Target Corporation Brand Building Essay Example

Target Corporation Brand Building Paper Target Corporation is a developed company which focuses exclusively on general merchandise retailing. Our principal operating strategy is to provide exceptional value to American consumers through multiple retail formats ranging from upscale discount and moderate-priced to full-service department stores. According to msn.com, in the finance section, we found that Target is moving into the on-line business industry and targeting consumers to shop on-line. Also it states how many stores Target has and the range of general merchandise items. Target Corporation operates general merchandise and food discount stores in the United States, which include Target and SuperTarget stores. The Company offers both everyday essentials and fashionable differentiated merchandise. Targets credit card operations represent an integral component of its core retail business. The Company also operates a fully integrated online business, Target.com. It operates Target general merchandise stores with a range of general merchandise and a limited assortment of food items, as well as SuperTarget stores with a line of food and general merchandise items. Target.com offers a range of general merchandise, including many items found in its stores and a complementary assortment, such as extended sizes and colors, sold only online. As of February 2, 2008, the Company had 1,591 retail stores. As of May 3, 2008, Target opened 26 new stores, including 14 general merchandise stores and eight SuperTarget stores (msn.com). We will write a custom essay sample on Target Corporation Brand Building specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Target Corporation Brand Building specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Target Corporation Brand Building specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Company History Target Corporation is the fourth largest retailer in the United States. The company operates a total of 1,556 stores in 47 different states. Formerly Dayton Hudson Corporation, Target has three main retail divisions: Target Stores, Mervyns, and Marshall Fields. Target Stores is the number two discount retailer in the country, trailing only Wal-Mart Stores, Inc. Target has distinguished itself from its competitors by offering upscale, fashion-conscious products at affordable prices. The 1,225 Target stores generated 84 percent of Targets fiscal 2002 revenues. The store count includes Target Great-land units, which are much larger than the typical Target store. The Great-land stores average 145,000 square feet compared to the traditional 126,000 square feet of a regular store. Super Target outlets, which are combined discount/grocery stores, averaging 175,000 square feet. Generating 9 percent of 2002 revenues were Mervyns 267 stores situated in 14 states, primarily in the West, Southwest, and Midwest (specifically Minnesota and Michigan). Based in the San Francisco Bay area, Mervyns positions itself as a chain of moderately priced, family friendly, neighborhood department stores. Target Corporations full-service department store division, contributor of 6 percent of sales, is now consolidated under the Marshall Fields banner. The 62 Marshall Fields stores (which include locations that formerly operated under the Daytons and J.L. Hudsons names) are located in eight states in the upper Midwest, with the majority found within three metropolitan areas: Minneapolis, Chicago, and Detroit. Target Corporations philanthropy has been and still is legendary. In 1989 the corporation received the Americas Corporate Conscience Award for its magnanimity, and Target contributes more than $2 million each week to the communities in which its stores are located. Condensed Timeline In 1902, George D. Dayton opens Goodfellows in downtown Minneapolis. In 1962, The Dayton Company enters mass market discount merchandising with the opening of its first Target store in Roseville, Minnesota on May 1. In 1968, The Target bullseye logo is redesigned to its current appearance. In 1979, Target stores reach $1 billion in annual sales. In 1985, the weekly Target stores advertising circular becomes Americas second-most-read newspaper insert after the Sunday comics. In 1995, Target stores introduce its first store credit card. In 2001 the Target(r) Visa(r) is introduced. Today, all are part of the REDcardSM family of products. In 2000, The Dayton Hudson Corporation is renamed Target Corporation. In 2005, Target Corporation ranks among the top 20 corporate contributors in the nation, giving $2 million each week to the communities it serves. Target also celebrates reaching the $50 billion mark in annual sales. This year, Converse(r) One Star(r), a new and innovative collection of vintage-inspired clothing and footwear, debuts at Target. Mission Our mission is to make Target the preferred shopping destination for our guests by delivering outstanding value, continuous innovation and an exceptional guest experience by consistently fulfilling our Expect More. Pay Less.(r) brand promise. To support our mission, we are guided by our commitments to great value, the community, diversity and the environment 1. What products does the company offer? Target exclusively carries Sony products. They also carry Eddie Bauer, Tupperware, Calphalon and Waverly. They also carry the Mossimo brand, which at one time was upscale, cutting-edge surfwear. (Jeffrey Arlen) Target was able to extend the Mossimo brand and increase its popularity in the stores. The following is from Arlens article: Mossimo merchandise includes a range of on-trend styles that extend from stretch spandex/cotton wovens to board shorts and shoes. The lines design is edgy, playful and wearable, putting it in sync with Targets marketing proposition. And this is certainly a key to Targets success. The ads, the merchandise, the stores, its all integrated, and they keep raising the bar for other retailers, Corlett says. They offer a large variety of products from electronics to kitchenware, and from childrens clothing to personal hygiene products. Financial Targets financial history is found in Appendix D. Charts and a graph show the trend of Targets finances and also current trend for December 5, 2008, as shown in the graph. It looks like for the 2008 fiscal year, we would be looking at generating about $19 billion for the fourth quarter. If we look at the past two years, we see that the fourth quarter is around $19.7 billion or more. The total revenue for this fiscal year would probably be around $64.2 billion. It seems to us that Target has a strong financial backbone and even with the economy in its decline, they still show a profit and positive trend, especially in the retail industry. Threats and Opportunity Analysis The following assessment presents the Strengths, Weaknesses, Opportunities, and Threats for the Target Corporation. It identifies the key internal and external factors that are important to achieving the company objective. The internal factors present the strengths and weaknesses internal to the company whereas the external factors are presented in the opportunities and threats to the Target Corporation. Strengths to Build Upon * Target is an innovation and influential retail store. Their mission statement focuses on four core goals: great guest service, clean stores, in stock merchandise and speedy checkout. These guidelines make up the culture of the fast, fun and friendly stores. * Target emphasizes on new ideas and exclusive products, such as Clear Rx. This invention has grossed the company over 7% of their total sales and contributes to about 33% of the guests. * Target is committed to having their location accessible to many of their current and potential guests. * Target has made agreements with top designers to sell their luxurious items at affordable prices for Target customers. An example of that is Victoria Secrets line of Gillian OMalley lingerie line that is sold at Target at affordable price. * In some states, the Police department use Targets Asset Protection systems to catch unlawful behaviors such as theft and monitor fraudulent activity. Weaknesses to Overcome * Target is not a global retailer, which means that they do not have a presence in countries worldwide. Therefore, they should look into traveling overseas, since their competitors like Wal-Mart are working internationally and boosting their revenues. * Pharmacy customers for Target account for 7% of their total sales and revenues but their turnover rate for Pharmacist is very high, since they work 12-hour a day shifts. This in turn affects their sales and customer satisfaction. Opportunities to Exploit * Target has a reputation for new product development and creativity. Target can build upon this reputation to penetrate new market in innovativeness and originality. * Like all its competitors, Target Corporation uses coupons to attract customers. Until recently coupons could only be used in store, but now the coupons can be used in store and online. With their company website and technological advancement such as the Internet, Target can move to the computer literate market segment thus leading to higher sales. * To take on competition plans, such as Wal-Mart, and focus on international markets. * New locations give Target an opportunity to be diverse in the market. More and more Target stores are attaching to trendy malls in different market segments. Threats to Overcome: * Most Target stores are located within 10 mile radius of their major competition. * In some markets, Targets prices are higher than their competitors. * Target stores that are not Superstores and do not possess a grocery department is a threat since their major competitor such as Wal-Mart are now implementing the majority of their stores into Super centers. IV. Marketing Strategy Market Segment The strategy is very clear; the company implements new products, grocery, and