The Philosophies of Nietzsche free essay sample

A critical examination of Nietzsches philosophy of morality. The paper explains Nietzsches theory of morality that derives duty or moral obligation from what is good or desirable as an end to be achieved. The paper looks at how Nietzsches writings on morality take the form of a critique of the major religious traditions of the West, especially Christianity. The paper shows how in seeking to create a morality that was in tune with his own century, Nietzsche rejected what he saw as the weakness of both religion and Apollonian philosophy. The paper asserts, however, that in seeking to create a philosophy that was in tune with his own century, he also failed to see how a moral code that was based in a different set of historical references might not be better. Nietzsche thought or perhaps it would be more accurate to say that he hoped that the historical moment of traditional religious faith and practice were over a sentiment captured in his most famous proclamation that God is dead. We will write a custom essay sample on The Philosophies of Nietzsche or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page But what would Nietzsche put in the place of God? To answer this question is to come to understand Nietzsches concept of the Ubermensch in greater depth as well as to understand Nietzsches own essential Dionysian nature and how the former would turn him away from Christianity and Western religion and the latter away from much of classical philosophy, including the calm rationality promulgated by Socrates. Nietzsche argued for a teleological morality, a theory of morality that derives duty or moral obligation from what is good or desirable as an end to be achieved. Such a model of morality is clearly Utilitarian in orientation and argues for the position that end aimed for consists in an experience or feeling produced by the action. Hedonism, for example, teaches that this end feeling is pleasure.

PepsiCo and Coca-Colas Essay Example

PepsiCo and Coca PepsiCo and Coca-Colas Paper PepsiCo and Coca-Colas Paper Essay Topic: Marketing The purpose of this report is to analyze and learn from PepsiCo and Coca-Colas entry into the Indian market. It involves many international marketing aspects, including the impacts of Indias political environment on both companies success causing them to enter at different times result in different effects, to respond in many ways to the enormity of India, discuss their glocalization strategies and Coca-Colas mistakes in India. Political environment in India For the government of India fulfilled some austere trade policies, rules and regulations before the year 1990, PepsiCo and Coca-Colas entry into the Indian market was its political environment as a result of major obstacle. Indian government was only interested in the high-tech sectors for foreign investment. It was almost entirely prohibited to invest customer goods sectors. That was Principle of Indigenous Availability, which policy banning imports being sold in India. Due to this political environment, Coca-Cola had withdrawn from the Indian market in 1977. The new government of India was founded in June 1991. In order to expand liberalization of the Indian economy, new government introduced some new industrial policies, such as bureaucracy and regulation to foreign direct investment. These policies intended to dismantle complicated trade rules and regulations, foreign investment increased dramatically, beneficiary industries included processed foods, software, engineering plastics, electronic equipment, power generation and petroleum generation. Pepsi and Coca-Cola were required many India laws, for example, foreign businesses were prohibited use of foreign brand names on products selling within the Indian market. Therefore, Pepsi became Lehar Pepsi, Coco-Cola became Coca-Cola India. Also, designed as obstacles to impede foreign business, for example, sales of soft drink concentrate to local bottlers could not exceed 25 per cent of total sales for the new venture. Because of the lack of consistency in the legal environment, Coco-Cola agreed to sell off 49% of its stocks to Indian investors as a condition of entering in order to buy out Indian bottlers in 2002. It was most controversial agreement. Because of this time limit had been extended once already, Coca-Cola asked for a second extension that would delay it until 2007 was refused. Coco-Cola though by the Foreign Investment Promotion Board wanted to block the votes of the Indian shareholders who would control 49% of Coca-Cola. But all previous lobbying became useless. The government of India lacked solid institutions leading to corruption. In contrast to Coca-Cola, Pepsi had entered India in a different year under a different set of rules. The above of these effects could not be anticipated prior to Indian market entry. The political environment was inconsistent with some policies and laws. Indias emerging market is a lacking of harmony. It mixed with discordant tones. The interest clashed with Indian government. These interests often were conflict with some political issues. These policies were often related to economic, environment and social problems. Resolving these problems was in the interests of whom including a large number of consumers, environmentalists and lobbies. Accordingly, foreign companies wanted to enter Indian market successfully that usually required carefully. It must be consider all the stringent rules and local policies, for instance equity stakes under the new rules from 40 per cent to 51 per cent. Local have a free media and democratic political system. These will be beneficial to support or protest behavior for many long-established international companies. For Coco-Cola, it could only agree to start new bottling plants instead of buying out Parle, and thus had to agree to sell 49% of equity. Pepsi was not held to a disinvestment rule because it had opted to set up several bottling units. Timing of entry into the Indian market Earlier market entry PepsiCo lodged a joint venture application to enter India in July 1986. It had selected two local partners, Voltas and Punjab Agro. This application was approved under the name Pepsi Foods Ltd by the government of Rajiv Gandhi September 1988. In 1986, following Coca-Colas departure, Parle became the market leader in India. The local main competitors were only Parle and Pure. In addition to the demand for carbonated drink in Indian was very low, in 1989, the average Indian was buying only three bottles a year. Advantages Due to lacking of Indias competitiveness in soft drinks industry, PepsiCos entry would enhance competitive advantage and promote the development of soft drinks in Indian market. It could be helpful to find more opportunities for PepsiCo. Many opportunities for the Indian market contributed to the development of enterprise. Pepsi had learnt from the experiences of Coca-Cola. Pepsi seized the Indian market as soon as possible. Through the adoption of measures, the use of joint venture with local groups to lobby the Indian government. Thus PepsiCo would be easier to build up their reputation and loyalty to associate with establishing priorities. In possession of good honor and admire, the degree of brand popularity was greater of the other competitors. The continuous development of PepsiCo was able to gain a foothold in the market before Coco-Cola entered the market. Pepsi gained 26% market share by 1993. Disadvantages The development of PepsiCo became more slowly due to infrastructure was not enough imperfections in early India. The crumbling infrastructure also improved the investment risks and costs at that time. The cost of exploration greatly increased influenced by Indias political environment. For example, Pepsi was forced to change their name to Lehar Pepsi. Also, Indian government limited their drink sales to less than 25% of total sales. This policy would help PepsiCo to struggle to fight off local competitions. Later marketing entry Coca-Cola Corporation had been present in the Indian market from 1958 until its withdrawal in 1977. Due to the government of India require Coca-Cola hand over its secret formula for the syrup so that it chose to leave India rather than cut its equity stake to 40 per cent. At that time there were many opportunities for the Indian market. The Coca-Cola inevitably became the market leader. But Coca-Cola was only a distant memory to most Indians. In spite of that Coca-Cola succeeded creating a 100%-owned soft drinks company (Coca-Cola India) in 1993 and then ultimately aligning with the Indian market leader (Parle) in June 1993. Advantages At this time the Indian market has already a relatively sound infrastructure so that Coca-Colas investment risk reduced. In July 1993, Coca-Cola was able to buy 4 bottling plants from industry leader Parle. Coca-Cola also bought Parles leading brands including Thums UP, Limca, Citra, Gold Spot and Mazza. Later Coca-Cola again set up 2 new ventures with Parle to bottle and market products. By 2002, Coca-Cola owned 30 bottling plants, 10 franchisees and held a 56 per cent market share of the national soft drink market in India. The Coca-Cola once again was market leader. Disadvantages The capacity of the soft drink market in India was becoming smaller increasingly. Coca-Cola the twice to return to the Indian market in 1993, but faced Indian beverage market is old rival PepsiCo. In May 1990, the government of India has also been turned down Coca-Cola just as Pepsi was approved. Hence, Coca-Cola had difficultly to establish market share with PepsiCo there. Obstruction by the policy, Coca-Cola was not allowed to buy back 49% of equity. So it did not relate very well to the government of India. Furthermore, Coca-Cola had reported losses in India since its return there in 1993. Responses to the sheer scale of operations in India Pepsi and coca-cola responded in many ways to the enormity of India in terms of population and geography. The following is about the sheer scale of operations ways. Product policies In order to cater to Indian consumer tastes, PepsiCo and Coca-Cola launched different products. Entering with products closed to those already available in India, such as colas, fruit drinks and carbonated waters. They used a variety of tastes and created multi-brand strategy. In order to encourage growth in demand for bottled beverages in the Indian market, introducing new products such as bottled ware (Coca-Colas brand is Kinley and Pepsi Foods brand is Aquafina). They launched their own brand in a new category, such as clear lime category (Coke-Sprite, Pepsi-7UP). Coco-Cola merged with Parle and two new ventures set up to bottling plants and both companies products. Promotional activities Both PepsiCo and Coca-Cola used advertising and promotional strategy in India. During the cultural festival of Navrartri, PepsiCo sponsored Navrartri celebration in annual. Some promotion ways, every refill of a case of Pepsi gave away one kilo of Basmati rice or a packet of Kit-Kat and Polos candy free. Coco-Cola offered free passes, coke giveaways as well as vacations to Goa. They used seasonal sales promotions and the success of their seasonal advertising campaigns through researching marketing in different campaigns and areas of India. The successful promotions included Pepsis sponsorship of cricket and football from the world cup. Coca-Colas lifestyle advertising as a method of building brand loyalty among its target market: India A appealed to young urbanites; India B appealed to rural areas. Coca-Cola used of local characteristics and to introduce new Mini size to launch the affordability plank campaign. Pricing policies Coco-cola reduced prices by 15%-25% to encourage consumption to try to compete with Pepsi and gain market share in 2003. Through the introduction of a mini size by Coca-Cola increased total volume of sales. Pepsi was forced to match these price reductions. It introduced returnable glass bottles for customers to recoup costs. Pepsi started out with an aggressive pricing policy to try to get immediate market share from Indian competitors Distribution arrangements The demand grew with the increase of the value of regions and customers, along with new products were added. Both Coca-Cola and PepsiCo were able to gain market share. Coca-Colas production plants and bottling centers placed in large cities all around India, such as Delhi, Mumbai, Ahmedabad and Surat. PepsiCos marketing and distribution were focused in the north and west around the major cities of Delhi and Mumbai. Coca-Cola and Pepsis Glocalization Glocalization refer to globalization and localization. Make use of the product or service global meet consumer in a local market, in order to emphasize that the globalization of product or service is more likely to succeed if they adapted specifically to each locality or culture. PepsiCo and Coca-Cola both companies have successfully implemented glocalization. Pepsis Glocalization PepsiCo lodged a joint venture application to enter India with two local partners, Voltas and Punjab Agro, and forming Pepsi Foods Ltd in 1988. In 1990, Pepsi Food products were promoted under the name Lehar Pepsi to conform with foreign collaboration rules. After that Pepsi launched its Lehar 7UP in the clear lemon category in keeping with local tastes. PepsiCo was also actively integrated into the Indian cultural festival. Navrartri is a traditional festival held in the town of Gujarat which lasts for nine days. During the cultural festival of Navrartri, PepsiCo used advertising to promote their products. PepsiCos most effective glocalization strategy had been sponsoring world famous Indian sports events, such as cricket and football. Coco-Colas Golcalization By 1993, Coca-Cola formed alliance with the market leader Parle made four major cities (Delhi, Mumbai, Ahmedabad and Surat) in bottling plants and five major leading brands. During the culture festival of Navrartri, Coco-Colas free passes issued to the celebration in each of Thums Up bottles. Also offered special promotions where people could win free vacations to Goa. Coco-Cola also hired several famous Bollywood actors to publicize their products. Those commercials were impressive. Coca-Cola Indias mistakes Coca-Cola entered Indian market at the wrong time. Due to entering at that time, Coca-Cola must agree to abide by all the Foreign Investment Laws and the political environment in India, such as local stringent conditions, foreign collaboration rules, prohibited use of foreign brand names and disinvestment clause and so on. In January 2002, Coco-cola India wanted to expand investment, but the Indian government provides that the company must be the original 100% owned holding company (HCCHPL), of which 49% of equity sold to the local investment within two years as a condition. Since then Coco-Cola had asked for extensions twice, Indian government granted the first extension, but denied the second. Coco-Cola India tried to deny voting rights to its new Indian shareholders. But FIPB denies this again. Coca-Cola India repeatedly required to reduce disinvestment rule requirements in order to allow Indians into the industry, and expectations delist their shares altogether, effectively making their Indian operations wholly owned subsidiaries. Coco-Cola should not have tried to weasel their way out of promises. These mistakes hurt Coca-Colas image and reputation as an International company. Coca-Cola should set the pace for the entire multinational company. Coco-cola should have been more careful to wait patiently when it entered the Indian market and Coca-Cola was a promising. Conclusion In conclusion, PepsiCo and Coca-Cola had succeeded to enter Indian market and to implement glocalization to adapt the local culture. Through to research the market and trends prior to entering the Indian market, they had been fully aware of the history, geography, political, and legal considerations. Some key lessons can use the experience of Coca-Cola and PepsiCo for reference. It is worthy of learning from some companies as it contemplates entry into other big emerging markets. These are many active approaches can take to help ensure success in the foreign market.

