A Qualitative Methodological Approach Through Field Research

Research in social science allows us to formulate and seek answers about the real world (Singleton and Straits, 2010, p. 1). William Whyte’s study can be described as a qualitative methodological approach conducting observations through field research. A qualitative methodological approach relies on observations rather than quantifiable evidence such as numbers and statistical analysis. Whyte initially hypothesizes that there is a correlation where the Sun plays a factor on where people decide to sit or not to sit. Whyte’s team, the Street Light Project, installed cameras with a time-lapse coverage of a cross-section of spaces consisting of 14 plazas and 3 small parks. The main technique employed was simple and direct observation. The entities under study are referred to in social research as units of analysis (Singleton and Straits, 2010, p. 81). Entities can range from individual, groups, organization, objects or events. In the film, Whyte observes plazas, play areas, parks and open spaces in New York City. The explanatory variables that were present in Whyte’s study were dependent and independent. Whyte’s dependent variables were where people sat and people’s activities throughout the day. Whyte’s independent variables were temperature and time of day. This information gave Whyte the foresight on why some public spaces work and why others do not. Sociability was a determinant factor because it illustrated the popularity of a plaza by the high proportion of people thatShow MoreRelatedResearch Methodology For Academic Journal Articles1268 Words   |  6 PagesMoreover, the types of research questions and its understanding can be significant in determining the research methodology. Abstract The primary goal of this study is to systematize the knowledge in the area of different research methodological approaches applied in academic journal articles, assess their usefulness and present the results of the analysis. Key words: qualitative research, quantitative research, mixed method research Introduction Defining a case study method indicates the problemRead MoreResearch Philosophy And Approaches On Research1251 Words   |  6 PagesResearch philosophy and approaches Defining a case study method indicates the problem and entails finding a solution to solve it. However, to answer the research questions it is vital to demonstrate deep consideration of the elements related to particular research design, and to show the ability to reflect upon research philosophy and approach to theory (Easterby-Smith et al., 2012; Eisendhardt, 1989). 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They are interested in finding answers to questions that focus on the â€Å"social construction of experience and how meaning is created† (Cooper White, 2012, p. 15). However, quantitative researchers â€Å"emphasize measurement and analysis, and focus on product rather than process† (Cooper White, 2012, p.Read MoreMixed Methods8561 Words   |  35 PagesCross Business School 2011 Mixed method research designs: a case study of their adoption in a doctor of business administration program Peter John Miller Southern Cross University Roslyn Cameron Central Queensland University Publication details Post-print of: Miller, PJ Cameron, R 2011, Mixed method research designs: a case study of their adoption in a doctor of business administration program , International Journal of Multiple Research Approaches, vol. 5, no. 3, pp. 387-402. Read MoreThematic Analysis : Data Driven Inductive And Sociological Contexts From The Constructionist Perspective Essay1060 Words   |  5 Pagesinterviews and policy documents. Thematic analysis is an encoding qualitative information process, involving discovering, interpreting and reporting themes within data (Boyatzis, 1998, Spencer et al., 2014). Braun and Clarke (2006) propose decisions of ‘inductive or deductive’, ‘semantic or interpretative’, and ‘realist or constructionist’ for applying thematic analysis methods. This thesis applies the data-driven inductive approach, which explores the model of home care in urban China to refine theRead MoreA Critical Discussion On Gender, Masculinity, Power, And Gender Politics1656 Words   |  7 PagesA Critical Discussion on the Ways in Which Sociologists Attempt to Study Aspects of Gender In order to study gender, sociologists must adopt particular research methodologies and examine certain theoretical perspectives when conducting research in gender. The study of gender is broad and consists of many different aspects regarding masculinities and femininities including hegemonic masculinity and the concept of ‘doing/undoing gender’. These aspects of gender and the methodologies adopted by sociologists

Why Absolutely Everybody Is Talking About Compass Test Essay Topics and What You Must Do

Why Absolutely Everybody Is Talking About Compass Test Essay Topics and What You Must Do The Number One Question You Must Ask for Compass Test Essay Topics All things considered, this book offers 150 practice issues and targets several of the critical elements of math required to attain success on the COMPASS. With its effective practice tests and comprehensive explanations of the answers, it's no wonder why this book is just one of the primary practice-oriented COMPASS test study guides that can be found the marketplace. Colleges also use the tests to recognize certain areas a student may need remedial assistance. Preparation is essential to getting the score you're aiming for. Once you click Finished Editing, you can't go back to the passage. Compass Test Essay Topics Help! Even should a question asks about a particular portion of the text, it can be valuable to re-read a small bit before and after that part so as to obtain a concept of context. An answer will gradually come to you. Guessing is not likely to lead to success. Don not panic if you find a question that appears especially challenging. Remember, however, that all notes are going to be taken at the close of the test. The best thing regarding these flashcards is they take large quantities of information and transform them into digestible bits of information which are simple to retain. After discovering our website, you will no longer will need to bother friends and family with these kinds of requests. Next, take into consideration how you should organize the info. If you have trouble viewing the document, you can download the document. What to Expect From Compass Test Essay Topics? At our essay support, essays are always delivered in a brief moment. Likewise there may also be extra punctuation in some sentences, and you have to be competent enough to recognize the errors. We understand how to deal with the writing process easily. Get assistance with your writing. These help you realize why you were wrong and the way to proceed wit h your study program. The outline should incorporate the principal argument, in addition to the reasons and specific examples that support the principal idea. Insurance policies and health care should be offered for the masses at no cost, since it is in some nations. Nj small small business health plans. Top Compass Test Essay Topics Choices No matter the school board's decision, it is going to have an important effect on the students' lives. An overwhelming bulk of the students favor such a shift. Now that you've brainstormed, it's time to settle on a position. Other folks argue that knowing more than 1 language will be crucial for financial survival in the close future. Compass Test Essay Topics Explained Students are permitted to use calculators that satisfy the ACT calculator specification. You'll get your scores instantly as soon as the test is over. You're now prepared to read more about why you ought to study for the test and about strategies that will allow you t o score higher. Before you test, make certain to review. There's some controversy over whether American students ought to be asked to take foreign language classes in school. Regardless of what you're studying in college, decent writing skills are indispensable. Check with your school to decide what you have to bring to the test. Take the time to read through and polish the essay to increase your odds of making a greater score. Proponents think that Americans, generally, aren't physically fit, and higher school is a vehicle whereby good health habits can be fostered. Please review the aforementioned procedures with your child and when you have any questions, please contact the principal office. However, you can be certain that you're getting a fine work for the price tag you're paying. Our customer support will gladly tell you whether there are any special offers at the present time, in addition to make sure you are getting the very best service our business can deliver. Below are a few examples of conclusions for quite a few topics. Neatly make insertions if you've left out important details. You don't have to be concerned about your personal details that may be viewed, as we handle the matter on a safe network. Omit less important particulars and don't elaborate. This paper focuses on the comprehension of someone's political orientation utilizing the Political Compass'. If you're requested to compare and contrast, be certain to do both. You might even have the time to rewrite the essay entirely, so that you are able to enhance its content and visual appeal. Review methods for using reference materials in your writing and learn to compose a great essay in a brief period of time.

