 2008 and Alley in 1993, they made the significant claimed that the achievement of a maintainable supply, planning is need which required the hydrological and hydrogeological data on the water demand and the other socio-economic conditions such as the cost of drilling pomp and other materials-the development of under group water required some processes the quality will be affected if not follow one after the other. 4.2 Imported Water. Furthermore, the imported water should be one of the possible of method of water provision. According to Gratzfeld and et al in 2003, they stated that the use of boreholes pumps with hand pumps, canals, pipeline, and tankers has increased the opportunity for rural areas that lack water supply. And this has good effects on such activities like, agricultural activities like irrigation has been a major means of these methods. An obvious conclusion from the work of   Ã‚  Arlosoroff (1984) is that historically, the hand pump maintenance has been managed in many different ways, though with little exclusion, some initiative has been made mainly just to repair the pump once it has damaged down rather than to carry out a scheduled preventive maintenance. Pump reliability (availability) depends on both the frequency of breakdowns and the length of time for which the pump is out of service each time it needs attention. 4.3 Rainwater harvesting Rain water is the seizure of precipitation for human use close to where it drops before it goes down into the ground (Thomas and Ford, 2000). Domestic Rainwater harvesting (DRWH), a sub-set of rainwater harvesting is usually manifest as roof run-off harvesting because ground overflow is too dirty for safe human drinking (Thomas, 2000) and Audu (1999) the rain water harvesting is usually motivated by its surface supplies, thereby in a case where pipeline water provisions and ground water are not available there is tendency for each and every home in the community to practices the rainwater harvesting method. However according to Marson (2006) in Kaplan (2011) the water can be hazardous due to some pollutant such as dust, bird dropping and some atmospheric constituents. Therefor this method is cheap, easy but not that good. 5.0 CONCLUSIONS In conclusion, water has been one of the most problems of the northern Nigeria; however there are three possible methods of supplying water to the semi-arid region of northern Nigeria mentioned and analysed in this report and these methods are compared in terms of such issues as cost, ease of use, quality and quantity of the water. 6.0 LIMITATION Because of the limitation in terms of the word count this report was unable to express visibly the detail explanation of the requirements and the comparison of options.    7.0 RECOMMENDATIONS In view of   all the requirements in providing water to the arid region, it could be seen that the most reliable and affordable methods is the rain water harvesting, reason being that in the northern Nigeria there are large population with low cost of living and their major occupation is agriculture. In the dry season, majority of the plants and animals die, probably due to lack of water. Sotherefor, rainwater harvesting should be the best options during the rainy season. However the rain water can be impure and easily contaminated due to the effects of environmental hazards. Finally, for a good quality of water, government, and other bodies should intervene in the imported water method since the people don’t have enough finance. References Adelana, S., and MacDonald, M. (2008) Applied Ground studies in Africa, IAH Seleted Papers on Hydrogeology, 13. Balkema: CRS Press. Alley, M.(1993) Regional Ground-Water Quality. New York: John Willey and Sons. Arlosoroff, S. (1984) Rural Water Supply Handpumps Project. World Bank Technical report No.29. Bermingham, S. (2000) Changing Environments. Oxford: Heinemann. Fullbrook,J., et al (2005) Development of a Water Supply Policy for Kano State Government. Retrieved 7th April 2011, slgnigeria.org/uploads/file/106.pdf. Gratzfeld, J., et al (2003) Extractive Industries in Arid and Semi-Arid Zones: Environmental Planning and Management. Cambridge: IUCN. Mather,J., (2010) 200 Years of British hydrogeology. Bath: Geological Society. Mathew,M., (2002) Nigeria: Current Issues and Historical Background. New York: Nova Publishers. Thomas, D., and Ford, R. (2005) The Crisis of Innovation in Water and Waste Water. Cheltenham: Edward Elgar Publishing.