Tourism Research Proposal Example | Topics and Well Written Essays - 2500 words

Tourism - Research Proposal Example By understanding the environment in which the company operates (external to the company), advantages of the opportunities can be taken and the threats minimized. Specifically the PEST or PESTLE analysis is a useful tool for understanding risks associated with market growth or decline, and as such the position, potential and direction for a business or organization. A PEST analysis is a business measurement tool, looking at factors external to the organization. It is often used within a strategic SWOT analysis (Strengths, Weaknesses, Opportunities and threats analysis). PESTLE is an acronym for Political, Economic, Social, Technological, Legal , Environment factors, which are used to assess the market for a business or organizational unit. The PEST analysis headings are a framework for reviewing a situation, and can also be used to review a strategy or position, direction of a company, a marketing proposition, or idea. It is important to clearly identify the subject of a PEST analysis (that is a clear goal or output requirement), because an analysis of this type is multi-faceted in relation to a particular business unit or proposition - if the focus is diluted an unclear picture is produced - so the situation and perspective has to be clear when PEST is used to analyse. A market is defined by what is addressing it, be it a product, company, organization, brand, business unit, proposition or idea. So it should be clear as to how the market is being analysed.The PEST subject have a clear definition of the market being addressed, which might be from any standpoints like a product looking at its market.3 So let us look at LONDON EYE and its prospects of increasing its popularity not just in Britain but as one of the most popular global tourist attractions SCOPE This paper will be using the PESTLE or PEST tool to present the external environment affecting the promotion of London Eye as a global tourist attraction. The project needs to make use of at least two elements of the PESTLE Analysis tool. The political/governmental and technological elements will be discussed for the purpose while the environment and corporate social responsibility will also be touched upon. There's absolutely no doubt London Eye is steadily gaining popularity. According to31st March 2009 issue of DESTINATION, a tourist magazine London Eye has been voted Britain's top tourist attraction. Bev Fearis the writer says, "London Eye along with Cumbria's Lake District and Blackpool Tower has topped a poll of the destinations and attractions that Brits would choose to promote to overseas visitors following a survey of 1,000 people conducted at the Best of Britain & Ireland 2009 event in London. The event formed the grand finale to Visit Britain's British Tourism Week, which aims to raise national and international awareness of the size, value and importance of Britain's tourism industry."9 London