well known brands by using differentiation. This differentiation strategy allows Target to establish originality, away from the traditional discount retail stores. Quality products along with trend setting styles keep the big department store feel without having cheap products. The marketing strategy is to be identified as an upscale discount store with trend conscious products. John Geisse, who was a senior vice president and the originator of the discount store concept stated, We will offer high-quality merchandise at low margins, because we are cutting expenses. We would much rather do this than trumpet dramatic price cuts on cheap merchandise. Regular discount stores, such as Wal-Mart focus on price and low cost through products. Target has broken away from the general assumptions of discount stores. With Wal-Mart focusing on price and other retail stores struggling, the company has been unchallenged as a premium discount store. The company has developed a drive to be creative and innovative in their marketing strategy. The differentiation aspect of Target is to outperform on specific dimensions. The cleanliness of the store, shopping environment and overall experience the customer receives is part of the strategy (Lisanti, 2001). The focus is always on the consumer. Every merchandising decision is based on the commitment the company has to its target market. The company considers their customers as guests and wants their employees to treat them as such. The store attracts affluent customers with in-house brands and national products (Lebhar-Friedman, 2001). The target market is well educated with 48% of the consumers having a college degree and up to 80% that have attended college. The demographics of the target shopper has an average age of 41, and 76% of those customers are women. Most come from low to middle class income levels with an average of $63,000 per year. The customer base is family oriented with 45% having children currently living at home. The company segments the market by offering a wide range of products that are beneficiary to the consumer. The company is constantly evolving through changing tastes and trends of consumers. The creativity and vision is shown through the extraordinary merchandising and promotion. Every-day commodities are expressed through stylish images in magazine ads. Commercials on television are both whimsical and extreme (Arlen, 2001). The strategy behind such colorful promotion is to create a high brand position based on consumer perceptions. Target has high brand awareness, 97% of American consumers recognize the bullseye logo. The consumer awareness gives Target a competitive advantage against the competitors. Target wants to develop an emotional relationship with the consumers. Marketing strategies attempt to create a relationship between the consumer and the brand. Customer Insight By studying advertisements we were able to decide the customer insight for Target. Consumers believe that being trendy and diverse gives them a high social status and an upbeat positive self image. Target has taken the idea of following the latest trends and fashions and incorporated new sleek designs into daily ware and household goods (Arlen, 2001). The huge selection the company offers is diverse and gives consumers a sense or originality. Having a positive image is shown through the stores attitude and upbeat theme. The store associates are fast and friendly and are willing to assist the guests in any way possible. The dramatic dà ¯Ã‚ ¿Ã‚ ½cor in the store is designed to announce brand position. Aesthetics such as vivid colors and modern art entice consumers that Target is a premiere brand. Quality products at a reasonable price define social status without shopping at a regular discount store. Fun and cheerful commercials tell customers that Target can fulfill their self image. By evaluating customer insight Target has been able to understand and unlock consumer motivations. Key Brand Benefit Consumer Driven Strategy To determine the brand health of Target we interviewed 30 individuals using the task brief questionnaire. The industry category for Target is discount priced retail and supercenter stores. We profiled consumers at Target versus Wal-Mart by using the 4 As measurement scale. We recorded the attitudes and behaviors in a table located in Appendix A. As the table shows there is a difference in percentages between the two companies. The majority of Target customers are classified as adopters with 36 percent of the total sample base. The second highest category is acceptors with 23 percent followed by available. Surprisingly adorers and rejectors had the same percentage of consumers. Only 7 percent of the total sample base is considered an adorer. Wal-Mart on the other hand, has a higher customer base of acceptors, adopters, and adorers. Wal-Mart has 16 percent more adorers and rejectors is 3 percent less than Target. The result of the survey conducted shows the need for Target to set specific consumer goals. Table B in the appendix shows the result of the consumer driven strategy. Each of the consumer categories were divided up into percentages. Based on the number of consumption and the percent of consumers in each category, Target has great potential to develop a change in attitudes and behaviors. As of right now, adorers only represent 6 percent of the entire category after the number of consumption. Adopters have a much larger percentage of the majority with 71 percent. By changing the number of consumption per category and the attitude towards the brand, Target has an opportunity to increase brand commitment. The consumer goal for Target is to convert 10 percent of adopters to adorers by moving the consumer along the journey. By increasing the volume of adorers the total percentage of consumption will grow to 17 percent. The advantage to having more adorers is customer loyalty through repeat purchasing. Positive word-of-mouth will be spread to other consumer categories and perceptions will transform. Brand Essence Wheel Along with the consumer driven strategy we also surveyed the individuals about the facts and feelings that determine the brand image to the consumer using the brand essence wheel. Responses were subject to the rational thinking and emotional beliefs about the image of Target. We received a number of words used to describe the brand from the survey. Both positive and negative words were expressed along with some neutral feelings. Some of the terms used to describe the product include: quality, busy, creative, diverse, atmosphere, and cheap. The diverse use of language shows the different attitudes consumers have toward the product. When it comes to what the product does for the consumer the thoughts are slightly similar. The selection of Target consists of quality merchandise with style and reasonable prices. The store atmosphere coincides with the unique advertised themes. Target creates value to new ideas that attracts middle class consumers. Responses were distinctive when asked, how the brand makes me look. Individuals have an emotional viewpoint on how others perceive them. Target shoppers give the impression of being organized, comfortable and trendy. Upbeat and friendly attitudes are associated with the open selection the company has. The mindset of want it-need it is satisfied with the sense of having money. The final question referenced to feelings is consumers ability to recognize how the brand makes them feel through personal characteristics. Target makes a person feel smart, in-style, and equal to others. Equality is shown through social status and the luxurious taste the product gives them. Consumers relate high fashion models in the commercials to their own individuality. The inner part of the wheel is broken up into three sections. The first section is facts and symbols that connect the brand to peoples minds. Symbols are recognized by sight, repetition, and memory. The results of the survey had an assortment of language with the target symbol being the main theme. Expect more pay less slogan is widely known along with the catchy advertisements. Colors such as red and white, and the circled shape target are represented in every promotional endeavor. Consumers also associate the dog and cheerful music with the company. The second part is the personality of the brand. Target is both unique and self-aware of the impact it has on society. The brand is a people pleasure and is open and carefree with respect to others. Targets light-hearted personality creates a positive attitude and cheerful mentality. The brand characterizes humble, clean cut, yet has an edge with fashion and new trends. The final element for the brand essence wheel is the core. The core for Target is represented by value, customer and trend. The company is dependable with quality products and service which create value. The costs associated with the brand are reasonable and fair. Customers assess a value to the merchandise, and how much they would be willing to pay for it. Targets main focus is on the customer. Targets vice chairman Jerry Storch stated, Its all based on a clearly-defined customer, one which remains in the companys strategic sights even as it embarks on a new era of growth with its Super Target format (Lebhar-Friedman, 2001). Expressions such as cheerful, friendly and satisfaction are the result of the impact the brand has on the consumer. The layout of the store is designed specifically for consumers to maneuver throughout the different departments. Bold colors and sleek designs attract customers to the brand. The final core value is the trend. Trend is one of the core values becaus e of how much focus is emphasized on creativity and fashion. Encouraging new ideas and following trend lines is a part of the strategy at Target. The consumer associates trend with the brand because of the ever changing products and ideas that are implemented into the stores.