Managing Workplace Diversity Religion and Gender

Question: Discuss about theManaging Workplace Diversityfor Religion and Gender. Answer: Diversity refers to the presence of differences between people in the organization based on age, race, personality, tenure, education, religion, gender and more. Diversity is important in the workplace as it helps in building great reputation for the company. The aim of this paper is to develop a clear understanding and plan to cater for the cultural differences (Peretz, Levi and Fried 2015). The opportunities and challenges faced by the employees are clearly stated. Cultural diversity refers to the group of individuals belonging to different societies or cultures. Cultural diversity includes variances in language, race, religion, ethnicity and others (Boehm and Dwertmann 2014). This paper aims at identifying and reflecting on the benefits and challenges of cultural diversity in the modern organization. The benefits such as developing a competitive workforce, increasing efficiency, innovation and productivity are identified. Further, the challenges such as team communication and empl oyee motivation are determined. These challenges shall be transformed into opportunities for value creation. The paper also provides recommendations following which the organizations can maximize value creation. Further, a business case is formulated for the chosen organization. The organizational factors as suitable for the organization are examined. Analysing the big picture environment, the two business challenges where cultural diversity might become influential are poor team communication and low employee motivation. In the business world, competition is the most common challenge faced by the organizations. Cultural diversity is important as it helps the business in being more profitable and competitive (Boekhorst 2014). Diversity does not mean simply having a heterogeneous workforce but is s also about developing new products, services and business concepts. The managers realize the need of diversity in the workplace to conceive new ideas and opinions. This can add to the competitive advantage of the business. However, the concept of cultural diversity may be a failure as it brings significant challenges in terms of team communication. Professional communication is misinterpreted and difficult to understand due to different language and culture. The communication style in the Western cultures is less discrete when they prese nt their message (Mor-Barak 2013). Therefore, the communication between a Westerner and non-Westerner can cause confusion in the workplace. Although the diverse cultures add to the cohesiveness of the organization, but the perception causing confusion may hamper the productivity. Accents and fluency is an obvious challenge in a diverse workplace. Although English is the standard language across the globe, but the people not speaking English may go unnoticed and unappreciated. The employees may become less motivated as a team player and the organization may seem to have a fail in profitability (Brunow and Blien 2014). According to Guillaume et al. (2015), diverse teams are highly productive and can give better results. The diverse teams boost problem-solving capacity and result in higher productivity. When the employees work in homogeneous teams, they may be willing to settle for the status quo. Diversity can help the team stretch in a positive way and help them achieve their best. Motivation is necessary in the workplace and the managers may require extra skill to motivate changes in the culturally diverse workplace. It is difficult to understand and motivate the behaviour of employees whose culture, values and background are different (Hoecklin 2016). Motivating the employees of one culture may be de-motivating the employees of another culture. Therefore, motivation is considered as another business challenge for the managers. The reward systems and motivational standards may be based on the origin of the company. There may be decline in employee satisfaction and efficiency if the motivational n eeds are not met (Hajro, Gibson and Pudelko 2015). In my own organization, there have been cases or circumstances in which the challenges such as poor team communication and low employee motivation were encountered. As the organization is Australian, the main language spoken is English. As the organization encourages diversity, there are employees belonging to the China and India. There are numerous employees speaking Mandarin and Hindi. As both are Eastern countries, the language spoken and culture followed varies from that of the West. There have been situations in which different teams were formed in the organization. To achieve common goals, the team members were expected to work together in unity. It was noted that every team comprising of 10 members had people with different strengths and talents. The teams included employees who belonged to different origin such as India or China. The quality of communication is a key concern in the cross cultural teams. Certain forms of slangs or colloquialisms lead to misinterpretations resu lting in team conflict. The organization faced troubles with accents and fluency causing interpersonal conflict and frustration among employees (Guillaume et al. 2015). It was also noted that the Indians and Chinese who tried to put forward their opinions were set aback as their ideas could not be well perceived. When they tried to convey their ideas in the best possible way, they wanted to say it in Hindi or Mandarin that could not be understood by the other team members. Therefore, the employees of different culture had low motivation as their innovative ideas were disregarded (Hoecklin 2016). Motivation is regarded as a key aspect to boost employee productivity. There have been situations where the motivation and reward systems have been appreciated by one, but unappreciated by the other. Australia tends to place greater emphasis o individual compensation package, rewards and personal career development. However, the Indians and Chinese tend to value collective rewards and steady progression. It was found that the Australians performed better when they were individually rewarded and had personal opportunities for growth. However, the Chinese and Indians in the team performed better when they received seniority and promotion based on teams rather than individuals (Mor-Barak 2013). Value can be created by admitting the existence of differences between the cultures. Open communication must be promoted and training can be provided to the employees belonging to the Indian and Chinese origin so that they can present their thoughts in the best manner possible. They shall be made acquainted with the foreign culture. Not only the other culture, but the Australians must be taught about the Chinese and Indian culture so that there is mutual respect (Boehm and Dwertmann 2014). Also, value can be created if the Indians and Chinese are motivated and rewarded based on high performance teams. This shall instigate the right enthusiasm and keep their motivation level high. The Australian team members can be given opportunities for personal career development and provided with competitive remuneration as it works best for them. Therefore, following the above ways, the challenges can be transformed into opportunities (Nederveen, van Knippenberg and van Dierendonck 2012). The business case for diversity needs to be created as it connects the workforce diversity and workplace outcomes. There are four operating levels of diversity management: shareholder value, stakeholder value, regulatory context and global value chain. At the shareholder value level, the organization follows single bottom line approach. The organizations measure the contribution of diversity to return on investment, resources or profitability (Boekhorst 2014). At the second level, stakeholder value focuses on triple bottom line in which the organizations measure the contribution to profitability, employee satisfaction at work and sustainability of the ecological environment. At the regulatory context level, the organizations link the relevant legislation to the benefits of diversity by taking forms of political, legal, economic and industry regulation. In the last stage, global value chain connects the diversity management to national and international differences by enhancing cross- national learning (Suedekum, Wolf and Blien 2012). Analysing the characteristics and features of the organization, my own organization focuses on triple bottom line. The impact of diversity is focused on people leading to customer satisfaction, turnover rates and employee satisfaction. The impact of diversity is focused on profits as it shall increase the return on investment. Further, the planet is saved by focusing on the ecological considerations (Podsiadlowski et al. 2013). The organization presents a case in which it considers multiple stakeholders in shaping the business case for diversity. The organization runs awareness and development initiatives, partnerships, employee networks and mentoring to promote gender equality and awareness about diversity related issues. The organization launched a forum for development of talent that encourages the employee of other cultures to disseminate professional development through networks (Peretz, Levi and Fried 2015). Organizational factors refer to the factors such as organizational culture, stress, leadership, communication, work design environment and decision making. Organizational culture is important as it control the way in which employees behave in the organization. Organizational culture decides the manner in which employees interact at the workplace. Organizational culture enhances the competitive standards and motivates the employees to perform. The employees must be treated equally and no one should feel neglected or left out at the workplace (Peretz, Levi and Fried 2015). The leadership initiatives must be taken for diversity management. The leaders must integrate the diversity practices into all processes of the organization so that they can develop, identify and advance talent. Strong leaders create an environment where people dont need to get into that defensive posture, or when they do, they pull them back out of it. Another factor is communication that helps binding the employees together. The employees need to discuss and brainstorm ideas that shall help the organization outshine its competitors. Individuals need to communicate effectively to know about each others customs, traditions, religions, culture and so on (Podsiadlowski et al. 2013). A few recommendations are provided to present a strong business case and convince all organizational actors about the importance of diversity management. The organization must involve in gathering information, monitor and analysing activities to formulate a particular business case. The individual, organizational and national level of data must be collected while assessing the social, economic and environmental impact. The organization must develop short-term and long-term visions. Training programmes can help in tackling stereological beliefs. Diversity training can help in educating the employees and training people of different backgrounds. The needs such as learning English language thoroughly while working in the organization, resolving team conflicts and enhancing employee motivation. Diversity training can help counter the challenges and transform them into opportunities. Although an employees belief cannot be changed completely, but it shall impart knowledge, increase awarene ss and accept differences among fellow employees (Peretz, Levi and Fried 2015). The political, social and ethical barriers can be broken down if the employees work together as a team. A diversity program can be initiated by identifying the sponsors and stakeholders. Surveys can be conducted to analyse the behaviour including change management, cultural awareness, conflict resolution and dealing with gender issues. The managers must resolve minor incidents before it becomes huge. Avoid dividing people into categories, as this tends to reinforce the idea of the exclusion, rather than promoting inclusion. Greater focus must be on developing good communication (Nederveen, van Knippenberg and van Dierendonck 2012). Conclusively, cultural diversity refers to the group of individuals belonging to different societies or cultures. Diversity does not mean simply having a heterogeneous workforce but is s also about developing new products, services and business concepts. The communication style in the Western cultures is less discrete when they present their message. Accents and fluency is an obvious challenge in a diverse workplace. When the employees work in homogeneous teams, they may be willing to settle for the status quo. There may be decline in employee satisfaction and efficiency if the motivational needs are not met. As the organization is Australian, the main language spoken is English. There are numerous employees speaking Mandarin and Hindi. The teams included employees who belonged to different origin such as India or China. The organization faced troubles with accents and fluency causing interpersonal conflict and frustration among employees. It was found that the Australians performed better when they were individually rewarded and had personal opportunities for growth. The Australian team members can be given opportunities for personal career development and provided with competitive remuneration. Analysing the characteristics and features of the organization, my own organization focuses on triple bottom line. References Boehm, S. and Dwertmann, D., 2014. Forging a Single-Edged Sword: Facilitating Positive Age and Disability Diversity Effects in the Workplace Through Leadership, Positive Climates, and HR Practices.Work, Aging and Retirement, 1(1), pp.41-63. Boekhorst, J., 2014. The Role of Authentic Leadership in Fostering Workplace Inclusion: A Social Information Processing Perspective.Human Resource Management, 54(2), pp.241-264. Brunow, S. and Blien, U., 2014. Effects of cultural diversity on individual establishments.International Journal of Manpower, 35(1/2), pp.166-186. Guillaume, Y., Dawson, J., Otaye-Ebede, L., Woods, S. and West, M., 2015. Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?.Journal of Organizational Behavior, 38(2), pp.276-303. Hajro, A., Gibson, C. and Pudelko, M., 2015. Knowledge Exchange Processes in Multicultural Teams: Linking Organizational Diversity Climates to Teams Effectiveness.Academy of Management Journal, 60(1), pp.345-372. Hoecklin, L., 2016.Managing cultural differences. 1st ed. Harlow [etc]: Pearson Education. Kirton, G. and Greene, A., 2014.The dynamics of managing diversity. 1st ed. Burlington: Elsevier. Mor-Barak, M., 2013.Managing diversity. 1st ed. Thousand Oaks: SAGE Publications. Nederveen Pieterse, A., van Knippenberg, D. and van Dierendonck, D., 2012. Cultural Diversity and Team Performance: The Role of Team Member Goal Orientation.Academy of Management Journal, 56(3), pp.782-804. Peretz, H., Levi, A. and Fried, Y., 2015. Organizational diversity programs across cultures: effects on absenteeism, turnover, performance and innovation.The International Journal of Human Resource Management, 26(6), pp.875-903. Podsiadlowski, A., Grschke, D., Kogler, M., Springer, C. and van der Zee, K., 2013. Managing a culturally diverse workforce: Diversity perspectives in organizations.International Journal of Intercultural Relations, 37(2), pp.159-175. Suedekum, J., Wolf, K. and Blien, U., 2012. Cultural Diversity and Local Labour Markets.Regional Studies, 48(1), pp.173-191.