Operations Management Essay Example | Topics and Well Written Essays - 2000 words - 6

Operations Management - Essay Example Operations management is defined by Metters and Maruacheck (2007, p. 210) as the conversion of inputs into outputs, using physical resources in order to provide the desired utility of place, form, state or possession or a combination to the customer while still fulfilling the other organizational goals of efficiency, effectiveness and adaptability. Pilkington, and Meredith (2009, p. 190) further explain that operations management is basically concerned with conversion of inputs using physical resources. Nigel, Chambers and Johnston (2010, p. 3) defined operations management as a process of planning, organizing, controlling and directing the activities of the production function. Pilkington, and Meredith (2009, p. 190) argued that operations management is different from other functions of management such as personnel and marketing. He argued that there are several situations that marketing, personnel or other functions can be classified as operations. He holds that when other managers are involved in the physical distribution of products and services to customers, collection of marketing information or are involved in actual recruitment process qualifies them to be classified under operations management. The exclusion of marketing, human resource and other organization functions from the being classified as operations management is disputed by (Introduction to Operations Management) who offers a definition of operations.

Ultimate career catch Research Paper Example | Topics and Well Written Essays - 1500 words

Ultimate career catch - Research Paper Example Our main resource is your career preference. We use it to identify careers that best fit you and your current situation. We will take care of the research and analyze the pros and cons for each choice. This report will reflect different career choices, salary ranges, location areas, benefits, education requirements, and job description. Our research will provide tables and guides that will help you reach a conclusion. By the end of this report we will give our recommendation through strategic planning, researching, and analyzing of report to a rewarding career that will fit your career needs and wants. In this report, we utilize the average income from the last two years to determine what income expectation you can expect. Along with that, we compiled our findings in a table that will establish trends of each career movement and developed a wide-range of opportunities to help us determine the important benefits for each career. This will eliminate the unnecessary careers so we can se lect the ultimate career catch. The salary of financial managers basically depends on the type of industry and location. But the figures for May 2008 for the earnings of financial managers were $ 99,330 and the managers who weren’t at very high posts or at a very low post earned between $ 72030 and $ 135 070. Big organizations often pay more than small ones. Most of the financial managers also receive additional compensation from their companies. These compensations are in the form of bonuses, and they vary according to the size of company.