Public Restrooms in Franceâ€Les Toilettes Publiques

Public Restrooms in France- Les Toilettes Publiques When you travel to France, one thing is certain- youll have to use the restroom. Politely asking where the toilets are is a delicate thing in French. Now that youve mastered the toilet-related vocabulary and the strange double flush tank, you are ready for your next challenge: using (and surviving) Les toilettes publiques! In a small (or huge) town, using les W.C  of a restaurant or a cafà © should not be a problem. Just ask oà ¹ sont les toilettes sil vous plaà ®t, and you should be fine. But unless you are a patron, in many very touristy areas, youll have to use the public restrooms. It may be worth buying un cafà ©, even if you dont drink it, so you can use the cafà ©s bathroom. Some very old fashioned public restrooms or very old fashioned restaurants will have what we used to call une dame pipi (literally a pee lady ... a more PC term is agent dentretien- maintenance officer). This person cleans and takes care of the place. Its customary to leave them a tip- 50 centimes or one Euro. Les Urinoirs (urinals) are still very common and not so discreet in France. Its not uncommon in a public restroom to have a urinal section facing the closed toilets so that when you enter/exit the restroom you will pass in front of urinating men ...  how nice. More modern public restrooms will be some sort of a cabin (called une sanisette) which opens up when you insert a coin (they are free in Paris since 2006 ... and more or less  dirty ... and always lacking toilet paper, so plan on bringing tissues). The instructions are pretty clear, and there are usually drawings. However, a  Skype student of mine had an interesting story with one of these. He had to pay one Euro to get in. So, after he did his business, as he left and the door opened, he let his spouse in. And she got ... a free shower! Some of these cabins get fully rinsed after each use, from top to bottom. So ... pay the extra one Euro. And yes, it is still very true, many public restrooms (rarely in cities, but frequently highway restrooms) are what we call des toilettes la turque- no seat but a hole. I hate these, as Im pretty sure every other woman does. Basically, there is a hole, and two rectangles to place your feet, supposedly out of the pee route. Face the door if you want to limit the damage. No, French women dont have a secret about using these. We are all created equal when it comes to using these awful devices.   Last thing ... the French are not really shy when it comes to peeing al fresco- outside! If you drive around France, you may sometimes see a car stopped on the side of the road, with a guy facing the fields and relieving himself. Well, at least he is not facing the road. Nothing shocking here for the French, its only human nature!

Learn How Apples First Smartphone Came to Be

Learn How Apple's First Smartphone Came to Be According to the Oxford English Dictionary, a smartphone is â€Å"a mobile phone that performs many of the functions of a  computer, typically having a touchscreen interface, internet access, and an operating system capable of running downloaded apps.† As those of you who know your smartphones history are aware, Apple did not invent the smartphone. They did, however, bring us the iconic and much-imitated iPhone, which debuted June 29, 2007. Precursors to the iPhone Prior to the iPhone, smartphones were often, bulky, unreliable, and prohibitively expensive. The iPhone was a game-changer. While its technology was state-of-the-art at the time, since more than 200  patents  went into its original manufacture, theres no pinpointing a single person as the iPhones inventor. Still, a few names- including Apple designers John Casey and Jonathan Ive- stand out as being instrumental in bringing Steve Jobs vision for a touchscreen smartphone to life. While Apple had produced the Newton MessagePad, a personal digital assistant (PDA) device, from 1993 to 1998, the first  concept for a true iPhone-type device came about in 2000 when Apple designer John Casey sent some concept art around via an internal email for something he called the Telipod- a telephone and iPod combination.  The  Telipod  never made it into production but Apple co-founder and CEO Steve Jobs did believe that cell phones with a touchscreen function and access to the Internet were the future of accessible information. Accordingly, Jobs set a team of engineers to tackle the project.   Apples First Smartphone Apples first smartphone, the ROKR E1, was released on Sept. 7, 2005. It was the first mobile phone to use iTunes, the music-sharing software Apple had debuted in 2001. However, the ROKR was an Apple and Motorola collaboration, and Apple was not happy with Motorolas contributions. Within a year, Apple discontinued support for the ROKR. On Jan. 9, 2007, Steve Jobs announced the new iPhone at the Macworld Convention. It went on sale on June 29, 2007. What Made the iPhone So Special Apples chief design officer from 1992 to 2019, Jonathan Ive, was largely responsible for the look and feel of the iPhone. Born in Britain in February 1967, Ive was also the principal designer of the iMac, the titanium and aluminum PowerBook G4, MacBook, unibody MacBook Pro, iPod, iPhone, and iPad. The first smartphone with no dedicated keypad for dialing, the iPhone was entirely a touchscreen device that broke new technological ground with its multitouch controls. In addition to being able to use the screen to select and use apps, users could scroll and zoom as well with a finger swipe. The iPhone also introduced the accelerometer, a motion sensor that allowed the user to turn the phone sideways and have the display automatically rotate to suit. While it was not the first device to have apps or software add-ons, it was the first smartphone to manage the apps market successfully. Siri The iPhone 4S was released with the addition of a personal assistant called Siri, a voice-controlled, artificial intelligence-based assistant that could not only perform numerous tasks for the user, it could also learn and adapt to better serve that user, as well. With the addition of Siri, the iPhone was no longer a mere phone or music player- it literally put an entire world of information at the users fingertips. Waves of the Future Since it made its debut, Apple has continued to improve and update the iPhone. The iPhone 10 (also known as iPhone X), released in November 2017, is the first iPhone to use  organic light-emitting diode  (OLED)  screen technology, wireless charging, and facial recognition technology to unlock the phone. In 2018, Apple released three versions of the iPhone X: iPhone Xs, iPhone X Max (a larger version of the Xs), and the budget-friendly iPhone Xr, all with improved camera technology that enables what Apple terms, Smart HDR (high dynamic range) photography. Going forward, Apple is expected to continue with OLED displays for its 2019 devices, and there are some rumors that the company plans to soon retire its earlier LCD (liquid crystal display) displays altogether.

'Henry Ford's $5 workday' Essay Example | Topics and Well Written Essays - 250 words

'Henry Ford's $5 workday' - Essay Example When employees are contented, they would tend to put in more effort in their work, producing quality in a sustainable manner. This also positioned the company strategically to outwit competition by increasing production at cheaper price owing to economies of scale. An employee who is paid well is more likely to put in more effort in the daily endeavors and tasks within the organization (Mankiw, Kneebone and McKenzie, Principles of Microeconomics). Compensation is directly proportional to the amount of effort an employee puts in their work. An employee who is paid well is more likely to have a balanced and healthy diet. This is because disposable income determines an employee’s expenditure limits. Therefore by paying workers better, the company reduces incidences of sick leaves, ensuring continual production. The better pay at Ford attracted high quality and even experienced employees. This availability of labor motivates the contracted employees to work at their optimal level as they can be easily replaced (Mankiw and Scarth, Macroeconomics : Canadian edition). This is known as adverse selection. In conclusion, by increasing employee compensation, Henry Ford strategically increased his production, output, sales and profits, while mitigating employee turnover. This concept is largely employed in the modern business world, where employees offer wages above the equilibrium

Record Keeping Essay Example | Topics and Well Written Essays - 500 words

Record Keeping - Essay Example may require the students to display a number of skills that may include but are not limited to the skills of understanding and learning the lessons; operating upon the customers like cutting their hair, fixing their eyebrows, and plucking excess hair off the forehead; and also their knowledge and expertise in such functional skills as English, Math, and ICT. When the records of assessment of students of a health and beauty course needs to be kept, the teacher should maintain the records of their assignments, tests, quizzes, projects, viva, and exams. When the records of assessment of workers of a health and beauty salon are to be maintained by the salon owner, the records of the workers’ attendance; worker’s record of sick leave, emergency leaves, and other leaves; and customer reviews for and against the worker need to be maintained. All of these records need to be maintained in order to keep track of the progress and quality of work of each worker. Also, the salaries of the individual workers are established based on a variety of factors including these. The teacher needs to maintain these records of assessment in order to distinguish between students that are exceptional from the average students and also from the students that are low achievers in the class. â€Å"Teachers make judgments about student progress based on information gathered through a variety of assessment strategies† (k12.gov.sk.ca, n.d.). Maintaining these records is essential in order to keep the students motivated to work hard and invest time, effort, and resources in gaining the knowledge and developing the skills. The teacher needs these records of assessment because in the final result, each of these factors including assignments, tests, quizzes, viva, and exams are graded according to a certain percentage. The final result reflects the students’ achievement in each of these areas rather than just the final exam. Likewise, an employer of a health and beauty salon needs to maintain