Strategy Communication Marriott International free essay sample

The above mentioned learning objectives have been applied to the real-life case company Marriott International. Marriott International is a worldwide operating lodging company which opened its first hotel in 1957. It currently employees around 300. 000 people over 3. 500 properties and is focusing on continuous growth worldwide with their 18 brands. The Chinese market is at the moment one of the biggest expanding markets, they are focusing on growth outside the US in general. The major conclusion after analyzing all the facts which are relevant for this report is that the Marriott is a wonderful company whereby the employees are the basis of their success. The current differentiation strategy of Marriott fits with their mission and vision and is implemented successfully throughout the organization. After conducting research via various models it can be concluded that there is no need to develop a new strategy, since they do reach all their goals with the current strategy. Table of content SubjectPage Introduction4 Introduction to strategy5 Conducting a situation analysis7 Developing the strategic direction10 Formulating the strategy12 Implementing the strategy14 Monitoring and evaluating the strategic performance16 Conclusion19 Sources21 Introduction In this report the strategy of Marriott International will be elaborated via various analysis. We will write a custom essay sample on Strategy Communication Marriott International or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The outcome of several analysis such as SWOT, Porter’s 5 forces model and Mc Kinsey’s 7s model will analyze the current situation, determine if there is a need for a new strategy and how to measure and evaluate the current or new strategy. Introduction to Strategy Marriott International One of world’s biggest hotel chains in the world with more than 80 years experience in the hospitality industry wherefrom 50 years in the hotel industry. Marriott international is active in 70 countries and operates more than 3. 500 managed and franchised hotels. This 3. 500 hotels are spread over 18 different brands and operated with approximately 300. 000 associates. It is Marriott’s mission to stay ahead so its guests can, too * New innovations and signature experiences. * New ways to personalize each stay. * New hotels from the Caribbean to China. Marriott expects to add at least 80,000 to 90,000 hotel rooms to its portfolio from 2011 through 2013 with additional opportunities for 22,000 rooms to open in Europe and Asia during that same period. Marriott has plans to adapt and expand current brands, to meet the growing needs of customers in markets worldwide. The company will also be expanding its new brands outside of the United States. We are on the threshold of extraordinary growth for our company, ( J. W. Marriott, Jr. ) Marriott’s fundamental beliefs are enduring and the keys to its continued success. There is a â€Å"Marriott Way† they call it. It is about serving the associates, the customer and the community. These ideals serve as the cornerstone for all Marriott associates fulfilling the â€Å"Spirit to Serve†. The associates: The unshakeable conviction that our people are our most important asset * An environment that supports associate growth and personal development * A reputation for employing caring, dependable associates who are ethical and trustworthy * A home-like atmosphere and friendly workplace relationships * A performance-reward system that recognizes the important contributions of both hourly and management associates * Pride in the Marriott name, accomplishments, and record of success * A focus on growth managed and franchised properties, owners, and investors The guests: * A hands-on management style, i. . , management by walking around * Attention to detail * Openness to innovation and creativity in serving guests * Pride in the knowledge that our  guests can count on Marriotts unique blend of quality, consistency, personalized service, and recognition almost anywhere they travel in the world or whichever Marriott brand they choose The communities: * Demonstrated every day by associate and corporate support of local, national and global initiatives and programs * An important part of doing business the Marriott Way Marriott is a publicly held company listed on the New York Stock Exchange Organizational structure of the company Marriott-Branded Hotels are franchised and operated pursuant to three basic structures:   * A franchise agreement with the owner and operator of the hotel * A franchise agreement with the owner of the hotel who contracts with an independent management company to operate the hotel on its behalf * A franchise agreement with an independent management company that manages the hotel on behalf of the owner pursuant to a management agreement and a three party-owner agreement among the owner of the hotel, Marriott and the franchisee According to Porter’s Generic Strategies Marriott follows the Differentiation Strategy. This strategy will be elaborated in the chapter â€Å"Formulating the Strategy†. Marriott’s strategy is to expand their hotel portfolio by serving to excellence, contributing to the community and distribute their company in order to expand their market share. In the next chapter I will elaborate on their current internal and external situation. Conducting a situation analysis Strategy: Concentrate on growth optimization and drive profit by solidify product and service leadership. Structure: Marriott International covers a total of 18 hotel brands. To make sure each of these brands are able to present themselves in the same market, Marriott has chosen for a divisionalized form according to the organizational structures by Mintzberg. System: Different systems are used for internal and external communication; Fidelio Opera, GSI. Style: The style of the company is written in the â€Å"Code of Business Ethics†: â€Å"Commitment to human rights†, â€Å"Ethical and legal standards†, â€Å"Working with suppliers† and â€Å"Helping our workforce grow†. Staff: The most important as a Marriott employee is to have a Passion for people and live up the Spirit To Serve (Spirit To Serve can be found in the chapter â€Å"introduction to strategy†). Marriott has a global workforce compromised of associates from dozens of nations, speaking more than 50 languages, in 70 countries around the world. Skills: To be the world’s leading provider of hospitality services they take well care of our guest by offering them the best brand portfolio. To pursue this they develop a highly skilled workforce with extensive operational knowledge. In order to address a complex strategic situation, a SWOT analysis is very useful to support the 7S model (McKinsey). The SWOT analysis divides the internal aspects of the company as strengths and weaknesses. STRENGHTS| WEAKNESSES| * Technical innovations to ease the business process and increase hassle-free experience for the customers; * Higher brand recognition and recall makes the company priority choice for clients; * Global presence and strong brand portfolio diversifies the revenue sources. * Business model which has the potential to dilute the brand perception and limit the revenue growth; * High debt burden will affect the future capital generation and expansion projects. | To analyze the external environment of Marriott International the opportunities and threats will be explicated. OPPORTUNITIES| THREATS| * Strong growth in the hotel and motelindustry in emerging markets; * Improving hospitality market in the US; * Brand innovations and expansion. | * Vulnerability to terr orist attacks raises security and safety concerns; * Fragmented and intensely competitive lodging industry. Opportunities Emerging markets Remarkable growth from emerging markets like China and India over the past few years, because of more business travelers. China now is the largest market outside North America. Because of strong brand recognition it gives them the unique position to compete effectively with local and international players in the emerging markets. Improving hospitality Fast recovery from the global crisis with rising occupancy, upward average daily rate and revenue per available room. Brand innovations and expansion Marriott launches new brands and is expanding existing brands. Besides addition of the new brands, the company has invested in expanding its presence worldwide. Through brand introduction and expansion the company is changing itself to suit the needs and interests of the present business and leisure travelers. Threats Terrorist attacks Marriott has been a prime target of terrorist attacks. The company has suffered many bomb blasts in the past. These terrorist attacks have weakened the consumer confidence, which will probably affect the company’s business and reputation on the long term. Competitive lodging industry The company faces a strong competition. No player in the hotel business commands more than 20% of the market share. The intense competition results in a price war which makes Marriott’s luxurious brands uncompetitive, resulting in low market opportunities for the company. In the next chapter there will be created a new strategic direction with the mission and vision as guidelines. The conclusions of the SWOT have been taken in to account by creating these. Developing the strategic direction The mission and vision are the guide lines for an organization to use in everyday decisions to achieve the company’s goals. (Shoemaker, S. ) Marriott has provided specific core values which reaffirm and reinforce the culture of the company, but has not provided a mission statement in the traditional sense, or a vision statement. Mission Marriott is committed to being the best lodging and food service company in the world. About 50% of all Marriott brands around the globe are linked to the name Marriott, to stimulate the brand recognition. For example: Fairfield Inn by Marriott. Besides being the best lodging and food company in the world their goal is to create extraordinary customer service and shareholder value. They accomplish this by the way they treat their employees. Key elements for the Marriott’s culture are â€Å"Do Whatever it Takes to Take Care of the Customer, â€Å"Pay extraordinary attention to detail† and â€Å"Use their creativity to find new ways to meet the needs of customers†. The above mentioned points will definitely be part of the mission statement if provided in the traditional sense. New mission statement Marriott is committed to be the best lodging and food service company in the world, by treating employees and communities in ways that create extraordinary customer service. Innovations will ensure to stay ahead and personalize each stay, which results in extending the brand recognition and shareholder value. Vision According to Bill Marriott Jr. , Chief Executive Officer of Marriott International: I think the future and the vision for this company is to continue to foster, maintain and improve our company culture. The culture of Marriott is very strong and quite unique in the hospitality industry. Because of this strong culture they know that they will have stronger guest satisfaction and guests will return. New vision statement Marriott wants to become the leading provider and  facilitator of value-based luxury, leisure and  Ã‚  business experiences across the globe. We will embed global diversity and inclusion into our organization so that it is integral to how we do business. To achieve our growth goals outside of the U. S. , it is essential that our leaders truly embrace and understand different cultures. Reduce our environmental footprint and combat climate change. It might be a strategic decision of Marriott not providing a stated mission and vision statement since this may have the unintended effect that the company is less open to change initiated from the customers (Shoemaker, 2005). In the core values we see that â€Å"people† are a very important asset for Marriott, but what does that really mean? â€Å"Well, our company culture has been stated many ways. Basically, we believe in taking good care of our people and believe that if we do, theyll take good care of the guests and the customers and theyll return. This has been embedded in the philosophy of our company for over 81 years. (Bill Marriott) Because they take such good care of their people they know that their people will stay with them. Turnover will be low, and the turnover of employees is very expensive. Since the turnover will be low they know that their people will get better at their jobs and stay in longer. They keep on providing them with opportunities to keep the sp irit up and keep them motivated. The main focus for Marriott should be creating a clear mission and vision for each brand category as they are the guidelines for the company’s strategy. In the next chapter we will discuss if Marriott’s strategy fits with the ompany according to the mission, vision and SWOT analysis. Formulating the strategy For Marriott International to  be  a  successful company,  they should align external components   with  the  internal components. This alignment is called strategic planning. The strategy of the company is based on the mission, vision and SWOT analysis. Adjusts the  current strategy  of  the Marriott  well with  the company? Or are there changes required  to  ensure  success in the  future? To establish the current strategic profile, the theory of Porter’s Generic Strategies (Figure 1) is of great importance. As one of the best lodging and food companies in the world, Marriott is always on the move: launching innovative new brands, expanding in emerging markets and solidifying their position as a unique hospitality company. Referring to Porter’s Generic Strategies, this shows that they use the ‘Differentiation Strategy’. This strategy is reflected in the way they represent themselves by offering a wide brand portfolio. Some well known brands are: Marriott Hotels amp; Resorts, Renaissance Hotels and The Ritz-Carlton. Their brand  portfolio offers any and every type of stay experience guests are looking for and the uniqueness of the Marriott concept is that each of the brands is individually distinctive, but collectively powerful. As already mentioned, the company is always looking for innovation to serve their guests in the best way. Together with their focus and attention for personal and professional development of their employees. This are the  most  important  parts of the strategy,  if  you look at  the ever  changing market and  changing demands of  guests. It can be concluded that Marriott follows the correct strategy. It cannot be denied that Marriot has several major competitors within the hospitality market. Therefore it is important to get insight in the current and future market developments. The 5 forces model of Porter offers a solution here. How does the 5 forces model look like for Marriott? Threat of new entrants There is not much of a threat of potential entrants, which have the same size and are globally active, because of the existing hotel chains and the loyalty their customers have. This can discourage potential entrants. Threat of substitute products or service There is a small threat of substitutes since Marriott offers short and long term stay brands in various price classes. They are able to reach all target groups who would like to stay in a hotel or residence. Bargaining power of buyers The bargaining power of buyers is very great within the lodging industry