Different Aspects Of Patient Care Nursing Essay

Different Aspects Of Patient Care Nursing Essay To help me reflect upon my practice from my first placement to my second placement, I will use Driscolls model of reflection (Driscolls model 2000). Driscolls model uses three stages to help analyse practice; what happened; providing a description of the event, what have you learned; giving an account of how you felt at the time and what you have learned after revisiting the experience and finally your proposed actions for the future and how you are going to implement what you have learned from reviewing the experience (John Driscoll, 2011). Throughout this assignment I will be discussing different aspects of patient care which have occurred during my time in my first and second placement. To maintain patient confidentiality within my assignment I had to gain consent from patients, making them fully aware of why I needed their consent and how their information would be used, following the NMC code of conduct You must respect peoples right to confidentiality (NMC, 2008). During my assignment I will not be using the patients real names due to confidentiality but, I will be addressing them using Patient A and Patient B. Firstly, I am going to reflect on practice using Driscolls reflective model. The first stage is to describe what happened during my experience. While on my second placement, myself and a nurse had to bed bath patient A in a side room. The patient was in the side room due to having Clostridium Difficile (C-Diff) which was found after sending a loose stool sample. I had already gained consent from patient A for myself and the nurse to give a bed bath in accordance with the NMC code of conduct (NMC, 2008) and following this I went to collect the correct equipment to perform the task. As patient A had Clostridium Difficile they needed to be isolation nursed. We isolate nurse to prevent the risk of spreading germs to other patients and staff (NHS, 2010). Outside of the side room there were red aprons and gloves which needed to be put on before entering. Before entering the side room, it is essential to collect all equipment to avoid leaving the room unnecessarily. You need to put on a pro tective apron and gloves to prevent the risk of contamination to clothes and hands (Dougherty and Lister, 2011). Once in the side room, I explained to patient A what would happen. I encouraged patient A to be as independent as possible; however, patient A could only do little due to reduced mobility. I made sure dignity was maintained at all times by exposing only the part of the body I was cleaning. As patient A was less mobile, patient A couldnt fully assist with rolling; however, with support from myself and the nurse, we could roll patient A enough to clean the back and buttocks. To enable this to happen; I put patient As arms across their chest and gently rolled patient A onto their side, I provided support to patient A while the nurse cleaned and put clean sheets on the bed. During the task I communicated with patient A to ensure they felt comfortable, and to keep patient A informed of what myself and the nurse where doing. Driscolls model now asks me to analyse my feelings and what I have learned. Throughout the experience I felt confident in what I was doing as I had gained previous experience on my first placement; however, when I was on my first placement at a surgical ward I was asked to bed bath a patient with the assistance of a Health care assistant, I felt very anxious as I had never been in direct patient contact before and this was the first time I had been in a care environment. Although I had learned about the requirements of personal qualities and how to promote dignity and autonomy which is needed to assist with personal care in lectures at University, I had never put them into practice until my first placement. During this event I have learned what isolation nursing is and why we need to implement it if a patient has contracted certain infections. At first, I did not feel comfortable with the concept of isolation nursing as I had never come across this type of infection prevention and control procedure before; however, the nurse explained to me the importance of putting on a red apron and gloves before entering the room, and explained to me that I need to dispose of my apron and gloves in an orange clinical waste bag for incineration and to wash my hands thoroughly with soap and water before leaving the room to remove and spores, and explained that I should not use my alcohol gel in this situation as it is ineffective at eliminating spores. Infection Prevention and control is a term used to protect people from infections. It is used in healthcare to prevent patients acquiring those infections associated with health care and to prevent the transmission of micro-organisms from one patient to another (Dougherty and Lister, 2011). In the future, if I were to isolate nurse a patient, I feel I would be more confident as I now understand the importance of infection prevention and control procedures such as wearing protective clothing to prevent spreading infections and the process of discarding contaminated waste. On evaluation of this experience, I feel that my communication skills on my second placement have improved greatly from my first placement, as I am now feeling more comfortable with communicating with different people to help establish a therapeutic relationship, as this is very important when delivering patient care. I believe I communicated effectively with the patient and a therapeutic relationship was recognised. I will now reflect upon Organisational Aspects of Care. During my first placement on a surgical ward, I had to take many observations including; Respiratory Rate, Oxygen Saturation, Temperature, Blood Pressure and Heart Rate. On the surgical ward, immediately after surgery the above observations needed to be taken every hour. During my second placement, which was on a medical ward, observations are taken every 4 or 8 hours depending on the needs of the patient; however, if the Doctor or Nurse deems the patient to be at risk, the observations are increased. When carrying out all observations, it is vital the patients Early Warning Score chart is available, as this is where all observations are recorded. This assessment tool is divided into sections relating to the types of observation you are taking. Within the sections is a colour code to indicate if the recording is of no, low, mild or high concern. All observations need to be recorded, as anything that is not written down did not happen. When recording in official documents all information needs to be eligible and correct and needs to have the date and time it commenced (NMC, 2008). The first time I had to assist with taking observations, I was very nervous as I had never taken them before and was unsure of how to approach the patient as I had not yet formed a therapeutic relationship with them. I found it difficult to take patients temperature as I was not sure how far into the ear canal I should put the tympanic probe; however, I asked my mentor for advise and she said that what I was doing was correct which gave me more confidence the next time. With regards to the patients Early Warning Score, I always record each result as soon as it has been measured to make sure I do not forget, or mistake it for something else. When recording any result, it is vital to check if the patient has any parameters set, most patients on my second placement had parameters set. Patients would have parameters set if the EWS parameters are not specific enough to the patient. Once all observations have been taken it is essential to note whether the patient has an early warning score or not. If the patient does have an early warning score, it is imperative to tell a staff nurse immediately as this could be a sign of something severe. Measures and documents vital signs and responds appropriately to findings outside the normal range (NMC, 2010) Another observation which I found difficult was respiration rate. I learned at University to be discreet when looking at a patients respiratory rate, as, if the patient knows what you are observing, they are more likely to alter their breathing rate, which gives you a false reading. On my second placement, I feel more confident with taking observations; however, I still struggle with respiration rate. I now know that I can observe the patients breathing while checking their pulse; however, if they start to talk or their chest does not make significant movement I find it takes me a while. When taking observations now, I feel much more confident with the layout of the Early Warning Score Chart and knowing when it is necessary to inform my mentor or staff nurse. Over a period of time, my skills will develop sufficiently, and I will gain more experience helping me to understand what is appropriate for the patient; nevertheless, I feel as a first year student nurse, my skill level when taking observations, recording them and my knowledge of an Early Warning Score assessment tool is what it should be. I will now discuss Nutritional and Fluid Management in accordance to Driscolls reflective model. While on my second placement, a medical ward, I had to care for patients who needed assistance with eating and drinking. During meal times, some patients required assistance with eating and drinking, such as; cutting up their food into reasonable sized pieces which they could independently manage. On one occasion I was asked if I could feed a patient, to which I agreed. I already had my apron on, so I approached patient B to ask if it was OK for me to assist them with their dietary needs, to which they answered it was, I then proceeded to wash my hands to prevent contamination of infections (NMC, 2008), (NICE, 2012). I brought patient Bs dinner straight from serving to ensure it was hot and manoeuvred patient Bs table to a comfortable position for myself to avoid over stretching, and prevent spillage of food, then sat patient B upright in their bed to prevent choking and, made sure they w ere comfortable and presentable before starting to feed to maintain patient dignity and autonomy (NMC, 2012) .Throughout the meal time, I was careful not to rush patient B with their eating, and I encouraged them to drink plenty. I acknowledged when patient B wanted a rest, and when they were full, trying to encourage patient B to eat as much as possible before indicating the need to stop. Patient B had a food and fluid chart as they were at risk of malnutrition. A food chart provides suitable evidence of a persons nutritional intake which acts as a valuable resource for all members of a multi-disciplinary team; dieticians and nurses to assess whether a dietary treatment plan is necessary for the particular patient (Freeman, 2002). It was my role, once patient B had finished their lunch to complete the charts accurately. All through the experience I was very nervous as I had never assisted someone with food and drink, and I had not yet developed a therapeutic relationship with patient B. On my previous placement, a surgical ward, most patients were independent with food and drink so did not require support, or monitoring on a food chart due to the majority of patients having healthy diets, therefore I did not have a great opportunity to learn what they are, or how to fill them in correctly. However, on my second placement I had witnessed a health care assistant filling in a food chart, so I used my initiative to ask what they were and how you fill them in, so I knew what to do if a situation arose where I needed to complete it. As I had never assisted anyone with feeding before, I felt inadequate and uncomfortable in case I put too much or too little onto the cutlery or fed the patient slower or faster than they would usually eat. On reflection of this experience, I feel I communicated well with patient B to ensure I was appropriate with my actions and that I met their nutritional and fluid needs. I believe I completed the food and fluid charts accurately, leaving me feeling confident if a similar situation occurred. If this situation arose again, I now feel confident I know how to approach it, after gaining experience on my second placement with helping patients with food and drink. I now consider myself to have acquired the correct knowledge and skills to not feel inadequate as I previously had, and I now know what to do when assisting with feeds and completing the required charts, giving me more self-assurance when I approach patients. I will now reflect upon the skills cluster; medicines management comparing my first placement and my second placement as a first year student nurse. Throughout my two placements subcutaneous injections were commonly used. The injection I will be talking about is Tinzaparin because it was used on both the surgical and medical ward. Tinzaparin is a low molecular weight heparin and is used for the treatment and prevention of blood clots (British National Formulary, 2011). During my first placement; a surgical ward, Tinzaparin was frequently used and I had previously observed my mentor administering the injection. After observing my mentor, she asked if I would like to administer the injection, to which I agreed. I had never given an injection; only to a model when learning the technique in University, so I felt very apprehensive. Before giving the injection I would gain consent from the patient, explaining what I would be doing and where on their body I would be administering the injection as there are various places subcutaneous injections can be given. I would ensure I would not be giving the injection into the same sight as the previous day as this can affect absorption rate (Dougherty and Lister, 2011). The patient gave me full consent to give the injection into their abdomen so I would continue to prepare. Prior to giving the subcutaneous injection, I checked it was the correct; drug, dose, patient, route, date and time and if it was signed by a doctor. If this was all correct, I would proceed to cleanse my hands to prevent contamination of medication. To administer the injection I would gently pinch the skin to lift the adipose tissue away from the muscle, removing the needle sheath and inserting the needle into the skin on a 45ÃÅ'Ã…   angle then releasing the skin. I would withdraw the needle quickly and apply pressure with a cotton wool ball (Dougherty and Lister, 2011). After giving the injection I would make sure all sharps were disposed of correctly and all documentation was completed and countersigned by my mentor. When on my second placement administration of subcutaneous injections was common on the evening medication rounds. I now feel less apprehensive about giving a subcutaneous injection as I have had practice and my professional skills have developed; however, I feel I need to increase my confidence, which will happen after I have given more injections. This is my first time in a health care environment; I had never observed anyone giving injections before my first placement. I found giving an injection daunting, especially if the patient was underweight; however, my mentor on my first placement said my technique was OK which calmed me down and gave me more self-esteem. I am definitely happier with the technique of administering a subcutaneous injection and I no longer feel as hesitant as I did on my first placement. On evaluation of medicines management, if I were to give a subcutaneous injection again I would feel less anxious as I now have practice and all relevant paper work completed to say I am competent. Even though the practice in placement has developed my skills greatly, I do not feel confident giving a subcutaneous injection to an underweight patient. I would communicate more with the patient, putting them at ease with my ability to administer the injection and I will continue to use the correct technique shown to me in University. After reflecting on my practice from placement one and two of my first year as a student nurse, I now know what I need to do to develop my skills throughout my second year as a student nurse. To show my development I will keep an up to date portfolio of my achievements to provide evidence of meeting the required competencies. To develop my skills as a second year nurse, I will continue to work closely with my practice mentors and academic mentors, seeking help and advice when needed to ensure I am professional and knowledgeable in my career. I will gain more experience as a second year, participating in different aspects of a nurses role to help further my development as a nurse. At all times I will work within my limitations as a student nurse and I will abide by University and work protocols to maintain a safe environment for myself, colleagues and patients. I aspire to nurse patients in a holistic manner, having a greater input into decisions about patient care, putting into practice all what I have learned by implementing the essential skills clusters. I will continue to treat all patients as individuals, maintaining their confidentiality and building therapeutic relationships to ensure I am promoting their health needs.