Cosmetic Surgery among women Essay Example for Free

Cosmetic Surgery among women Essay Table of Contents: Introduction Page 2 Causes of Cosmetic Surgery (by Hilda) Page 3 Physical Damage after Cosmetic Surgery (by Bonnie) Page 4 Psychological Effects of Cosmetic Surgery (by Ashley) Page 5 Conclusion Page 6 Works Cited Page7 Appendix A – Women and Health: Power, Technology, Inequality, and Conflict in a Gendered World Appendix B – Reflecting on Cosmetic Surgery: Body image, Shame and Narcissism Appendix C – Body Work: Beauty and Self-image in American Culture Appendix D – Body Image: A Handbook of Science, Practice, and Prevention Appendix E – Nips tucks: Everything You Must Know Before Having Cosmetic Surgery Appendix F – Check list Introduction To examine the history of cosmetic surgery, Ratcliff stated that cosmetic surgery was originally used to reconstruct the injuries of the returning soldiers from the First and Second World Wars. However, due to the long-time promotions of the media in the standard of beauty of women and the turning of the effects of aging to pathological changes by doctors, the usage of cosmetic surgery has changed (133). Ratcliff reported the statistics in 1998 from the American Association, which showed 3,892,149 cosmetic surgeries for women (135). Nowadays, cosmetic surgery becomes more common, especially for women. Instead of needing it, women see it as a want. They want to attain their ideal images by cosmetic surgery. However, the raising of cosmetic surgery causes both physical and psychological problems. This paper will examine the causes and effects of cosmetic surgery. Causes of Cosmetic Surgery  by Hilda Kong Tsz Yan Northrop reported the Davis’ and Gimlin’s findings in 1995 and 2002 that the judgment of men is not the main reason for women to have cosmetic surgery. The opinions of men are just the supportive of the cosmetic surgery decisions of women (157). With the increasing number of women having cosmetic surgery after divorcement, Northrop believed that many women would change jobs or resume studying to enlarge their competence and competitiveness. Cosmetic surgery would improve their body image and increase the opportunities of employment (157). Northrop also thought that cosmetic surgery had the meaning of getting back control of the bodies for divorced women. They did not mind the pain of cosmetic surgery as they thought it was the inevitable part of process of retrieving ownership of their bodies (158). For common women having cosmetic surgery, Northrop suggested that due to the rejection and replacement by other people who had better looking in daily life, women would have dispirited self image and feel shame. They therefore want to improve their situations by cosmetic surgery (159). I am surprised that cosmetic surgery has a great meaning for women. It does not only boost the self-esteem of women, but also has the meaning of getting back their bodies. I have believed that opinions of men are the main reason for women to have cosmetic surgery all the while. However, it appears to me that there is evidence to say that women want to have cosmetic surgery because of women themselves. Physical Damage after Cosmetic Surgery  by Bonnie Hui Nga Ting Gimlin highlighted cosmetic surgery can cause a serious problem on health that the body may have rejection on tissue engineering application. She also described women had breast augmentation and it is extremely pain. They may feel difficulties and uncomfortable when they lying or putting up the hand.  If it is not success, the surgeon chisels the chest wall of the patient for removing the chemical part out. It cannot stay inside the body. Furthermore, the breast may have scars or deform (77). In addition, Gimlin stated if woman had cosmetic surgery for whole body, the woman may get poor in facial expression. Also, if a woman had liposuction, the patient may get corrugated and uneven structure of the skin (77). Gimlin also claimed that due to new benefits or more resources, the body can advance and transform continuously (78). However, I disagree with Gimlin that the body can advance and transform after cosmetic surgery. If we had cosmetic surgery not because of disability, I think it is not upgrading and this must have side-effect that we use chemical way to change our body structure. Moreover, I think women had cosmetic surgery for beauty purpose and the physical effects are the cost of the beauty. I think the pain is bigger than the value of beauty for me and beauty cannot be everlasting. It is not worth a try. I do not want to stake my health for whole life to get a beautiful appearance for few years only. Psychology Effects of Cosmetic Surgery  by Ashley Ngan Ka Yan Not only the physical damage is serious, but also the psychology effect should be concerned as well. Cash and Linda report that 5-15% of cosmetic surgery patients are having body dysmorphic disorder which is a kind of mental illness that their body will be criticized by themselves extremely such as their skin, hair or even any body parts. Thus, they may not satisfy the postoperative results as they will still look for the flaws of their appearance (396). For women having cosmetic surgery, Cash and Linda highlight that the occurrence rate of suicide are increasing frequently and having mental disorder are happening most likely specially the women who have breast implant, so they need to have psychological and psychiatric remedies in order to prevent their self-murder ideation or self- harm conducts (397).  Moreover, Cash and Linda suggest that producing preservative influence for women who may have those risks for self-destruction because of mental illness and psychosis (398). I am surprised that cosmetic surgery can cause the psychology effect seriously like suicide and self-harm behaviors, so I do agree with Cash and Linda that providing more support for those women who may have body dysmorphic disorder in order to deduct the unfortunate happenings because life is important and it should be treasured. It also reminds me that we should think twice before making change to our body as once you did it, you might not be able to go back. Conclusion Although there are negative effects of cosmetic surgery, it cannot eliminate the advantages it gives to women. Cosmetic surgery gives self-esteem and a new body image to women. It makes women accept themselves again and comfort them when they face others and do not feel inferior when they saw their face or body. So, why not look for outstanding doctor to help you fulfilling your goal. To choose the right doctor, Barry suggested that the first thing is comparing more than two doctors and taking consultations with them (17). Second, choosing a doctor according to their experience and technical abilities and do not trust any advertising, magazines or television shows because great doctors do not need to get promoted (18). Third, you must know what you want to change before having operation and during the consultation time. You have to ensure that your doctor understands your expectations after surgery (18-20). Works Cited Barry, Diana. Nips tucks: Everything You Must Know Before Having Cosmetic Surgery. Los Angeles: General Publishing Group, 1996, 17-20. Print. Cash, Thomas F., and Linda Smolak. Body Image: A Handbook of Science, Practice, and Prevention. 2nd Ed. New York: The Guilford Press, 2011, 396-398. Print. Gimlin, Debra L. Body Work: Beauty and Self-image in American Culture. University of California Press, 2001, 77-78. Web. Northrop, Jane Megan. Reflecting on Cosmetic Surgery: Body image, Shame and Narcissism. Hoboken: Taylor Francis, 2012, 157-159. Web. Ratcliff, Kathryn Strother. Women and Health: Power, Technology, Inequality, and Conflict in a Gendered World.1st ed. Boston: Allyn and Bacon, 2001, 133-135. Print.