since the buyers have a very wide range of providers which offer almost similar products. Customers will go where they have the best value for their money. As we have seen in de recent credit crunch the bargaining power of buyers increased, because they knew that companies were afraid of losing customers. Bargaining power of suppliers The bargaining power of suppliers and Marriott is a kind of equal since the suppliers need the business from the hotel and will try to offer good quality for good prices. Since Marriott needs reliable suppliers and it is a very intensive process to find a new supplier which is able live up to the standards from the hotel it will trade the suppliers well. The current strategy should not be changed. It is important for them to keep focused on their core values and corporate culture which leads to customer loyalty and innovation within Marriott International. By doing this they will be able to distinguish themselves from their competitors. Implementing the strategy As discussed in the chapter ‘Formulating a Strategy’ Marriott International follows the correct strategy. This strategy has been used and proved successful. Therefore there is not formulated a new strategy which has to be implemented. But it may be important for the Marriott to better deepen their current â€Å"Differentiation Strategy†. This is especially important to continue differentiating themselves from competitors. Treacy and Wiersema ‘The value disciplines’ By means of the ‘Value disciplines’ model from Treacy and Wiersema can be determined in which of the three strategies the organization excels. Fact is that the organization has to be on a sufficient level with the other two values as well. Marriott International follows the strategy of ‘Customer Intimacy’. What does this exactly mean for the organization? They focus on continuously adaption of the supply to the needs and wishes of the customers. Besides that they invest continuously in customer loyalty, customer retention, reliability and exceeding expectations. It thus means that the organization is focused to develop a long and close relationship with the customers. Hereby they are in an optimal position to provide the customers in their needs. The organization makes sure that the customer get exactly what they wish for. Customized Products, services and service are important measurement points for this strategy. Treacy and Wiersema’s ‘Customer Intimacy’ strategy is accordingly to Porter’s ‘Differentiation Strategy’ in relation to Marriott International as mentioned in the chapter ‘Formulating a Strategy’. To execute this strategy very much knowledge about the customer is necessary, which Marriott built up step by step over the years. This customer knowledge is the most important possession and the most important competitive weapon for the organization. Brand Portfolio As mentioned earlier, Marriott International has a very broad brand portfolio. They are able to serve different target groups, because of this wide range of brands. This also means that ‘Customer Intimacy cannot always be the leading strategy. ‘Product Leadership’ and ‘Operational Excellence’ are sometimes the leading strategies, depending on which segment the organization tries to reach. To strengthen the ‘Differentiation Strategy’ and ‘Customer Intimacy’ strategy, it is important that the core values of the company for everyone in the organization are clear. Therefore Marriott International developed the ‘Code of Business Ethics’ for managers and employees. ‘The core values established by the Marriott family over 80 years ago have served our company well and will continue to guide our growth into the future. Foremost of these core values is the enduring belief that our associates are our greatest assets. ’ When you look at the overall picture of the Marriott International as an organization, there is no doubt that they follow and carry out the ‘Customer Intimacy’ strategy. Since Marriott has such a great brand portfolio and operates in different (price)segments the two other value disciplines are very important in addition to the ‘Customer Intimacy’. Concluded can be that Marriott International does very well, because they have a good balance between the applied strategies within the organization and the way they apply them for the different brands. But above all, that the core values from the organization make sure that not only the top of the organization is informed about the current strategy, but that all employees show and carry out wherein the organization excels. When Marriott comes at a point wherein they need to implement a new strategy they can use the EFQM excellence model. It can be used to implement a strategy, and redesign and develop organizational structures and processes. Monitoring amp; Evaluating the Strategic Performance After discussing the subjects ‘Introduction to strategy’, ‘Conducting a situation analysis’, ‘Developing a strategic direction’, ‘Formulating a strategy’ and ‘Implementing a strategy’, we arrived at the last but most important part of this academic report: ‘Monitoring and Evaluating Strategic Performance’ of Marriott International. Organizations can  develop  a strategy,  but if  they do not  monitor and measure  whether the  goals  of this  strategy  are reached, formulating a strategy makes no sense. It is certain that evaluating and monitoring are the most important parts of the whole ‘strategy process’. It is shown that the current strategy of Marriott International is adequate and there is no reason to switch to a new strategy. However, it is important  to consider if the current strategy aligns the business goals  which have emerged  in the mission and  vision. A model that offers a solution to do this is the ‘Business Balanced Scorecard’, by Robert Kaplan en David Norton. What is the balanced scorecard model exactly? ‘The balanced scorecard is a strategic planning and management system  used to align business activities to the vision and strategy of the organization, improve internal and external communications, and monitor organizational performance via multiple measures against strategic goals’, according to Norton and Kaplan (1992). How can the balanced scorecard be valuable for Marriott International? The balanced scorecard measures a company’s performance across four perspectives: * Financial perspective: ‘What is important for our shareholders? ; The financial objectives focus on the terms of revenue growth and mix, cost reduction and profitability, and asset utilization and investment strategy. * Customers: ‘How do customers perceive us? ’. Customer service and satisfaction are viewed as important issues for the organization. As poor customer performance ultimately leads to a company’s decline â⠂¬â€œ dissatisfied customers will find other suppliers to fulfill their needs. Measuring satisfaction, retention, market and account share provides an insight into how customers perceive the company. Possible indicators nclude customer profitability, return policy, handling service calls, market share in target segments, and claims and complaints handling. * Internal business processes: ‘Which internal processes can add value? ’; Indicators for this perspective give management an insight into the effectiveness of their operations. Quality, response and cycle time, costs, new product development, time to market, but also break even time realized and new sales as a percentage of total sales are indicators for measuring the performance of the company’s operations. * Learning and growth: ‘Are we innovative and ready for the future? ; Indicators for the learning and growth perspective provide an insight into how successful human recourses management and knowledg e and innovation management are. Possible indicators are employee satisfaction and retention, revenue/value added per employee, strategic redundancy in job skills, new ideas per employee and information availability relative to need. The balanced scorecard forces a company to focus on a balanced set of key performance indicators which are recognizable throughout the organization, and which will lead ultimately to substantial and lasting performance improvement. Marriott has set the following KPI’s. By applying the Balanced score card and set their KPI’s they are able to measure and evaluate their performance. And eventually adjust and redirect their strategy in the right way. Conclusion The Marriott’s way is build on their core values, in which employees, local communities and their guests are the most important. The organizations follows the differentiation strategy which fits best because of their wide brand portfolio. An internal analysis has been conducted with McKinsey’s 7S model I have concluded that they concentrate on growth, optimization of profit and roduct and service leadership. To pursue this they develop a highly skilled workforce with extensive operational knowledge following the divisionalized form according to the organizational structures by Mintzberg. A weakness is the business model which has the potential to dilute the brand perception and limit the revenue growth by analyzing the external si tuation I concluded that there is a strong growth in the hotel and motel industry in emerging markets a threat at the same time is a fragmented and intensely competitive lodging industry. Remarkable is that Marriott not provided a mission or vision statement in the traditional sense. It might be a strategic decision but I would recommend them to focus on creating these, as they are the guidelines for the company’s strategy. According to Porter’s Generic Strategies Marriott follows the ‘Differentiation Strategy’. The company is always looking for innovation to serve their guests in the best way; they offer every type of stay experience. Together with their focus and attention for development of their employees. For Marriott to be able to distinguish themselves from their competitors, according to Porter’s 5 forces model, is that they need to keep focused on their core values and corporate culture which leads to customer loyalty and innovation. Marriott International follows the correct strategy. This strategy has been used and proved successful. Therefore there is not formulated a new strategy which has to be implemented. But it may be important for the Marriott to better deepen their current â€Å"Differentiation Strategy†. This is especially important to continue differentiating themselves from competitors. They could do this by the strategy of ‘Customer Intimacy’ from Treacy and Wiersma. It is shown that the current strategy of Marriott International is adequate and there is no reason to switch to a new strategy. However, it is important  to consider if the current strategy aligns the business goals  which have emerged  in the mission and  vision. A model that offers a solution to do this is the ‘Business Balanced Scorecard’, by Robert Kaplan en David Norton This model measures a company’s performance. By applying the Balanced score card and their set KPI’s they are able to measure and evaluate their performance. And eventually adjust and redirect their strategy in the right way. We can conclude that Marriott is doing very well within the lodging industry. If they keep on focusing on their growth, special attention for their employees and guests and willingness to change when necessary they will maintain their position as one of the biggest players within the hospitality market. Sources Books: Marriott, J. W. , Brown Kathi Ann (1997), The Spirit To Serve Marriott’s Way, Harper Collins Publishers. Henry Mintzberg (1979), The structuring of organizations, Prentice Hall. Pascale, R. T. (1990), Managing on the Edge, Simon amp; Schuster, New York, NY. Shoemaker, S. (2005). â€Å"Customer service. Hospitality Design†. The Mc Graw-Hill Companies. Mintzberg, H. (2005), Strategy Safari: A guided tour through the fields of strategic management, Prentice hall, 1998. Porter, Michael E. (1998), Competitive Strategy, Techniques for Analyzing Industries and Competitors, Free Press, New York. Drs. P. Pietersma, drs. Ing. K. Rippen, ir. T. Janssen, dr. E. Agasi, drs. M. van Mierle, drs. L Nijkamp (2007), Het Strategieboek 1, Berenschot, 2007. Treacy, M. and Wiersema, F. (1995), The Discipline of Market Leaders: Choose your customers, narrow your focus, dominate your market, HarperCollins. Assen, van M. , Berg. vd G. , Pietersma, P. (2009), Key Management Models: The 60+ models every manager needs to know, second editon, Prentice Hall. Kaplan, R. and Norton, D. (1996) â€Å"The Balanced Scorecard: Translating strategy into action†, Cambridge, Harvard Business School Press. Journals: O’neill. John W, Matilla, Anna S. 2010), â€Å"Hotel Brand Strategy†, Vol. 51, Cornell University. Armstrong, J. S. (1982), â€Å"The value of formal planning for strategic decisions† Strategic Management Journal, Vol. 3. Datamonitor Research company (2011), â€Å"Marriott International company profile† Datamonitor Vol. July. John W. ONeill and Anna S. Mattila (2010), â€Å"Hotel Brand Strategy†, Vol 51 Cornell Hospitality Quar terly. Chekitan S. Dev, John D. Buschman and John T. Bowen (2010), â€Å"Hospitality Marketing: A Retrospective Analysis (1960-2010) and Predictions (2010-2020)† Vol 51. , Cornell Hospitality Quarterly. Porter, Michael E, Kramer, Mark R, (2006) â€Å"Strategy amp; Society, The link between competitive advantage and corporate social responsibility†, Harvard Business Review. Kaplan, Robert S. , Norton, David P. , Barrows Jr. , Edward A. (2008), â€Å"Developing the Strategy: Vision, Value Gaps, and Analysis†, Harvard Business School Publishing. Swaan Arons, Henk, Waalewijn, Philip, (1999)â€Å"A Knowledge Base Representing Porter’s Five Forces Model†, Erasmus University Rotterdam. Cliff Bowman (2008), â€Å"Generic strategies: a substitute for thinking? †, The Ashridge Journal. John, W. O’Neill, A, Matilla, S. (2010) â€Å"Hotel Brand Stratery† Vol. 51, Cornell Hospitality Quarterly. Chekitan Dev. , Zheng Zhou, Kevin. , Brown, Jim, Agarwal, Sanjeev (2009), â€Å" Customer Orientation or Competitor Orientation: Which Marketing Strategy Has a Higher Payoff for Hotel Brands† Vol. 50, Cornell Hospitality Quarterly. John W. , Oâ€℠¢Neill, Anna S. Matilla (2004), â€Å"Hotel Brand Strategy: Its Relationship to Guest Satisfaction and Room Revenue† Vol. 28, Journal of Hospitality amp; Tourism Research. Hinkin, Timothy R, Tracey Bruce J. (2010), â€Å"What makes It So Great? An Analysis of Human Recourses Practices among Fortune’s Best Companies to Work For†, Vol. 51, Cornell Hospitality Quarterly. Kaplan, R and Norton, D, (1992), â€Å"The Balanced Scorecard: Measures that drive performance†, Vol. 70, Harvard business review. Gregory A. Denton and Bruce White, (2000) â€Å"Implementing a Balanced-scorecard Approach to Managing Hotel Operations: The Case of White Lodging Services†, Vol. 41. Cornell Hotel and Restaurant Administration Quarterly. Websites: Hotel news now (2010). â€Å"Marriott outlines growth plans†, available at: http://www. otelnewsnow. com/Articles. aspx/4314/Marriott-outlines-growth-plans (Last accessed 8 December 2011. ) Marriott International (2011). â€Å"corporate responsibility, culture, hotel development, investors† available at: http://www. marriott. com/marriott/aboutmarriott. mi (Last accessed 8 December 2011) Bill Marriott (2008). â€Å"My vision for the future of Marriott.. our corpo rate culture† available at: http://www. blogs. marriott. com/marriott-on-the-move/2008/05/my-vision-for-the-future-of-marriott-our-corporate-culture. html (Last accessed 8 December 2011)