The Modern Day Gikuyun Farmer :: Economics Kenya Agriculture Essays

The Modern Day Gikuyun Farmer The following are excerpts from a research project undertaken by Ramya Bavikatte on her Washington Semester at American University. Ramya traveled with her class to Kenya, where she learned more about the issues of small holder agriculture and the Gikuyun farmer. The purpose of this research project is to study the economic and social implications of smallholder agriculture in Kenya. The shift of smallholders from subsistence farming to cash crop farming created significant changes in the standards of living, social security, reproduction, and the sexual division of labor. With the strong social impact of commercial farming, many Kenyans are wondering whether they are materially better or worse off than they were thirty five years ago. One of the most evident ways in which commercial agriculture affects the Kenyan people is through ecological and land degradation. Due to the ever-increasing pressures put on the land, frequent aridity has led to greater risk of a bad harvest or even famine. Food relief to Kenya has become more common, therefore elevating the dependency on donor countries. Since a well-organized system of providing social security does not exist in Kenya, the best assurance of economic security comes through the ownership of land. In addition to the land security, commercial agriculture provides an inlet for added security through market extensions. Market extensions aid farmers and their families by providing loan and investment services. Unfortunately, the population boom in Kenya, as everywhere in Africa, means less land and agricultural opportunities; consequently, the increased rural density has forced people to seek work in the cities. Although the city dwellers have more control over their work conditions, they are by no means financially stable since the work will inevitably be in the informal sector. All the needs of the city dwellers must be met by cash payments, of which they rarely have enough. Perhaps commercial agriculture is not entirely to blame for the population boom. It could be considered, however, as a catalyst for industrializatio n. Industrialization coupled with commercial agriculture will exacerbate social tensions already in existence among the Kenyan people. Any shift towards higher productivity or income growth in the population as a whole must increase the range of wealth differences. Unfortunately, the economic gap between the North and South grows as wealth continues to transfer of the North's sector. The Natural Environment of the Gikuyu Farmer Gikuyuland makes up a large portion of the great East African plateau.