MTV Affecting The Youth :: essays research papers

The Pop Culture Assault Music TV channels, broadcasting variety of programs ranging from ordinary music videos through charts, various shows to cartoons are the symptom of our times. No matter if it's MTV or VIVA, they sell very similar stuff, often cheap and shallow. The pop culture and consumption grasped the most powerful device that is television. It is used as a tool for spreading out information, ideas and appeals. Oftentimes they are silly and ridiculous; nevertheless they have enormous influence on people who watch it. Image has become the most widespread form of expressing ideas and for communication. Colorful and quickly changing pictures surely affect human personality; it influences the way we behave, dress and exist. Young people tend do be and look like their VJ's from the TV screen. They wear in certain way; they cut their hair, pierce or tattoo their bodies, just because of their TV idols doing that. TV hosts become the role models to follow; they are gurus and authorities on almost every field of human life from fashion to ethics and morality. They sell some patterns of behavior that other people can consider weird or outrageous. Their ideas can be good and honorable as well as freak and dumb. TV creates an ideal of a 'perfect' woman and man with all the paraphernalia and pressure connected with it. Many young women (as they appear to be more susceptible to that tension) put themselves on diet; wear strange clothes etc. just to fit in the 'official' picture. People buy 'proper' brands of outfit, cosmetics and even food, they become the slaves of fashion, fashion that often is nothing but garbage glittering and shining on the surface but empty and dull inside. Tracks from the top of the charts, however stupid or unmusical-like they are, can be safe to be sold in millions of copies all over the world. Here comes another phenomena, music that used to be of an artistic and cultural value, tends to be no longer so.