DJ vs Roadman essays

DJ vs Roadman essays Trance is usually achieved at communal rituals, with plenty of loud music and dancing. The specifics-the costumes, music, and dance-vary from culture to culture, but the pattern underneath is identical: loud music and vigorous dancing lead to a state of over stimulation that can produce a form of egolessness that is the ground for any sacred exploration. Mickey Hart (Hart, 119) Two types of music cultures today use community, music, and drugs to achieve a state of trance that aids them in spiritual exploration. These two groups are the newly formed electronic music rave scene of Europe and the United States and the 7000 year-old tradition of peyote ceremonies still practiced by members of the Native American Church. Each culture has very different music and settings for this exploration, but they have similar ideologies for a better life and planet. Raves are all night parties where people dance to electronic music. The main ingredients are loud music, light shows, selected narcotics, and people (called Ravers). Ravers have an ideology about Peace, Love, Unity and Respect (PLUR), for the raver, that all night party is an escape from what her society wants her to be; material-oriented, financially successful, a consumer, an a work-aholic. Ravers feel deeply connected to all the people dancing around them and revert to a time when play was the most important thing in their lives. In essence, ravers feel that they are living rather than merely surviving (Estiens). Raves began appearing in Manchester, England and Ibiza (popular English vacation spots) in 1987 and 1988. At the same time, the same type of parties appeared in Germany, specifically Berlin. Soon thereafter, the rave phenomenon was attracting thousands of kids, aged between 16 and late twenties. It also attracted the attention of DJs from the United States. The energy that fueled these parties was so great that American DJs wanted to introduce it to the US, an...