Chef Satisfaction Essay

The findings showed that employees’ job satisfaction directly and positively influences organizational commitment, but does not directly influence job performance. Employees’ job satisfaction enhances job performance only through organizational commitment. Internal marketing, empowerment and leadership also positively influence job satisfaction. Empowerment and leadership enhance employees’ organizational commitment. Internal job stress negatively influences employees’ job satisfaction and external job stress enhances employees’ job performance. According to the findings, this paper realized the main factors which influence hospitality industry employees’ job satisfaction, organizational commitment and job performance, which can function as criteria for human resource management in the hospitality industry. Key words: Hospitality industry, job satisfaction, organizational commitment, job performance.   With the change of the industrial structure in recent years, the output value of the service industry has become more than 70% of the GDP in most advanced countries (CIA, 2009). Thus, the service industry plays a significant role in national economic development. In 2008, as the world encountered a financial tsunami, the governments of different countries selected potential service industries and supported them with resources, in order to energize economic development. The hospitality industry is a typical service industry, and it is critical service industry around the world. In Taiwan, the scale of the hospitality industry has been increasing year by year. According to the Statistics Department, Ministry of Economic Affairs, in 2001 the business volume of the hospitality industry in Taiwan was NTD 261. 3 billion. In 2006 it passed NTD 300 billion and in 2009 it reached NTD 321. 7 billion. However, the hospitality industry refers to labor services and relies on manpower in areas such as production, delivery and restaurant service. Thus, the hospitality industry is mainly based on services. As mentioned in Bitner’s (1995) framework of the service marketing triangle, service providers play a critical role in the service industries. In service industry management, regarding the importance of employees, Heskett et al. (1994) proposed the framework of service profit chain. In the service profit chain, there are critical linkages among internal service *Corresponding author. E-mail: cccheng@mail. tcmt. edu. tw. Tel: +886-2-28102292 ext. 5009. Fax: +886-2-2810-6688. Tsai et al. 4119 quality, employee satisfaction/productivity, the value of services provided to the customer, customer satisfaction and company’s profits. This chain shows that internal service quality can enhance employee satisfaction, which will enhance employee productivity and further result in external service value and enhanced customer satisfaction. Finally, the company can make a profit (Zeithaml et al. , 2009). Therefore, satisfied employees make satisfied customers. Service personnel satisfaction significantly influences organizational commitment and job performance on customer satisfaction and corporate operational performance (Ladkin, 2002; Dunlap et al. , 1988; Tansuhaj et al. , 1988; Chowdhary, 2003; Yang and Chen, 2010). How to enhance service personnel satisfaction, organizational commitment and job performance is a critical issue in service industry management. In past research on employee satisfaction, organizational commitment and job performance, many scholars (Babin and Boles, 1998; Bernhardt et al. 2000; Van Scotter, 2000; Koys, 2003; Testa, 2001) have validated that employees’ job satisfaction positively influences job performance and organizational commitment. In studies on factors of employees’ job satisfaction, job performance and organizational commitment, the service profit chain proposed by Heskett et al. (1994) and service marketing management model indica ted by Tansuhaj et al. (1988) on overall service industry both demonstrated that management’s internal marketing activities produce job satisfaction and commitment to the organization. In addition, many studies have found close relationships between leadership, employee satisfaction, organizational commitment and job performance (Billingsley and Cross, 1992; Yammarino and Dubinsky, 1994; Burton et al. , 2002; Avolio et al. , 2004; Chen and Silverthorne, 2005). The above studies have mainly focused on the educational service industry, retail industry, manufacturing service industry, medical service industry and governmental institutions, but have not conducted indepth explorations on the hospitality service industry. Hopfl (1994) indicated that in the service delivery, firstline employees must be empowered to some degree in order to cope with customers’ special demands. Thus, job empowerment can be treated as important management to encourage first-line service personnel and immediately solve customers’ differential demands. Avolio et al. (2004), Caykoylu et al. (2007) and Chen et al. (2008) respectively conducted empirical studies on medical personnel and employees of the telecommunication industry, banking industry and postal industry, and found that empowerment positively influences employee satisfaction and organizational commitment. One issue worthy of further study is the extent of how empowerment positively influences hospitality industry employee satisfaction and organizational commitment. In addition, first-line employees face different customer demands and supervisor requirements, therefore job stress is a critical issue for them. Jamal (1990) and Jex (1998) suggested that reducing employees’ job stress could enhance employees’ job satisfaction and job performance. Williams and Cooper (2002) and Ouyang (2009) indicated that proper job stress would enhance employees’ job performance. In the hospitality industry, the influence of job stress from external customers and internal supervisors on employees’ job satisfaction and job performance is an issue worthy of further exploration. Based on the above, internal marketing, leadership, empowerment and job stress are possible factors of service industry employees’ job satisfaction, organizational commitment and job performance, and these factors are validated in various service industries. However, the outcomes in different service industries are not the same. For the hospitality industry, it is important to validate and analyze the influences of the above factors on employees’ job satisfaction, organizational commitment and job performance. Thus, this study intended to combine internal marketing, leadership, empowerment and job stress and proposed an integrated model of hospitality industry employees’ job satisfaction, organizational commitment and job performance. Hospitality industry employees in Taipei City were treated as the subjects, and the researcher probed into factors of hospitality industry employees’ job satisfaction, organizational commitment and job performance in order to function as criteria for management in the hospitality industry. LITERATURE REVIEW Job satisfaction The term â€Å"job satisfaction† was proposed by Hoppock (1935) who suggested that job satisfaction means employees’ emotions and attitude toward their jobs, and is their subjective reaction toward their jobs. The definition of job satisfaction is generalized into three categories: (1) Definition of generality: Job satisfaction refers to the affective reaction to one’s job as the most (Ozer and Gunluk, 2010). Job satisfaction, which is one of the most important necessities for an individual to be successful, happy and productive, is a feeling of satisfaction, that is, an outcome of the perception of what the job provides for an individual (Ay and Av aro lu, 2010); (2) Definition of difference: This refers to the degree of satisfaction and the difference between ndividual actual returns and required returns. For instance, Porter and Lawler (1968) suggested that the degree of satisfaction depends on the difference between a person’s actual returns and expected returns; (3) Definition of criterion framework: Peoples’ subjective perception and interpretation on objective traits of organizations or jobs would be influenced by individual criterion framework. According to Smith et al. (1969), job satisfaction is the outcome after a person interprets the job traits according 4120 Afr. J. Bus. Manage. o the criterion framework. The influence of certain work situations on job satisfaction is related to many factors, such as comparisons between good and bad jobs, comparisons with others, personal competency and past experience, etc. Job performance Kane and Lawler (1976) suggested that job performance refers to the record of the results when employees have practiced a job for a certain period of time. According to Schermerhorn (1989), job performance refers to the quality and quantity accomplished by individuals or groups after fulfilling a task. After a certain period of time, measurements of employees’ job performance could serve as criterion for promotions, wage adjustments, rewards, punishments and evaluations. Cascio (2006) suggested that managers must specifically define performance to allow the teams or employees to recognize the organizational expectations in order to fulfill the organizational goals. In other words, managers must set concrete goals, trace the fulfillment degree and evaluate the teams’ or employees’ performance. Van Scotter and Motowidlo (1996) suggested that employees with a high degree of job enthusiasm will demonstrate extra effort and devotion, and will actively seek out solutions to problems at work in order to enhance their job performance. Robbins (1998) divided the measurement of job performance into job result, job behavior and personal traits. Lee et al. (1999) divided job performance into efficiency, efficacy and quality. Efficiency refers to the employees’ output rate and is the ability to accomplish tasks before deadline. Efficacy refers to the employees’ goal accomplishment rate and proposals. Quality refers to the employees’ error rate and complaint rate, supervisor satisfaction, customer satisfaction and colleague satisfaction. This study suggested that in the application of this construct to measure hospitality industry employees’ job performance, efficiency should refer to the employees’ speed in customer service, efficacy should mean the accomplishment of tasks assigned by customers, and quality should mean the employees’ performance in customer service. As to measurement, Shore and Thornton (1986) indicated that self-evaluation allows individuals to participate in performance evaluation and serves as a criterion. Based on the above, according to the views of Lee et al. (1999), this study divided job performance into efficiency, efficacy and quality, and measured hospitality industry employees’ job performance using employee self-evaluation. Smith et al. (1969) proposed the Job Description Index (JDI) to measure job satisfaction, with the constructs including wage, promotion, job, supervisors and colleagues. Black and Gregersen (1997) found a positive correlation between job satisfaction and job performance. Organ (1990) suggested that when employees are satisfied with their work, they are willing to sacrifice themselves and devote to their organization. Organizational commitment From the perspective of attitude, Porter et al. (1974) indicated that organizational commitment is a person’s active and positive intention to identify with and internalize organizational goals and value. According to Reyes and Pounder (1990), organizational commitment is the strong belief and intention to identify with organizational value, devote to and stay with the organization. Mathews and Shepherd (2002) suggested that organizational commitment refers to workers’ attitude, behavior and connection between individuals and the organization. Guest (1995) indicated that organizational commitment is at the core of human resource management. It transforms traditional manpower management into the core of human resources. Organizational members’ attitude or intentions particularly indicate the importance of employees’ organizational commitment. Dee et al. (2006) suggested that organizational commitment is a person’s intention to devote to and be loyal to the organization. Lambert et al. (2006) suggested that organizational commitment is the structural phenomenon of trading between individuals and organizations. It increases with time, but it does not lead to a transferable investment outcome. Thus, in theoretical study and practical use, scholars have valued organizational commitment in human resource management. In recent years, many scholars have probed into organizational commitment from the view of Porter et al. (1974). Thus, this study also followed the above view and divided organizational commitment into value commitment, effort commitment and retention commitment. This study further treated these three constructs as criteria to measure hospitality industry employees’ organizational commitment. Definitions of these constructs are thus shown: (1) Value commitment: a strong belief and identification with organizational goals and values. 2) Effort commitment: the intention to devote more to the organization. (3) Retention commitment: a strong intention to continue being part of the organization. Internal marketing Internal Marketing (IM) is the process of handling staff as internal customers and projects as internal products that satisfy the needs and desires of the customers and adhere to the company’s goals (Berry and Parasuraman, 1991). Rafiq and Ahmed (1993) suggest that internal marketing involves â€Å"a planned effort to overcome organizational resistance to change and to align, motivate Tsai et al. 4121 nd integrate employees towards the effective implementation of corporate and functional strategies†. Joseph (1996) suggested that internal marketing is can be applied to marketing and human resource management, combining theoretical techniques and principles in order to encourage, recruit and manage all employees in the organization and constantly improve external customer service and mutual services. In addition, Ahmed et al. (2003) defined internal marketing as the emp loyees’ evaluation of the reward system, internal communication, training and development of the company. Internal marketing empirical research in the service sector has proven that internal marketing has influenced on internal customers (that is, employees) satisfactions. Berry and Parasuraman (1991) suggested that the advantages of internal marketing implementation in organizations are as follows: (1) To acquire and keep excellent talent; (2) to provide a common vision so that employees have job purpose and meaning; (3) to give employees the ability and knowledge to accomplish the work; (4) to encourage employees to share the results of teamwork; (5) to create job designs be based on the findings of marketing studies. The aforementioned views reveal that corporate implementation of internal marketing allows employees to enhance service quality, which increases the production and profits of the companies. The implementation of internal marketing in the organizations results in an internal service culture, raises service consciousness and increases profits (Parasuraman et al. , 1985). Based on the views of these scholars, internal marketing is critical for organizations and influences external marketing to further enhance customer satisfaction. According to the these definitions and based on the views of Rafiq and Ahmed (1993) and Ahmed et al. (2003), this study treated employee evaluations of reward systems, internal communication, and training and development of companies as criterion for measuring internal marketing of the hospitality industry. Leadership Leadership refers the process of influencing the team to accomplish the goals (Robbins and Coulter, 2005). Leaders are key success factors of an organization (Bass, 1985; Daft, 2002). Skillful leaders recognize and use the interpersonal relationships of the team and strengthen the members’ loyalty and morale. Effective leaders must learn skills such as patiently sharing information, trusting others and recognizing the timing of interventions (Steckler and Fondas, 1995). In recent years, numerous scholars have tried to discuss leadership from new perspectives. New studies of leadership theory have particularly stressed the influences of demands between leaders and subordinates, the interaction of personality traits and situational factors on leadership (Bargal and Schmid, 1989). Corporate leaders must select a proper leadership according to their subordinates’ different demands for supervision, in order to enhance employee satisfaction and fulfill expected goals. Bass and Avolio (1997) divided leadership into transformational leadership and transactional leadership. In transformational leadership, subordinates trust, respect and are loyal to their leaders. Leaders can develop their subordinates’ potential and enhance their confidence by changing their values and beliefs in order to increase their organizational commitment, intention and motivation to create exceptional outcomes. Transformational leadership can be divided into ideal traits, ideal behavior, the encouragement of inspiration, and the stimulation of wisdom and individual care. In addition, transactional leadership means leaders and members remain in the process of negotiation and mutual benefit instead of a persistent one-purpose relationship. Social exchange theory is treated as the theoretical base. When subordinates act according to their leaders’ expectations, they will have returns with a specific value. Transactional leadership can be divided into contingent rewards, and active and passive exceptional management. Most quantitative studies on leadership have created questionnaires using the MLQ scale designed by Bass and Avolio (1997). The MLQ scale includes two constructs (transformational leadership and transactional leadership). This study also designed a leadership questionnaire for the hospitality industry according to the MLQ scale. Empowerment Empowerment signals a transition away from traditional development that confined people’s role to that of passive recipients, effectively rendering them dependent on handouts in the form of foreign aid (O’Gorman, 1995). Bowen and Lawler III (1992) define empowerment as sharing with frontline employees four organizational ingredients: (1) Information about the organization’s performance; (2) rewards based on the organization’s performance; (3) knowledge about contributing to organizational performance; (4) power to make decisions that influence organizational direction and performance. Murat and Thomas (2003) suggested that empowerment does not simply refer to telling employees that they are empowered, but aims to allow the employees to recognize what power has been authorized. Boudrias et al. (2004) suggested that in managerial circles, empowerment application includes two types: (1) Empowering the responsibility of decision-making to subordinates while emphasizing rich work environments 4122 Afr. J. Bus. Manage. and diverse authority, information, resources and support, and providing the opportunity to learn in order to improve performance; (2) psychological empowerment, which refers to employees’ experiences of empowerment that are inferred as a mediating variable of empowerment and expected results. According to Sherman (1996), empowerment acknowledges that employees have the power to change in order to encourage employees to increase their competency. Kanter (1993) suggested that empowerment can keep employees from feeling helpless. Organizations could thus reduce negative effects such as low morale. The most significant effect of empowerment is to enhance employees’ abilities and self-efficacy (Conger and Kanungo, 1988). Bowen and Lawler III (1992) suggested the advantages of empowerment for organizations below: (1) To rapidly respond to customer demands and questions; (2) a high degree of employees’ job satisfaction; (3) positive interactions with consumers; (4) employees with creative thoughts; (5) the creation of loyal customers. About the definition of psychological empowerment, Spreitzer (1995) defines this concept as the psychological state that employees must experience for managerial empowerment interventions to be successful.