The Impact Of Recruitment Commerce Essay

Harmonizing to Sheila M. Rioux, Ph.D. , and Paul Bernthal, Ph.D. , Recruitment & A ; Selection Practices Survey Report ( 1999 ) , enlisting is the procedure of placing and pulling possible campaigners from within and outside an organisation to get down measuring them for future employment. Once campaigners are identified, an organisation can get down the choice procedure. This includes collection, measurement, and measuring information about campaigners ‘ makings for specified places. Organizations use these procedures to increase the likeliness of engaging persons who possess the right accomplishments and abilities to be successful at their occupations. Nowadays employees are treated as human capital and they are considered as nucleus competence of organisation ‘s public presentation and drive factor behind the success. Recruitment is a uninterrupted procedure because of staff going, alterations in concern demand ; alterations in concern location and publicity. There are two sorts of enlisting channels ie Internal enlisting and external enlisting. There are so many altering tendencies in the industry to provide to the demands of the clients. Recruitment is a really ambitious occupation due to altering concern scenarios. There are batch of things involved in enrolling a campaigner affecting mapping the demands, strategizing the manner of enlisting and staffing, analysing the campaigner ‘s CV and understanding the occupation fitment standards of the profile. The bets and the hazard engagement are really high depending on the criticalness of the occupation nature and the patronage. So, it is really of import to take right manner of enlisting through known internal beginning or through an external beginning with thorough cognition of the industry who understand the earnestness of the occupation nature. Problem Statement Recruitment is a map that requires concern position, expertness, ability to happen and fit the best possible campaigner for the organisation, diplomatic negotiations, selling accomplishments ( as to sell the place to the campaigner ) and wisdom to aline the enlisting processes for the benefit of the organisation. The HR professionals – managing the enlisting map of the organisation – are invariably confronting newA challenges in Recruitment. The biggestA HR challenge in RecruitmentA for such professionals is to beginning or enroll the best people or possible campaigner for the organisation. In the last few old ages, the occupation market has undergone some cardinal alterations in footings of engineerings, A beginnings of enlisting, competition in the market etc. In an already concentrated occupation market, where the patterns like poaching and busting are deriving impulse. HR professionals are invariably confronting new challenges in one of their most of import function-recruitment. They have to face and conquer assorted challenges to happen the best campaigners for their organisation. The manners of enlisting is through external and internal channels, but these have its ain set of disadvantages, which is taking to major human resource challenges like reduced productiveness, high abrasion, absenteeism, and deficiency of motive. Internal enlisting besides has some drawbacks. The major disadvantage is that it reduces theA innovationA andA creativeA ideasA in the organisation. External enlisting is a cost and clip consuming activity due to drawn-out enlisting, choice, and assignment in nature. There can be trouble in measuring the suitableness of the campaigners. New employees recruited outside the range of organisation return clip for orientation and adjusting to the organisational civilization. InternalA recruitmentA besides consequences in the colored behaviour of the direction and fondness. Lack of originative and fresh thoughts from the occupation market can non be hired. There can be perturbation in the working environment due to recruitment or rejection of one ‘s referred campaigners. So, there is a clear demand to happen out what is the impact of enlisting and choice pattern of campaigners on company ‘s public presentation in these two manners and to happen out which is effectual and efficient manner of enlisting in footings of public presentation of the recruited campaigners and company ‘s public presentation due to the chose manner of enlisting. Purpose of the survey The intent of the survey is to measure what is the impact of enlisting and choice pattern of campaigners on company ‘s public presentation sing manners of enlisting Internet Explorer internal and external. How the company ‘s are impacted due to take manner of enlisting and how employee ‘s perform depending on the enlisting channel. Aims To measure the current enlisting and choice patterns of companies under survey To analyze the causes for the make up one's minding a peculiar enlisting and choice procedure To measure the impact of enlisting and choice pattern on public presentation of the companies Research Questions What are the current enlisting and choice patterns followed by the companies? What are the factors finding the pick of a enlisting procedure? How enlisting and choice procedure aid in effectivity of the company ‘s public presentation? Scope And Restrictions The research worker ‘s focal point is merely on appraisal on the impact of enlisting and choice patterns impact on company ‘s public presentation. This does non cover other factors like wagess, acknowledgment, calling patterned advance, growing, motive, occupation satisfaction, attitude, and perceptual experience of the employees, squad edifice, and single behaviour that contributes to the public presentation of the company. CHAPTER-2 LITERATURE REVIEW There is batch of information available about the best enlisting patterns and its impacts, current and future tendencies. The traditional enlisting patterns are sidelined and new methods like e-recruitment, occupation portal, outsourcing, and temping have significantly changed the enlisting patterns. The challenges, chances, and new patterns have been the countries of focal point in major articles, diaries, and white documents in human resource functional units. Numerous studies and analysis are published by many bookmans. Human resource staffing advisers like Ma Foi advisers and others have published many articles based on the study conducted time-to-time to analyse the industry and extent of prosperity of the enlisting patterns. 2.1. Conceptual Reappraisal: Harmonizing to Binod Kumar Sinha, 2009, Recruitment is a procedure of happening and pulling possible campaigners for the occupation available. Recruitment is a set of activities an organisation uses to pull occupation campaigners who have the abilities and attitude needed to assist the organisation accomplish its aims. There are three phases of recruitment process-identify and specify the enlisting, pull possible employees, select and employ appropriate people from occupation appliers. Recruitment is a uninterrupted procedure because of staff going, alterations in concern demand ; alterations in concern location and publicity. There are two sorts of enlisting i.e. internal enlisting and external enlisting. Recruitment and Selection plays cardinal function in the development of an organisation. 1Binod Kumar Sinha, ( 2009 ) , Trends and issues in enlisting and choice, a critical analysis This is one of the of import HR constituents in developing Indian Economy, which is turning at the rapid pace.A Today ‘s, where demand of qualified and experient people is high, the white collar wages are increasing, every twenty-four hours one MNC is adding presence in Indian market, the pool of experient professionals are smaller than it big population of our state, abrasion rate is rather high runing from 20-60 % , HR professionals are fighting to pull good employees despite ferocious competition. Therefore the Trends and Issues in enlisting and choice is has taken paradigm displacement. Employment has undergone a transformational alteration in most sectors particularly in banking, finance, retail, pharmaceutical, and insurance. Identify current organisational patterns to enroll and choose employees Determine the effectual enlisting and choice patterns Determine how the enlisting and choice patterns impact organisational results. Strategize enlisting procedure Current and future modified enlisting and choice patterns. Feasibility of outsourcing enlisting and choice procedure. Barriers for executing of effectual enlisting and choice scheme. The enlisting and choice procedure needs acute and thorough appraisal for its execution successfully. Harmonizing to Public Service Commission ‘s â€Å" A Toolkit on Recruitment & A ; Selection † ( 2008 ) , discoursing about the direction of the enlisting and choice procedure, a thorough step-by-step direction are provided. Enhancement of direction of enlisting and choice, analysis, and strategizing the executing is really ambitious. Recruitment and choice is a line direction duty. It is the duty of line directors to guarantee that stations are filled and to obtain the aid of departmental HR Components in this respect. Line directors are besides responsible for the overall direction of the enlisting and choice procedure. They should guarantee that all relevant activities, whether handled by themselves or by their HR constituents, are managed efficaciously and expeditiously within sensible clip frames. To make this, a clear limit of undertakings and duties is necessary, s o that line directors are in control of the full procedure and are in a place to inquiry activities if sensible clip frames are exceeded. Each enlisting and choice stage should be finalized before traveling on to the following stage. Recruitment and choice consists of different stages ( advertisement, showing, shortlisting etc ) which are integrated with, and follow one another in a specific order. This implies that each stage has to be finalized before the following stage commences. Each of these stages represents a choice procedure. Applicants who are eliminated are out of the procedure. Nothing prohibits sections, hence, to inform these appliers consequently and to see to it that all relevant certification is placed on record straight off. Departments hence do non hold to wait for the whole procedure to be finalized before informing unsuccessful appliers consequently. This will besides distribute the administrative load attached to each stage over clip. The result of the showing procedure needs to be submitted for the blessing of the put to deathing authorization or his or her delegate. There are therefore obvious benefits to be derived from finalising stages while traveling on to the subsequent stages. Reasonable clip frames should be allocated to the executing of each stage. Since the filling of a station has major cost deductions ( besides hidden costs ) , it is indispensable that this be undertaken in the shortest possible clip. Reasonable clip frames. Important Points of Departure should hence be allocated to the assorted stages, taking into history the type and figure of activities that have to be executed in regard of each stage. These clip frames should be known to all role-players involved and adhered to every bit far as possible. The HR Component should supervise and describe any divergences from policies and processs non decently sanctioned to the caput of section via sanctioned channels of communicating, with a position to proactive damages. Harmonizing to University of Sunderland ‘s Recruitment Handbook, 2009 set uping whether enlisting is the lone available solution or handiness of other options like deployment from other units of verticals of the procedure along with the options of naming a undertaking adviser restricted to the range and continuance of the undertaking can besides be considered, if the undertaking required to be completed is seasonably. This procedure should get down every bit early as possible ( e.g. every bit shortly as a surrender is received, a occupation move agreed or the demand for a new undertaking to be completed is identified ) . Suitable options to recruitment should be considered and Human Resources can supply elaborate advice and counsel on a figure of possible options, including reorganising work distribution, increasing an bing employee ‘s duties, redesigning or automatizing occupation undertakings, reconstituting within the related country or section, reexamining the current on the job agreements of the station to see portion clip or occupation portion as appropriate options. Possibilities of secondment chances or utilizing a contractor/agency impermanent staff for short-run assignments should besides be considered. In instances of short-run assignments of less than three months continuance, where it may non be deemed appropriate to follow the full Recruitment and Selection Procedure, the advice of Human Resources should be sought as to the most appropriate cost-efficient method of run intoing short-run demands. It is possible to enroll to a suited ‘pool ‘ of campaigners in countries where there is an ongoing demand to make full vacant stations at ‘short notice ‘ . For