Richard Nixons Role in the Watergate Cover-Up

Richard Nixons Role in the Watergate Cover-Up While it is not known if  President Nixon  knew about or was involved in ordering the break-in at the Watergate Hotel, it is known that he and White House Chief of Staff H. R. Bob Haldeman were recorded on June 23, 1972, discussing using the CIA to obstruct the FBIs investigation of the Watergate break-ins. He even asked the CIA to slow the FBIs investigation, claiming national-security risks. These revelations led to Nixons resignation when it became apparent that he would probably be impeached. Denial When burglars were caught on June 17, 1972, breaking in to the Democratic National Committee headquarters at the Watergate Hotel- attempting to place wiretaps and steal secret DNC papers- it didn’t help their case that one of them had the phone number of the White House office of the Committee to Re-Elect the President. Nevertheless, the White House denied any involvement or knowledge of the break-in. Nixon did so, personally, as well. Addressing the nation two months later, he said not only that he was not involved, but that his staff wasn’t either. Three months after that, Nixon was re-elected in a landslide. Impeding the Investigation What Nixon did not tell the nation during his speech was that as early as two months before, less than a week after the burglars were caught, he was secretly discussing how to get the FBI to back off of their investigation. Haldeman, can be heard on White House tapes specifically telling Nixon that the FBI investigation was going â€Å"in some directions we don’t want it to go.† As a result, Nixon decided to have the CIA approach the FBI to take the investigation off their hands. The sentiment Haldeman shared with Nixon was that the CIA’s investigation could be controlled in ways that the FBI’s could not. Hush Money As the investigations went on, Nixon’s fear mounted that the burglars would start cooperating- and would tell everything they knew. On March 21, 1973, it was later revealed, the secret White House recording system taped Nixon discussing with White House Counsel John Dean how to raise $120,000 to pay off one of the burglars, who was demanding cash for his continued silence. Nixon went on to explore how they could secretly raise as much as a million dollars to distribute to the burglars- without the money being traced back to the White House. Some cash was, in fact, distributed to the conspirators as early as just 12 hours after that meeting. The Nixon Tapes After investigators learned of the existence of the tapes, Nixon refused to release them. When the independent counsel investigating Watergate refused to relent in his demands for the tapes, Nixon had the Department of Justice replace him. Only after the Supreme Court intervened to order the tapes released did Nixon comply. And even then, there was what has now become famous as the 18-1/2 minute gap. The tapes proved conclusively Nixon’s knowledge of and involvement in the cover-up and, with the Senate preparing to impeach him, he resigned just three days after the tapes were released. The new president- Gerald Ford- quickly turned around and pardoned Nixon. Listen Thanks to  Watergate.info, you can actually hear whats referred to the smoking-gun.

Business Essay Example | Topics and Well Written Essays - 250 words - 8

Business - Essay Example The amount of problems with this agreement are staggering, but a few should suffice. First: Its not a â€Å"free trade† agreement. There is certainly an argument to be made for the idea of more liberal international markets that allow economies to start converging towards a global price and wage. But this is not what is happening. â€Å" Certainly, today, so-called "free trade" is in fact very much managed trade. I urge people to read, as I have, so-called "free trade" deals--they are densely-packed huge volumes of text that set out protections for capital and investment (particularly, intellectual property and patents). And no one I know opposing these disastrous, middle-class killing trade deals is against trade. They are not "protectionists"--they are people who want trade based not on corporate rights but on trade that creates a floor for wages around the world and boosts community standards, not tries to make a buck on the undercutting of standards† (Tasini, 2010). The enforcement of the agreement is also a joke in bad taste. Just like NAFTA ended up undermining OSHA standards in America and harming Mexican workers, the enforcement regime of the CLC failing entirely, so too will the South Korean FTA fail to protect the law. Bybee, Roger. â€Å"Obama’s India Trip Aimed at CEOs, Not U.S. Workers†. In These Times. November 9, 2010. Retrieved 2/15/2011 from http://dissentingdemocrat.wordpress.com/2010/11/09/obama’s- india-trip-aimed-at-ceos-not-u-s-workers/ Tasini, Jonathan. February 10, 2010. â€Å"Free Trade": The Capitulation Continues, Middle Class Weeps†. Working Life. Retrieved 2/15/2011 from

Is Mind Indepent of Body Essay Example | Topics and Well Written Essays - 750 words

Is Mind Indepent of Body - Essay Example Thus, the mind or brain may interact with the body in a way that it needs it to remain alive and to direct other parts of the body that would make it a coherent body. It is independent however in a way that it is capable of thought and consciousness that other parts of the body does not have. 2. If you consider the mind to be strictly physical (material), then how do thoughts arise out of simple matter? (Or instead: What special "something" do we have that allows for consciousness that other things like chairs do not have?)Â   The brain is not strictly an organic body part that is placed inside the human being’s head whose mere function is limited to physical activity. It is the repository of consciousness that makes us human beings that is separate from the rest of the animals. It is capable of thought, imagination and thinking. Consciousness just resides in the organic life form which is the brain because it is the body that is capable of thought similar to consciousness. Consciousness or electro-magnetic activity in the brain has already been recorded by technology afforded by modern science. Science has already determined that consciousness is made up of energy and energy do not die unlike organic beings such as human body. Thus, when the body dies and along with it is the repository of the consciousness which is the brain, it does not necessarily mean that the consciousness will also perish or cease the consciousness. It will just instead leave the body. This departure of energy from the body when a person dies has already been captured by modern imaging technology. So as to where the consciousness or energy goes after death, is the subject of many religions in the world depending on what religion a person is affiliated or believes with. Others will say that such energy will just be reborn depending on one’s karma while others will say that it will be reunited with its creator in Heaven or Paradise. But what is

Netball study - P.E coursework Essay Example for Free

Netball study P.E coursework Essay Netball is a fast skilful team game based on running, jumping, throwing and catching. Teams may consist of up to 12 players but only seven players may be on the court at one time, the extra players will be used if one of the players on court are injured or to tired. The aim of the game is to get the ball in the opposing goal ting as many times as possible throughout a match. The court is split by two lines that divide the court into thirds. At both ends of the court there is a shooting semicircle and a 10ft goal post with no back board. Each player has a playing position determined by the areas of the court where they may move. The playing positions are; Goal shooter (GS), Goal Attack (GA), Wing Attack (WA), Centre (C), Wing defence (WD), Goal Defence (GD), Goal Keeper (GK) Position responsibilities  GS  Her main job is to score goals and to work in and around the circle with the GA. She must be able to react quickly to things such as rebounds of the ring and quick passes into the circle.  GA  She is also allowed to shoot and must work closely with the GS to feed balls into the shooting area.  WA  Her job is to create as many shooting opportunities as possible. She has to have solid passing with a range of passes into the shooting area.  C  To take the Centre Pass and support the defence and attack. She must be swift and have sharp, quick movements. One of her main roles is to get the ball from the defending area through to the attacking area. She must be quick and have a good range of passing. WD  Her responsibility is to stop the ball getting to the oppositions shooting area. She must be good at intercepting passes. A good WD should be good at controlling the ball. She should be good at marking to prevent the WA feeding it to her shooters.  GD  Her job is to win the ball, and stop it going into the defending area as much as possible to prevent the opposition from scoring goals. She must be a good marker and stay close to the GA. She must be alert so she can collect rebounds and intercept passes so that she can get the ball back down the court into her attacking area. GK  She must guard the shooting area and closely mark the GS to stop her from scoring. Goal keepers are usually among the tallest on the team as it is a good advantage when marking the shooters. She must be alert so she can collect rebounds and intercet passes. She will also be responsible for taking throw-ins from the backline.  A bit about the rules  Centre passes Centre passes are taken alternately by the C, after a goal has been scored.  All players must start in the goal thirds in their starting positions, except for the two Cs who stay in the centre third. The Centre with the ball starts with either one or both feet in the Centre Circle. The opposing Centre stands anywhere within the Centre Third and is free to move and mark players form within. After the whistle is blown the footwork rule applies to the centre. Both feet should be in the circle, but if a player has only one foot in the circle, the other mustnt be touching ground outside the circle. The players outside the centre third must run into the centre to receive the ball. A Centre pass must be caught or touched by a player in or landing in the Centre third, if this does not happen then it is considered over a third and a free pass is awarded to the opposing team.  After receiving a pass  When a player receives a pass they are not allowed to run/dribble the ball. However they may only bounce or bat the ball once to gain control. Players have to be standing before they throw the ball.  Players have three seconds to make a pass or shot after catching the ball.  Balls may not be thrown over two third lines without being touched by at least one player; this will result in a free pass from the second third line the ball crossed.  Throw in  The ball is considered out of court when it hits anything outside the court area. The ball is returned into play by a Throw-In, this is taken by the opposite team to the one which touched the ball last before going out of play. It is taken from a point outside the line where the ball left the court. The player taking the throw in must have their feet up to but not over the line. The 3 second rule applies when the player is in position and holding the ball. Obstruction  If a player has the ball the defenders foot must be 0.9m (3ft) feet from the landing foot of the player with the ball. The defender can jump and spread their arms, as long as they do not move in towards the attacking player. The defenders are not aloud to deliberately block the attackers view by placing their hands in front of their face or eyes.  If a player does not have the ball the defender may be as close as they want, but not touching. The defender must have her arms in a natural position. They cant be outstretched.