Mcdonalds Case Study Essays

Mcdonalds Case Study Essays Mcdonalds Case Study Essay Mcdonalds Case Study Essay Case Study #1 McDonalds’s â€Å"Senior’s† 08/07/2011 McDonalds â€Å"Seniors† Restaurant                                                    Bridgett Bowen is the owner of a McDonalds restaurant that is open to public but recently the main clientele of the Bowens restaurant has been seniors. She would like to develop a marketing strategy that addresses the needs of her senior citizen patrons and also the regular everyday customer. However, she is looking for additional recommendations to improve her marketing mix. It is important not to neglect senior citizens as they are an important part of the market and they have money to spend but at the same time young consumers are considered to be the main users of chain restaurants due to the reputation of most McDonald stores. If Bowens decides to only concentrate on her senior clientele, she seriously risks the future profitability and popularity of her business. These older customers are an orderly group and very friendly to anyone who comes in. Further, they are neater than most customers, and carefully clean up their tables before they leave. Nevertheless, Suzanne is beginning to wonder if anything should be done about her growing non fast-food clientele. There is no crowding problem yet, during the time when the seniors like to come. But if the size of the senior citizen group continues to grow, crowding could become a problem. Further, Suzanne is concerned that her restaurant might come to be known as an old people restaurant which might discourage some younger customers. And if customers felt the restaurant was crowded, some might feel that they wouldnt get fast service. On the other hand, a place that seems busy might be seen as a good place to go and a friendly place eat with family. I also think that no restaurant business will want their clients to stay for a long time without purchasing items on a consistent basis. Bridgett needs to develop a strategy where she will have a constant flow of buying consumers young and old. A secondary problem may be the title of the restaurant could be at risk. The fast food label may become a social restaurant, similar to a bar or lounge atmosphere. It may take on the name of the â€Å"old people’s restaurant†. This will detour many of the younger customers and the customers who are coming to get the fast food service There is also a possibility that if she continues to concentrate on senior citizens they might monopolize the restaurant and younger generation would feel uncomfortable visiting a place filled with seniors. Mc Donald’s restaurant must accommodate more young customers as well as the older ones because of its notable services being offered worldwide, such as affordable meal price, comfortable and convenient place, and playground areas for children, also offering safe and healthy foods. In addition, the idea of adding bingo to add to the excitement of the mornings for the seniors from nine to eleven a. m. may be a good idea to help add to the money flow of the seniors. Using the party room would accommodate up to 150 senior patrons and leave the main part of the restaurant open to other paying customers. She figures she could charge $5 per person for the two-hour period and run it with two underutilized employees which won’t cost the restaurant any extra money. The prizes would be coupons for purchases at her store and would amount to about two-thirds of the bingo receipts which will bring back into the store. An Alternate solution would be to end the senior meal deal. If the deal attracts the crowd than the deal may slowly push the senior crowd away. That marketing deal would be in hopes to attract the younger crowd in which they may eat the more expensive meals. I would recommend that the low costing meal for the seniors would end somewhat earlier in the morning. By advertising that the offer is only good until nine a. m. then the seniors may hang around a shorter length of time. After nine passes then the seniors will become hungry again and may go home and go to sleep.

How did the psychological disorders, such as shell shock, in World War Essay - 1

How did the psychological disorders, such as shell shock, in World War I impact on the societal, cultural, and political level in West European countries such as Britain and France - Essay Example But the impacts were for a fact a concern. The impact can be seen from the aftermath prompt cure; cognitive re-structuring of various traumatic experiences (i.e. avoiding the past thoughts) and interacted with the therapist in the seeking for a cure. On social front many were unable to fit well into the society as a lot had changed during the cause of the war. Many of the soldiers were psychologically ill affecting their lives and individual families. After the war many traumatized soldiers from France and Britain soldiers shared several common symptoms – from twitches, anxiety, speech difficulties and digestive complications to more complex nervous indispositions. These affected the economic frontier of their countries since many were incapable to appropriately fit into the society. For instance, while doctors found it strange that these symptoms many times often never present in these countries until the solder was back in the original confines of civilian life. These psycho logical disorders in World War I impact on the societal level of Britain and France. The soldiers were largely unable to culturally transform in these European nations and unable to conform to the cultural expectations. The post psychological impacts such as shell shock have gone a long way in impacting on cultural aspect of the British and French societies. World War 1 can be considered as one of the hinge moment in the culture of the Britain and France. This can be largely attributed to the psychological experiences that were evident. Together the path of cultural effect was set one that set all the difference. Most notable was the impact was in cultural values such as traditional ideologies. The nature of the treatment become more integral part of the cultural heritage and later changed the cultural expectation and behaviors in Britain

Culture and Orgnisaztion Essay Example | Topics and Well Written Essays - 3000 words

Culture and Orgnisaztion - Essay Example Some of the excellent models that attained high sales volumes include V8 Morgan and Plus 8 models dues to their traditional craftsmanship and ability to win numerous sporting races. The company culture is appreciates innovation since Aero model ultimately evolved to a high-end luxury Aero SuperSports Morgan in order to meet the changing consumer needs of more fashionable and stylish cars. The political environment is characterised by stable governments while the economic environment is characterised by high growth in consumer incomes and increase in consumer spending (Stanford, 2013). The social environment has favorable attitudes towards luxurious cars while the technological environment is characterised by stylish automobile designs (Avolio & Gardner, 2005, p 320). However, there is stiff competition in the automobile industry and increase in the costs of raw materials. The company aspires to remain flexible and small while remaining faithful to the philosophy and original HFS†™s concept of lightweight construction. The aim of the paper is to illustrate the culture of Morgan Motor Company in the human resource department using Schein model of culture and determine how the organisation has maintained to remain consistent in its culture. The paper will also examine the application of Schein organisational culture model at Morgan Motor Company. The paper will examine the cultural artifacts and observable behaviours and determine their consistent with the current espoused values and assumptions. The country culture refers to the complex knowledge, art, beliefs, moral laws, customs and habits that define the interactions in the society. Accordingly, the country culture influences the business culture and includes the collective programming the distinguish the member of one human group from another (Hofstede, 2001). In this case, British culture can be identified by the greetings, dress code, customer tastes