illustration, this may include Academic Tutor assignments where they may be called upon to learn to cover unexpected absences. However, all campaigners who are appointed to a ‘pool ‘ must hold been selected in conformity with this Procedure. After taking to enroll so a occupation analysis should be done to put outlooks on the desired profile and on the campaigner. Consideration should be given to precisely why the occupation exists and what the occupation entails. This will affect transporting o ut an analysis of the current occupation and the context in which the occupation is done. This may affect placing the intent of the occupation within the related country or section, placing the cardinal undertakings, responsibilities and degree of duties of the occupation, discoursing the function with the current occupation holder or line director, analyzing the related country or section to place possible minor internal accommodations. The Key Recruiter is responsible for outlining the information to be included in the farther specifics, which are made available to appliers for a station. The farther specifics must include: The occupation description: this describes the station itself, its duties and responsibilities, and its scene in the section. For appropriate stations, the generic function descriptions will besides be included with the occupation description. The individual specification: this describes the individual who is required to make full the station – experience, instruction and preparation, cognition, accomplishments and properties. These should be rated as indispensable or desirable. These must be used as a footing for shortlisting and questioning so that it can be demonstrated that choice has been undertaken utilizing mensurable, nonsubjective and justifiable standards. Careful consideration should be given to how each facet will be assessed. Proper occupation analysis should be done on the undermentioned functions and duties, -Job Title ; – Coverage Line ; – Class ; ( Human Resources will delegate an appropriate class to all new functions ) – Working Hours ; – Faculty / Service ; – Location ; – Main Purpose of the function ; – Key Accountabilities ; – Particular Fortunes attached to the occupation, such as shift-working or that condemnable record checking is required. Harmonizing to Public Service Commission, discoursing about of import enlisting and choice activities they have mentioned that, advertizement plays a major function in increasing the possibility of the acquiring right campaigners. The purpose of an advertizement is to make the broadest possible pool of campaigners within a specifically targeted sphere. For illustration, there is no sense in publicizing a station to people who do non hold the cognition, accomplishments and competences to execute the occupation. Naturally, this does non use to entry-level or trainee stations and attention must be taken that the rule of free competition is non compromised. It is hence critical that an advertisement clearly sets out what the demands are that have to be met by appliers. This will enable them to make self-selection where they can compare their campaigning to what is required. Further to this, it will help in cut downing the figure of non-qualifying applications. The content of advertizemen ts finally represents the choice standards applicable to the filling of the station. It hence stands to ground that the better the attempt that goes into the content of the advertizement, the easier subsequent procedures will be and the better the quality of the result. The aforesaid, nevertheless, require sections to use their heads to the full to the preparation of advertizements. An advertizement is non an object on its ain, but is a tool to fulfill an aim at a much higher degree, i.e. at a strategic HR planning degree, where thorough consideration has to be given to the demand for cognition obtained by agencies of third instruction and/or accomplishments and competences obtained in pattern. This implies that a section has to use its head to what is required on individual specification degree before it compiles an advertizement. This will guarantee that the advertizement will let for flexibleness during the enlisting and choice procedure. In pattern this is frequently non done and sections merely realize, whilst busy with the choice procedure, that they would desire to choose for a campaigner that does non possess, for illustration, the type of third makings advertised, but who has acquired the really accomplishments and competency required through other agencies. In order to name such a campaigner, they have to relinquish the making demand at this really late phase. This is non desirable, since it compromises the handiness to such stations by other campaigners who did non use on the footing of the specific making demands set in the advertizement. Harmonizing to University of Sunderland the options of assorted advertisement channels can be considered to print the vacancy Options may include one or more of the followers: – – Reviewing whether the vacancy provides a suited redisposition chance for an bing member of staff ; – Weekly internal advertisement on the company ‘s intranet and staff vacancy bulletin – Internet advertisement – including specialist web sites ; – External advertisement in appropriate imperativeness or trade diaries ; – Sending out appropriate information to specific groups of possible appliers where specializer accomplishments may be required ; – Briefing enlisting bureaus or executive hunt organisations on preferred provider list as necessary ; – Reviewing ‘speculative ‘ applications or campaigners that have late been interviewed, and considered appoint able, for similar stations ; – Participating in regional enlisting carnivals and set uping ‘open yearss ‘ for possible campaigners ; – Deciding whether to publish application battalions to campaigners and what information would be appropriate for inclusion in the application battalion. Harmonizing to the University of Sunderland, 2009, the composing of the Selection Panel should be determined every bit shortly as possible, and surely before the choice standards are agreed. Once the rank of the Panel has been determined, it should, if at all possible, run into to be after the whole enlisting and choice procedure. Where this can non be arranged, the Key Recruiter should discourse each issue with as many Panel members as possible. There are some basic rules which Selection Panels should take history of like no enlisting and choice should be undertaken by merely one person. Wherever possible, Departments should place a nucleus squad of people who can help in all their enlisting and choice exercisings to increase expertness and guarantee consistence and continuity. It is indispensable that at least one member of every choice panel, ideally the Key Recruiter, will hold successfully completed the company ‘s preparation class on enlisting and choice. If it is non possible to set up a panel where at least one individual has had the relevant preparation, a petition should be made for a member of staff from the Human Resources Department to fall in the panel. Wherever possible, the full Selection Panel should follow the enlisting and choice procedure from start to complete. If non, a lower limit of two members, including the Key Recruiter, should be involved at every phase, and the positions of other members sou ght as appropriate. Panel members must non discourse affairs related to the occupation vacancy in private with existent or prospective campaigners, either internal or external. If a member of a Selection Panel knows one or more of the campaigners, they should declare this to the other panel members every bit early as possible in the choice procedure Choice Panels should take to hold a diverseness of positions and backgrounds represented on the panel, and to be suitably diverse to reasonably judge the campaigners being interviewed. The purpose is to guarantee that no campaigner feels disadvantaged by the makeup of the Panel and the maximal comprehensiveness of experience is represented on the Panel. If it is hard to happen this diverseness within a section, a member of a related section or the Human Resources Department could be invited to fall in the Panel. Large Selection Panels should be avoided wheresoever possible as they may be intimidating for campaigners, and can be counterproductive as they may ensue in superficial inquiring and less than strict examination at interview. Shortlisting must be based on the information provided by the campaigner in the application signifier, CV, statement and any other stuff provided, and personal cognition of any campaigner should non be used to make full in any spreads in the application. Recruiters should take attention non to do premises about information presented in the applications, e.g. on the footing of age, gender or ethnicity, as this could take to prejudiced determinations. Campaigners with makings above the lower limit stated as indispensable should non be either penalized or advantaged in the procedure. All applications should be assessed foremost against the indispensable standards in the Employee Specification and merely appliers who meet all of the indispensable standards should be considered for interview. Use the desirable standards when there are more campaigners who meet the indispensable standards than can be interviewed. New standards must non be introduced at the shortlisting phase. It is the dut y of the Key Recruiter to set up the interviews, and guarantee that they are well-prepared, structured and focussed, and conducted in such a manner that all campaigners feel they have had a just hearing. It is good pattern to interview no more than five or six campaigners, and usually all the interviews should be held on the same twenty-four hours. If this is non possible, the clip between them should be minimized and the same panel should interview on each juncture. After the appraisal, the Recruitment Panel members should reexamine campaigners ‘ public presentations during the choice procedure and make their determination based on the grounds gathered. The determination should be reached consistently and objectively, on the footing of grounds obtained throughout the choice procedure, without doing premises or pigeonholing. Keeping all the information in context and non concentrating merely on one or two issues the determinations must be taken. Choice determinations recorded on the Interview/Assessment Report Form must be just and nonsubjective, based on the demands of the occupation, as specified in the Role Profile. After choice, compensation can be discussed. A determination to do an offer may be made at this phase. If there are several suited campaigners, it may be appropriate to â€Å" keep † instead than reject these until the result of the offer to the most suited campaigner is known. All unsuccessful campaigners should be notified of the result suitably and are provided with feedback, if requested, by the Chair of the Recruitment Panel. If ability trials or personality questionnaires are used, feedback on these should ever be offered to all campaigners by a appropriately qualified Adviser or Administrator within Human Resources. Before finding appropriate salary bundle and compensation, human resources must be consulted to supply elaborate counsel and advice on finding appropriate offer salary degrees within the class. When make up one's minding upon an appropriate wage to be offered, consideration will usually be given to the following nonsubjective standards, The degree, comprehensiveness, deepness and complexness of the person ‘s cognition and apprehension of different facets of the occupation and, as appropriate, adept, professional and theoretical cognition. The degree and comprehensiveness of bing relevant accomplishments Qualifications and length of relevant experience of the successful campaigner Current wage and pecuniary benefits ( e.g. fillip ) of successful campaigner Comparative wages of bing employees in similar roles/grades within the unit, section, and appellation Equal wage rules that all staff should have equal wage for the same or loosely similar work, for work rated as equivalent and for work of equal value. As a last measure of enlisting and choice process rating and cardinal public presentation indexs ( KPI ) must be drafted. Human Resources will endeavour to supervise and measure the effectivity of the enlisting and Selection Procedure and may utilize the undermentioned cardinal public presentation Indexs: a. Agreed Time-scales A time-scale for the process will be agreed during Stage 2 of the procedure and attachment to this will be used as a step of rating by Human Resources. B. Unfilled Vacancies The % of vacancies unfilled for more than 90 yearss will be capable to scrutiny and probe by Human Resources on a regular footing. c. Feedback Any feedback received, during or after the procedure, from the Faculty/Service, Recruitment Panel Chairperson or internal/external campaigners will be used, wherever possible, to measure the effectivity of the procedure. d. Statistical Analysis Where operable, statistical analysis of the procedure will take topographic point and be reported upon by Human Resources on a regular footing. This may include cost-effectiveness analysis of enlisting procedure, effectivity of enlisting advertisement, statistical proof of assessment methods, and equal chances monitoring. The effectual and efficient direction of the assorted enlisting and choice activities is dependent on all role-players holding a holistic position of what the procedure entails on the following page ) . They should hold a thorough appreciation of what the different activities are, what the mutualities between these activities are and what the role-players ‘ duties entail. The full enlisting procedure can be divided into six distinguishable stages, get downing off with occupation rating and stoping up with the concluding choice of the most successful campaigner ( s ) . Each stage consists of a figure of activities that have to be executed before role-players can get down with the following stage. 