LG paper Essays

LG paper Essays LG paper Essay LG paper Essay LG paper BY rlyt1001 LG is a multinational electronic company that is South Korean. The headquarters is located in Yeouido-dong Seoul. This company is broken up into 5 divisions; home entertainment, home appliances, air conditioning, and energy solutions. LG was established in 1958 as a company called Gold star, which eventually merged with a company Lucky, creating lucky Gold star not Lifes Good which is the slogan. Lucky was the home appliance side and Gold star was the electronics side. Now LG is a multi billion dollar company that provides the 5 divisions world wide is ecognized as one of the best in each division. LG is very competitive in the markets of TVs, cell phones, refrigerators, and washers/ dryers. They are the second largest manufacture of TVs in the world, right under samsung. They are also the fifth largest phone company by unit sales. They have reached this spot in the world by providing an excellent product and also advertising. LG advertises through, TV, internet, sale promotions, and events. Their distribution strategy is through retail sales, online, and catalogs. Retail sales is where most of their sales are made; this is because knowledge of the product can be sserted so consumers will confidently by the LG products. Since LG is not as well known as their main rival Samsung, Lg prices their products around the same/ little less. Samsung and LG are both headquartered in South Korea and have been rivaled since their birth. So LGs competitor (Samsung) strengths are that they are more well known, a larger company, and the leader in technology. However, Samsungs weakness is their higher prices for very similar technology. LGs target market is mass; they are advertently after the whole human race. But are swaying towards a premium market in cell phones; targeting the youth. LG knows that cell phones will soon replace laptops, tablets, cameras, tVs, etc. To wrap everything up, below is LGs Swat Analysis. SWOT Analysis Strength 1 . Wide range of products to serve all categories and a strong focus on technology and quality 2. Effective localization of product offerings for growth markets like India, Brazil, China 3. Brand offers sound rational appeal good product features and good value for money 4. Good after sales service and wide distribution network 5. Subsidiaries enjoy independence in decision making and hence have flexibility in dapting to the local market 6. Sponsorship of sports and entertainment events enhances visibility 7. It has nearly 100,000 employees and is one of the top mobile manufacturers Weakness 1 . Brand lacks influence in the opinionated segment of early adopters especially in the social media environment 2. Brand has limited market share compared to market leaders Works cited: Lee, joseph . LG the company LG HISTORY. (2013): n. page. web. 12 sep. 2013.. Whitehurst, Jason. The History Behind LG. Electronics. (2013): n. page. Web. 12 Sep. 2013.