Narwhals :: science

Narwhals Introduction Narwhals, the unicorns of the sea, are very mysterious creatures that are not widely known. They are whales with many fascinating features and historical value. This research paper is answering the question, â€Å"What are Narwhals?†. General Description Monodon Monoceros, Latin for â€Å"one tooth, one horn†#; or Narhval, Norwegian for â€Å"corpse whale† , because of it mottled coloration suggests a bloated corpse#.Narwhals are in the white whale family, along with the beluga, but are actually covered with spots of black, white, gray-green, and cream. Newborns are dappled gray-brown, white spots come with age#. At birth the calves are about 5 feet long and 180 pounds. Male Narwhals can reach 16 feet long, not including the horn which is 8 to 9 feet long, and weigh around 3000 pounds. Females are around 13 ft. long, do not have tusks, and weight around 2000 pounds. Adult males and females are usually dark in the area of the head, especially top of the head and upper and lower jaws#. Unlike most other whales, Narwhals have no dorsal fin, instead they have a low bumpy ridge that begins at about the midpoint of the back and continues to the fluke#. Tusks The tusks, giving Narwhals the name â€Å" Sea Unicorn†, is actually a tooth that can reach up to nine feet long and can weigh up to 20 pounds. Males and females are born with two teeth pointing forward in the upper jaw#. The left tooth of the male grows long and spirals counter clockwise toward the tip. On rare occasions there have been Narwhals with twin tusks. Research on Narwhals supports the idea that the tusk is both a weapon and a symbol of dominance in ritual displays#. Some other ideas about what the tusk is used for include the following: ice breaker or and instrument to poke breathing holes in ice#; rake to stir up the sea bottom for food#; skewer to impale prey species#. One hundred out of three hundred and four males tusks are broken, this might be a result of fighting#. Narwhal tusk can heal itself. Newman, a whale expert, suggests,â€Å"If the tusk breaks, it is possible that infection is avoided because of dentine deposits which fill the broken end. This repar ative function could explain descriptions by old whalers of Narwhals with broken tusks exhibiting a ‘plug’ in the broken end†# .Tusks sold for $1.25 a pound in 1962, in 1974 it went up to $25 a pound, and in 1976 it was $35#.

Bilingual programs and language interventions: the challenges

INTRODUCTION: A large problem with bilingual education programs is they simply do not work. Most do not take into account the social and cultural factors the weigh heavily on being able to learn a second language (Berry and Williams, 2004). There is too much variability in the programs to be effective. The earlier the intervention takes place the more likely, the program will work. The goal is to develop a more uniform early grade intervention. Children are more likely to learn more languages as their cognitive functions are still in their primitive development stages and are therefore able to pick more information than an adult mind. The capacity to learn new words is higher in a child than in an adult (Franquiz, 1998). Therefore, any linguistic programs that are introduced in the early ages are more likely to succeed. Why Problem Exists There is a large discrepancy in the number and quality of English acquisition programs in the United States. Many teachers in these areas are not properly qualified and there are little resources available to them in this area. Teacher and peer interaction is vital in the development of English for both native and non-native English learners (Haworth et al, 2006). The lack of knowledge of English language is not only present in the foreign students or children with different mother tongue, but has also been seen in children of English speaking families. The lack of vocabulary is the single determinant cause of poor language development that can take place in any child. The lack of vocabulary may make it difficult for these children in language or knowledge acquisition.(Silverman, 2007) Children who are not used to story reading, read alouds, and good instructions on use of words are likely to suffer from poor language skills. Experiments have shown that good vocabularies improve language with almost equal speed in English speakers and non speakers alike. (Silverman, 2007) The role of teachers and their characteristics seem to have an important bearing on the quality of teaching that they possess. Many studies now prove the positive outcomes of a good teacher on a child. These positive outcomes are independent of the social or the home background the child may have(Franquiz, 1998). While in the past these studies were limited to other subjects, there are researches that have shown a somewhat similar outcome in language teachers as well. A good teacher is seen to improve the outcomes of children regarding the different language tasks such as phonation, letter and word use, grammar and composition etc. (Cirino et al, 2007) Many countries in the world look towards English speaking countries as the best places for education. Along side studies in these countries help in improving the proficiency of English language among these people, which in turn can help them advance in their professions. While this dream may be the best intentions of a parent, they are not ideal in nature. There seems to be a stigma placed on bilingualism and biculturalism. Children of different cultures when exposed to an English speaking environment may feel out of place to their social and cultural norms.   This can directly effect how a student performs in the classroom. The research carried out by Barry and Williams was aimed to identify the problems that many Hong Kong children face when they are exposed to international English speaking environments. The students surveyed outlined many issues that cause problems in the language learning. These included linguistic problems such as listening, speaking, writing, vocabulary and reading. Such children were in the listening end to understand what others were saying. (Berry and Williams, 2004) Many teachers need to know the benefits of having a bilingual classroom and the how to better support their students (Macrory, 2006). This lack of quality programs, ill prepared informed teachers, and high variability between programs produces very poor results by the students. Some studies show that almost a quarter of students in bilingual education do not become bilingual (Pearson, 2006). The goal of this intervention is to provide a more effective program for bilingual students. More so, interventions require teachers who are proficient in teaching children English and other languages properly (Ng, E.,1999). Language acquisition is an innate quality of an individual, and is an individual capacity of each human mind to learn it. There are many factors that govern the ability to learn a language. Apart from the innate ability of an individual to do so, metalinguistics, consciousness, teaching methods at school and acquisition of written system of language are also important deciding factors in the language learning.(Collier, 1995) Also of help in this area are issues such as phonology, vocabulary, the grammar, meaning and discourse etc. The acquisition of a second language is therefore a high thought process that requires a positive and continued quality feedback in order to be successfully learned. (Collier, 1995) The concept of provision of meaningful education among the children is an important concern for the educational boards. Yet the proper education teaching practices remain unknown. There are many reasons why these policies have been unsuccessful (Tencer Garrity, T. L. 2003). The first and the foremost problem was failing to identify language as part of the social context and social issues and that English may not be the mother tongue of many children.(Collier, 1995) Intervention The intervention will focus on trying to improve English ability at a young age. The goal is to try to increase the English ability of the students quickly and effectively. Research has shown that students learn faster in single language classrooms (Pà ¡ez, Tabors, and Lopez, 2007). For the purpose of this intervention, the classrooms will then be monolingual. The students will be taught all week in almost all Spanish. The intervention will be a daily English vocabulary lesson. They will lean the pronunciation, spelling, and meaning a few new English words every day. Since they will have a frame of reference since knowing the vocabulary in Spanish, they will be better able to process this information. A study by Silverman showed that English learner children can learn English at a similar if not faster rate than native English speakers. This intervention should be effective(Franquiz, 1998). Testing †¢ The intervention will tested on if the English ability of the students improved after the intervention. †¢ To do this the students will be given an English vocabulary pre and posttest. †¢ This will take part in three classroom at three schools †¢ The SES of each class and school will be roughly the same †¢ There will be two English learner groups and one Native speaker group †¢ Quasi experimental since you cannot control for a some variables such as some children being more familiar with English than other. †¢ The measure will test how much vocabulary the children in the program were able to learn. †¢ To be effective the English learner children should have learned the vocabulary at a similar rate as the native English speakers. DISCUSSION: These interventions in many ways depict the conceptual models that were introduced in the past, which comprised of essentially four components. Language in the past was not recognized as part of the cultural and social practices (Ng, E.,1999). This misidentification has led to the apparent failure of the language acquisition and language teaching procedures. According to Collier (1995), the acquisition and learning of a second knowledge is based on socio-cultural, linguistic, academic and cognitive processes, which in turn may be different for different children. These factors are so interdependent that examining one with out the influence of the other is impossible. (Collier, 1995) The sociocultural facet of language acquisition is in many ways similar yet dissimilar to the social factors of the society. Each individual has exposure to different societal influences, and thereby may have variable exposure to a certain language (Berry and Williams, 2004). In a class room environment, these exposures can lead to increase in confidence or increase in anxiety in the language development (Tencer Garrity, T. L. 2003). While those exposed to a certain language may feel at home with their own language studies and may perform well, others may feel anxiety and may not respond to it at all. The society’s pretext and manner towards the minority also causes many effects on the individual’s performance, for discrimination and prejudice may cause negative outcomes within an individual about his or her identity. It is in this context hypothesized that the introduction of positive environments may help in achieving results sooner, and thereby improves outcomes in language acquisition. (Collier, 1995) Language learning can also lead to affective problems in learning. These affective problems include lingual affective problems and social cultural affective problems as mentioned above. The confidence levels may not be very high in such cases, and this can affect their progress in their studies.(Berry and Williams, 2004) The role of a teacher under such circumstances becomes impirical, as it is them who will help build up the confidence of the children from different social and cultural backgrounds. (Berry and Williams, 2004) Language learning therefore is the method where proper learning also requires understanding and â€Å"learning† the culture of the language. If a person is to achieve bilingual competency, he or she must be able to carry out three processes. He or she must first learn the controls of linguistic rules of both languages. He or she must be able to encompass new cognitive dimensions associated with language. Finally he or she must be able to achieve the mental functions that are necessary for language acquisition. (Haworth et al, 2006) Yet simply labeling the mental faculties and predisposition towards learning languages and not considering the conscious efforts in learning it is not possible. It is through this manner that a teacher is able to confer this knowledge to his or her students. The teacher systematically helps a child in learning new methods of vocabulary and sentence learning, and thereby helps him or her in creating the foundations of the new language (Wright, S. C., & Bougie, É., 2007). Interventions such as those mentioned above can help in creating better bilingual students who are at ease in their social and cultural environments. The teachers play an important role in helping foreign students get over their anxiety of discrimination and difficulty in fitting in to a new society (Wright, S. C., & Bougie, É., 2007). Interventions at an early stage provide better results than those that are carried out at later stages. Understanding that culture and society are important factors in the acquisition of new language can help in improving the outcomes in students. References Berry, R. S. Y., & Williams, M. (2004). In at the deep end: Difficulties experienced by Hong Kong Chinese ESL learners at an independent school in the United Kingdom. Journal of Language and Social Psychology, 23(1), 118-134. Paul T Cirino, Sharolyn D Pollard-Durodola, Barbara R. Foorman, Coleen D Carlson and David J Francis, 2007. Teacher Characteristics, Class Room Instruction, and Student Literacy and Language Outcomes in Bilingual Kindergartners. The Elementary School Journal, VOl 107 No. 4, 2007 Virginia P Collier, 1995. Acquiring a Second Language for School. Directions in Language and Education. National Clearinghouse for Bilingual Education. Vol 1 No. 4 fall 1995 Haworth, P., Cullen, J., Simmons, H., Schimanski, L., McGarva, P., & Woodhead, E. (2006). The role of acquisition and learning in young children’s bilingual development: A sociocultural interpretation. International Journal of Bilingual Education and Bilingualism, 9(3), 295-309. Macrory, G. (2006). Bilingual language development: What do early years practitioners need to know? Early Years An International Journal of Research and Development, 26(2), 159-169. Pà ¡ez, M. M., Tabors, P. O., & Là ³pez, L. M. (2007). Dual language and literacy development of Spanish-speaking preschool children. Journal of Applied Developmental Psychology, 28(2), 85-102. Pearson, B. Z. (2007). Social factors in childhood bilingualism in the United States. Applied Psycholinguistics, 28(3), 399-410. Silverman, R. D. (2007). Vocabulary development of English-language and English-only learners in kindergarten. The Elementary School Journal, 107(4), 365-383 Franquiz, M. I. (1998). The effects of bilingual education on academic achievement, language development, and self-esteem of hispanic children. US: ProQuest Information & Learning. Ng, E. (1999). The impact of heritage education on self-esteem and ethnic identity. US: ProQuest Information & Learning. Tencer Garrity, T. L. (2003). An investigation of the relationship between acculturation and academic performance, self-esteem, and ethnic identity with mexican-american children. US: ProQuest Information & Learning. Wright, S. C., & Bougie, É. (2007). Intergroup contact and minority-language education: Reducing language-based discrimination and its negative impact. Journal of Language and Social Psychology, 26(2), 157-181.   

English A Language And Literature Essay

These notes to examiners are intended only as guidelines to assist marking. They are not offered as an exhaustive and fixed set of responses or approaches to which all answers must rigidly adhere. Good ideas or angles not offered here should be acknowledged and rewarded as appropriate.  Similarly, answers which do not include all the ideas or approaches suggested here should be rewarded appropriately. SECTION A Candidates are required to compare a letter from John Steinbeck to his eldest son Thom with an â€Å"advice† comic strip by Ken Cursoe, both of which explore the virtues (or not) of being in love. An adequate to good analysis will: †¢ note the commonalities of the two texts, such as Thom and Luke both seeking advice about love, the â€Å"expert’s† opinion about love, male/female distinctions, etc †¢ note some of the differences between the two texts, such as father / Tiny Sepuku, sincerity / humor, letter / advice column/cartoon, etc †¢ comment on the different text types, noting some characteristics of each. (For example, the letter observes the conventions of the form and responds to a letter on a personal level and addresses the issues it raises in a clear and logical fashion. The cartoon, posing as an advice column, opens with a brief letter of two questions answered by Tiny in a â€Å"tongue-in-cheek† fashion through seven vignettes of the â€Å"super powers† that love gives to either the male or female in the relationship) †¢ comment on the differences of context as deduced from the times and situations in which the texts were generated and from issues and references made within the texts themselves, such as the vignettes of the cartoon, the implications of the gestures and language of the cartoon characters, as well as the relationships revealed in the letter and the attitudes expressed by Steinbeck †¢ comment on the differences of audience and purpose as deduced from the two text types. A good to excellent analysis may also: †¢ consider further the differences in the attitudes to â€Å"love† †¢ consider more closely the purposes of the writers as viewed through their choice of text types, considering closely the differences between seriousness and humour †¢ offer a more in-depth analysis of both the letter and the cartoon, looking  closely at the stylistic features and showing some familiarity with terms appropriate to each †¢ offer a more careful consideration of audience and purpose, for example, the original recipient of the letter and, now, the wider audience interested in the life and writings of John Steinbeck, and, for the cartoon, those who follow the comic strip (and write in) or the general public who are amused by the cartoonist’s treatment of the subject. –4– N13/1/AYENG/HP1/ENG/TZ0/XX/M SECTION B Candidates are required to compare the poem Eyepiece by Judith Beveridge with a message from the Yahoo forum Microscope – Microscopy as a hobby or profession, which present, respectively, figurative and literal views of the world seen through a microscope. An adequate to good analysis will: †¢ note the commonalities of the two texts: the viewing of the world through a microscope, the identification of what is being looked at in each case †¢ comment on the two text types exploring some characteristics of each (the blend of personal and scientific comments in the message, as well as the nature of observation, both general and specific, the use of scientific language, the global nature of the â€Å"group,† etc as opposed to the more refined qualities of the poem: stanzas, lines, enjambment, simile, extended metaphor, alliteration, etc) †¢ comment on the â€Å"view of the world† that is offered by these writers and how distinctions between their purposes, contexts and audience shape their use of language, style and technique †¢ offer a recognition of the distinction between literal and figurative. A good to excellent analysis may also: †¢ offer a more in-depth analysis of both text types, showing how choice of text type influences both the structure and style of the content †¢ offer a careful consideration of the world view that is presented in each text: looking at the distinctions between describing an evening as though it  were a vision seen through a microscope compared with the reality of looking at water through a microscope and the impact (such as â€Å"fascinating†, â€Å"shocked and horrified†) on the observer †¢ consider more closely the two speaking voices (the scientist and the persona of the poem), how they are characterized and to what effect †¢ offer a cogent comparison of the two text types that offers a clear understanding of purpose, context, content and audience.

How to be yourself at work

How to be yourself at work If you’re like most people, you’ve encountered at least one situation at work in which you’ve wondered, â€Å"How should I behave?† â€Å"Can I be myself in this situation or do I need to act a certain way?† These situations can be challenging to navigate and can make an already stressful job experience harder than it is- or needs to be. The truth is, for most people, the subject of workplace behavior can be a tricky balancing act. On one hand, you want to approach your job- whatever level or industry you’re currently in- as a rung on a ladder. At the top sit your ultimate professional and career goals, and you want to align your on-the-job behavior in a way that will best help you climb gracefully and easily. On the other hand, you don’t want to create an artificial or disingenuous work persona that’s so far removed from who you really are that you make yourself miserable.Your main goal is to strike a positive and productive ba lance, using your well-honed workplace instincts and your true sense of self to become an effective and genuine employee that your coworkers appreciate having around. The following are some proven strategies to help you stay on track.Be situation smart.Truly successful employees make it a point to learn the unique â€Å"ins and outs† of their specific work environments. On top of doing their jobs effectively, they study their colleagues and their particular work styles- how they like to collaborate, their preferred communication tools, the tone and topics they typically respond best to.Once you get a good handle on your work environment, you can best understand when and where you can be your true self. Are you a lighthearted employee who prefers face-to-face conversations and a casual tone when discussing work-related issues? If so, be sure to figure out which of your colleagues this style works best with and feel confident that you can be your â€Å"true self† when de aling with them.And what about those more serious coworkers who prefer everything to be handled over email with a minimum of witty banter? It can really be in your best interest to modulate your approach to best suit their needs and preferences- not only will this increase your chances of handling work issues effectively, it should also score you some points with these folks, which is never a bad thing.Pay attention to clues.The most effective employees are truly self-reflective workers- they make it a habit to analyze their behaviors across situations in an effort to discover what works best. This gives them a tremendous advantage when encountering any type of work issue. From what to wear on any given day or event to how aggressive or laid back to be in a meeting and how freely you should share constructive criticism or new ideas, they truly make an effort to analyze a situation and tailor their approach accordingly. There’s a time and a place for most things at work- the t rick is to learn the crucial when, where, and with whom.Learn from mistakes.Let’s be honest- no one is perfect, and we all have done things that we’d love to take back or erase, given the chance. But those who tend to be most successful in their work environments are those who learn from mistakes- both theirs as well as the mistakes of others. It stands to reason that the best measure of what works and what doesn’t is history, and this holds true for the world of work as well. Did you or a colleague deliver a presentation that fell flat? Do you know someone at work who coworkers tend to avoid whenever possible- or perhaps you’re this person?If so, analyze the situation and take an honest look at things in an effort to figure out what’s wrong and where you can get back on the right track moving forward. Strong employees don’t approach this as a moment to declare, â€Å"I just can’t be myself when I’m at work!† or, â€Å" I’m stuck in a hopeless situation!† Instead, they take it as a helpful inflection point, a time to address challenges head on and make improvements in an effort to get further up that career ladder. Oftentimes, the truest way to discover the right approach is by learning which ones are wrong. Trial and error are great guides in life.The Bottom LineIt’s been said that effective employees are like chameleons. They have an uncanny ability to adapt and blend into all sorts of situations. While this may or may not mean that you can completely and totally be â€Å"yourself† in every situation you’ll encounter at work, the truth is that most of us have a wide range of behaviors that comprise who we are- at various times, we’re serious or playful, focused or multitasking, talkative or quiet- the trick to being your â€Å"true self† at work is to know which aspect of your personality is appropriate given the situation. Follow the strategies out lined here and before long you should find yourself climbing higher and higher up that ladder to career success.