Changing Gender Roles Research Paper Example

Changing Gender Roles Research Paper Example Changing Gender Roles Paper Changing Gender Roles Paper The important norms of life divide the people in different categories and groups depending upon the race, religion and age. There is another category that is most of the times simply irresistible to be forgotten which is the gender division. It is the just the instant reflex that makes the males and females to observe the difference during any kind of confrontation. As these issues stand by Sociology plays an important role in describing how the gender roles are devised and how they change as the time passes by. More or less the difference lies in the beliefs of the society including interpretation of different situations and the stereotyping that leads to certain conclusion at times (Wallace Alison, 1995). Gender Roles: Social learning theory works for the socialization. Social learning theory is described as the process in which a person from its birth learns different aspects of life including behaviors and responses to the behaviors as he sees (Giddens et al, 2007). Socialization is therefore a process in which the person learns how customs, environment and laws work in society. Gender socialization is the focused form of socialization and allows the grooming of different sexes into individuals and how they are supposed to play their roles according to their genders in the society. Defining of the gender roles is an important in how the society works. Looking into the developed countries of the world, the gender roles are often termed towards discrimination but still the conventional roles of the women have changed considerably for both males and females. A persons gender role encloses many different elements including the way of clothing, styling etc. and the differences in these roles have alwa ys continued over time (Christie-Mizell, 2006). The division of the roles has been, historically, based on males and females but different gender roles have emerged overtime as well. Changing of gender roles has been a quite continuous process. Males and females trying to avoid their personal strengths of being a specific sex have changed. Research followed in Western countries have shown that the females have become lot more vulnerable and hollow in their approach towards their main role of bearing child and work domestically. The progressive approach has made them to deviate from their roles considerably causing the momentum to be shifted away from the equilibrium that requires stability (Giddens et al, 2007). Even the role of males has changed in most parts of the world as well. Gender Roles in America: The civilization has played an important role in the cultural aspects of the country where the gender role reformation has taken place in recent years. The formation of the laws always stood against the females as they were never allowed to take part in active politics and they didnt have the right to vote. More importantly the females were more degraded than this specific reality as they were not even considered a responsible part of the society and were treated quite disgracefully. Though they were bearing children and were good at domestic works but they require more than these things in their life. Thus it seems that the changing in the gender roles was quite inevitable for them as they wanted to revitalize their gender so that they can be viewed differently (Scott Braun, 2006). After considerable work done in the history by some females, they gained a respectable stature in the society. They were allowed to gain education and move freely into the markets and everywhere. The social aspects of this new role have placed various questions upon the conventionality of the gender roles which are very far away from each other. The important point is the equality which has played a major role in the shaping of lives of both sexes. The males and females have come at direct confrontation with each other considering both of them as enemy of each other. This particular statement has made both sexes to move away from their main role and they have tried to invent things of their opposite gender into their own. Those who agree with these changing of roles describe this as a healthy change which could provide prosperity to the society but the socialization has predominantly been affected. The women now have achieved respect; they are now in fashion and media and are running side by side with men. They have taken job positions which few years back would have been only appropriate for men. They even try to gain access to these jobs because this is the way they feel secure whereas the males have continued to show their dominance by going into wars, running the business and taking responsibility of the family in previous years are now having direct competition from the females (Connell, 1987). The critics of these changing in the gender roles describe it as a curse which is causing the natural phenomenon to worn out without benefits and with serious consequences. The people are no longer interested in marriages and having families rather than work for money. They are just moving away from the basic means of life. The inclusion of stress, pain and sleeplessness with the essence of loneliness has made the whole American society to become solvent in the current society. The birth rates are going down, new born babies are not having the right kind of learning scenarios and the gender differentiation is causing the frustration as well (Andersen, 1993). The discrimination and racism has also increased considerably against the women. Many men are still unable to realize the reality that females now hold equal rights and require respect. When this happen they are going around the way and try to gain the dominance by either beating or by other measly actions. This has caused the ra tio of domestic violence to gain as well. The families and household structures in America have changed considerably therefore. The females are not confined to the homes only and the males are not confined to offices only. Males also take the responsibilities for the growth of their children when their wives are doing office works. This is where the sociological aspects of the America have changed quite a lot. The gender discrimination might not be present on a larger scale and at one place where they have provided good results, bad results are also present. Gender Roles in Hong Kong: Hong Kong has a very strong cultural and sociological structure. The Chinese structure of the families play an important role in the Hong Kong culture where the gender roles are changing but they are being kept at a steady pace (AU, 1993). Though with recent advancements in the field of science and technology and the industries, the progressive approach around the world have required some changes in Hong Kong as well. Chinese remains a great follower of their family cultures. The women are devised to raise the families but there are many examples where they are quite active in the work as well though the ratio of respect for the elders and the males is quite more than that is present in the American culture. Chinese believe in providing better services to their grandparents more than in the American culture. The combined family system is still applicable in various parts of the country as opposed to the American society where the grandparents are stuck into the old age houses. The gender roles in Hong Kong have never been hyped before the 1980s. The country gained these propositions from the fueling from the United Nations about the human rights of the women. After these incidents, the gender roles started to change but less gradually than any other country in the West. The gender roles were clearly stereotyped since recently. Today, Hong Kong has placed various complications in their system which not only provides right to the women but also the freedom to choose whatever role they want to attain regardless of their gender importance (AU, 1993). Women are present in politics, in businesses, in social welfare and then there are those who are actively taking part in the domestic role for their families. The understanding of the role basically depends upon the individual. The stereotyping can become an important factor to provide easy access to the decisions. Difference in Gender Changing Roles in Hong Kong and America: At this point we are much clear about the gender roles in traditional as well as modern American society. Situation however, is very different in Hong Kong. Hong Kong is still is in the transition phase when view in terms of changing gender roles. In terms of traditional gender roles America and Hong Kong are much similar. America being a liberal nation showed less resistant to changing gender roles than Hong Kong. Things are on the go in Hong Kong too, but it has been observed that resistance factor still creating many hurdles. Men here still want their wives to stay at home and perform the household hold duties and domestic chores. Eventually, media played a very positive role, employers are creating jobs for women, and equal employment opportunities are available in most if not in all organizations. Despite of all these facts, Hong Kong is still far behind. . Many researches highlighted different factors which are still to be addressed. Issue has been discussed widely too, may be youth can make it possible. Different studies has been conducted to have an inside towards genders inequality, it is derived from these studies that the textbooks offered to students (even at primary level) intends to believe in stereotypes about men superiority. Portrayals in different textbooks highlighted men as social person and women as household manager (Au, 1993: 13). Apart from this, women are repeatedly under presented in the textbook character portrayal. When these children were asked about their perception towards gender they replied as expected (Au, 1993: 18). Now the question arises if teachers, parents, principals and publishers are aware of what they are intending their children to learn, or not. These types of activities are the clear wisdom of the intensions of Hong Kong policies towards gender inequality. Conclusion Americans are leading the world, not because they have adequate resources to do so, because they care about the issues and try to trigger that out. They are liberal towards human rights and believe that both men and women have capacities to perform duties traditionally symbolize to one. Hong Kong on the other hand is not paying attention to what we can say call of Time. Increasing number of women physicians, judges, teachers, scientists are the resources of America. Though we know, Americans still have to do a lot towards actual gender equality and ideal changing gender roles, they have to rectify the pay inequality, they need to increase the number of women in top level management to show that women can do almost everything associated to men, traditionally. This is the wakeup time for Hong Kong Government to educate their people towards changing gender roles and to create equal employment opportunities with positive intensions. Women of this era are not t all less than man. At this stage, we need to promote and encourage gender equality and equal employment opportunities and to do this first we need to introduce more gender equality curriculum. Otherwise, we will remain behind not only from America but from other nations too. This is not an easy task as we dont know how much this gender-based curriculum penetrated in our upcoming youth. Policy measures are required at organizational level both in education and business organization. Apart from curriculum and equal employment opportunity, media should be the source to educate people. Power of media can be use as an opportunity to educate people quickly and effectively.

The variables in the survey Essay Example | Topics and Well Written Essays - 1250 words

The variables in the survey - Essay Example Such would be the areas that would need attention in order to beat competition. The column significance F has the associated P-value. If it is > 0.05, then, at significance level 0.05, we do not reject the H0 that in the equation y = ÃŽ ²1Â  + ÃŽ ²2Â  x, ÃŽ ²2 = 0 as this would not be the case. In our case we have 9.69379E-08. 2.222498604 represents the Y intercept and 0.27006447 gives us the independent variable. That means that an increase in bargain sales by 1 unit causes attitude towards the mall to change by 0.27006447. The column significance F has the associated P-value. If it is > 0.05, then, at significance level 0.05, we do not reject the H0 that in the equation y = ÃŽ ²1Â  + ÃŽ ²2Â  x, ÃŽ ²2 = 0 as this would not be the case. In our case we have 0.000648 hence we reject the H0 as this is The Normal Distribution plot for both variable 21 and 25 show points that fit in the normal line. That indicates that the data is normally distributed. The residual plots for both variables also show a random pattern of the points which indicates a fit for a linear model. That shows that there exists a linear relationship between these variables and the attitude formation. On the other hand, the Histograms show a truncated curve, with the peak near the edge. The histograms trail off gently to the left side indicating that part of the distribution has been removed during review. The column significance F has the associated P-value. If it is > 0.05, then, at significance level 0.05, we do not reject the H0 that in the equation y = ÃŽ ²1Â  + ÃŽ ²2Â  x, ÃŽ ²2 = 0 as this would not be the case. In our case we have 0.072269 hence we do not reject the H0 as this is > 0.05. The column significance F has the associated P-value. If it is > 0.05, then, at significance level 0.05, we do not reject the H0 that in the equation y = ÃŽ ²1Â  + ÃŽ ²2Â  x, ÃŽ ²2 = 0 as this would not be the case. In our case we have 0.243316

Basseri of Iran Research Paper Example | Topics and Well Written Essays - 2750 words

Basseri of Iran - Research Paper Example As the study of the social structure of the Basseri tribe by Barth (1961) is one of the classical examples of the research in the field of ethnography of nomadic peoples of Iran, it is instructive to closely analyze the modern state of the Basseri people. In this essay, I will deal with the various aspects of social life of the Basseri, focusing on their subsistence patterns, but paying appropriate attention to their kinship practices, social and political organization. Accordingly, the essay will be divided into four sections in which the relevant aspects will be analyzed. My basic argument with regard to the Basseri is that they represent a stage of development transitional between the primitive lineage form and more developed chiefdom organization, which is itself a necessary prerequisite to the fully stratified society, and the organization of the essay will reflect that argument.