2.2. Contextual Reappraisal: RecruitmentA is of the most important functions of the human resource professionals. The degree of public presentation of and organisation depends on the effectivity of its enlisting map. Organizations have developed and followA enlisting strategiesA to engage the best endowment for their organisation and to use their resources optimally. A successful enlisting strategyA should be good planned and practical to pull more and good endowment to use in the organisation. Recruitment is distinguishable from employment and choice, one time the needed figure and sort of human resources are determined, the direction has to happen the topographic points where required human resources are or will be available and besides find the agencies of pulling them towards the organisation before choosing suited campaigners for occupations. All this procedure is by and large known as enlisting. Some people use the term enlisting for employment. These two are non one and the same. Recruitment is merely one of the stairss in the full employment procedure. Some others use the term enlisting for choice. These two footings are non one and the same either. Technically talking the map of enlisting precedes the choice map and it includes merely determination, developing the beginnings of prospective employees and pulling them to use for occupations in an organisation, whereas the choice is the procedure of happening out the most suited campaigner to the occupation out of the campaigners attracted. Formal definition of enlisting would give clear cut thought about the map of enlisting. Recruitment is defined as, a procedure to detect the beginnings of work force to run into the demands of the staffing agenda and to use effectual steps for pulling that work force in equal Numberss to ease effectual choice of an efficient work force. Those definitions can be analyzed by discoursing the procedures of enlisting through systems attack. Aims of Recruitment To pull people with multi-dimensional accomplishments and experiences that suits the present and future organisational schemes. To invest foreigners with a new position to take the company. hypertext transfer protocol: //recruitment.naukrihub.com/recruitment-process.html accessed on September 2010 To inculcate fresh blood at all degrees of the organisation. To develop an organisational civilization that attracts competent people to the company. To seek or head Hunt people whose accomplishments fit the company values. To invent methodological analysiss for measuring psychological traits. To seek out non-conventional development evidences of endowment. To seek for endowment globally and non merely within the company. To plan entry wage that competes on quality but non on quantum. To expect and happen people for places that does non be yet. Sub-systems of Recruitment The enlisting consists of the undermentioned sub-functions, Finding out and developing the beginnings where the needed figure and sort of employees will be available. Developing suited techniques to pull the desirable campaigners. Using the techniques to pull campaigners. Stimulating as many campaigners as possible and inquiring them to use for occupations irrespective of figure of campaigners required. Management has to pull more campaigners in order to increase choice ratio ( i.e. figure of applications per one occupation vacancy ) in order to choose the most suited campaigners out of the entire campaigners. Recruitment is positive as it aims at increasing the figure of appliers and choice is slightly negative as it selects the suited campaigners in which procedure the unsuitable are automatically eliminated. Though, the map of enlisting seems to be easy, a figure of factors make public presentation of enlisting a complex one. Complexity of the Function of Recruitment Performing the map of enlisting i.e. increasing the choice ratio is non every bit easy as it seems to be. This is because of the hurdlings created by the internal factors and external factors which influence an organisation. The first activity of enlisting i.e. seeking for prospective employees is affected by many factors like hypertext transfer protocol: //www.citeman.com/317-recruitment-is-distinct-from-employment-and-selection/ accessed on Sep 2010 Organizational policy sing make fulling up of certain per centum of vacancies by internal campaigners. Local campaigners ( boies of dirt ) . Influence of trade brotherhoods Government ordinances sing reserves of certain figure of vacancies to campaigners based on community/region/ caste/ sex. Influence of recommendations, and nepotism etc. As such, the direction is non free to happen out or develop the beginning of desirable campaigners and instead it has to deviate its energies for developing the beginnings within the bounds of those factors though it can non happen suited campaigners for the occupations. For explicating an effectual and successful enlisting scheme, the scheme should cover the undermentioned elements: Identifying and prioritising occupations, recruitmentA maintain originating at assorted degrees in every organisation ; it is about a ne'er stoping procedure. It is impossible to make full all the places instantly. Therefore, there is a demand to place the places necessitating immediate attending and action. To keep the quality of the enlisting activities, it is utile to prioritise the vacancies whether to concentrate on all vacancies every bit or concentrating on cardinal occupations foremost. Campaigners to aim, theA enlisting processA can be effectual merely if the organisation wholly understands the demands of the type of campaigners that are required and will be good for the organisation. This covers the undermentioned parametric quantities as good: Performance degree required: Different schemes are required for concentrating on engaging high performing artists and mean performing artists. Experience degree required: the scheme should be clear as to what is the experience degree required by the organisation. The campaigner ‘s experience can run from being a freshman to see senior professionals. Class of the campaigner: the scheme should clearly specify the mark campaigner. He/she can be from the same industry, different industry, unemployed, top performing artists of the industry etc. Beginnings of enlisting, the scheme should specify assorted beginnings ( external and internal ) of enlisting. Which are the beginnings to be used and focused for theA enlisting purposesA for assorted places. Employee referral is one of the most effectual beginnings of enlisting. Trained recruiters, the enlisting professionals carry oning interviews and the other enlisting activities should be well-trained and experienced to carry on the activities. They should besides be cognizant of the major parametric quantities and accomplishments ( e.g. : behavioural, proficient etc. ) to concentrate while questioning and choosing a campaigner. How to measure the campaigners, the assorted parametric quantities and the ways to judge them i.e. the full enlisting procedure should be planned in progress. Like the unit of ammunitions of proficient interviews, HR interviews, written trials, psychometric trials etc. Recruitment demands are of three types Planned – The demands originating from alterations in organisation and retirement policy. Anticipated – Anticipated demands are those motions in forces, which an organisation can foretell by analyzing tendencies in internal and external environment. Unexpected – Resignation, deceases, accidents, unwellness give rise to unexpected demands. The enlisting and choice is the major map of the human resource section and enlisting procedure is the first measure towards making the competitory strength and theA enlisting strategicA advantage for the organizations.A Recruitment procedure involves a systematic process from sourcing the campaigners to set uping and carry oning the interviews and requires many resources and clip. A general enlisting procedure is as follows: Identifying the vacancy: The enlisting procedure begins with the human resource section having requisitions forA recruitmentA from any section of the company. These contain, Posts to be filled Number of individuals Duties to be performed Qualifications required. Fixing the occupation description and individual specification. Locating and developing the beginnings of needed figure and type of employees ( Advertising etc ) . Short-listing and placing the prospective employee with needed features. Arranging the interviews with the selected campaigners. Conducting the interview and determination devising Every organisation has the option of taking the campaigners for itsA enlisting processesA from two sorts of beginnings: internal and external beginnings. The beginnings within the organisation itself ( like transportation of employees from one section to other, publicities ) to make full a place are known as the internalA beginnings of enlisting. Recruitment campaigners from all the other beginnings ( like outsourcing bureaus etc. ) are known as the external beginnings of TheA enlisting. Beginnings of Recruitment: Internal: Transportations, publicities, upgrading, demotion, retired employees, retrenched employees, dependants and deceased employees ‘ relations ( merely in instance of authorities and PSU occupations merely ) External: Ads, college arrangement commission, consultancies, and employee referrals TheA recruitmentA map of the organisations is affected and governed by a mix of assorted internal and external forces. The internal forces or factors are the factors that can be controlled by the organisation. And theA external factorsA are those factors which can non be controlled by the organisation. Factors impacting recruitmentA map of an organisation: External Factors: New undertakings or new divisions of a company are started, organisational stigmatization, and inexpensive labour during economic downswings such as recession. Internal Factors: Recruitment policy, growing, enlargement of the organisation, and variegation, size of the house, and cost of enlisting. The other activity of enlisting is accordingly affected by the internal factors such as: 1. Working conditions and 2. Promotional chances 3. Salary degrees, type and extent of benefits 4. Other personnel policies and patterns 5. Image of the organisation 6. Ability and accomplishment of the direction to excite the campaigners. It is besides affected by external factors mentioned below: 1. Personnel policies and patterns of assorted organisations sing working conditions, wage, benefits, promotional chances, employee dealingss etc. 2. Career chances in other organisations. 3. Government ordinances. The grade of complexness of recruitment map can be minimized by explicating sound policies. A few progressive companies in India like Larsen & A ; Toubro, Hindustan Lever, Procter & A ; Gamble and a few others have model policies of enlisting which even international companies are seeking to emulate. Of late Indian BPO and multinationals have evolved their alone methodological analysiss in fast enlisting and choice procedures. Identify VacancyA?Prepare Job Description and individual SpecificationA?AdvertiseA?Pull offing the ResponseA?Short-listingA?

How does Stevenson explore the duality of human nature in the strange case of Dr Jekyll and Mr Hyde? Essay

Stevenson had a very strict upbringing from the start. In fact I would go to say he was over smothered with ideas and eventually came to hate hypocrisy and rebelled. Since he had just liberated himself from his Calvinistic teachings I assume it was then he debated with the idea of good and evil in everyone. Therefore then creating the idea of duality in human nature. It was then a story was born. Many issues are raised by Robert Louis Stevenson’s â€Å"The strange case of Dr Jekyll and Mr Hyde† and at the time of 1885 these issues were impossible and scandalous. One of the particular issues that Stevenson uncovered was the idea that there are two sides to everyone and that these sides could be separated, good and evil. As well as this Stevenson’s novella explores how both of these sides are contained within a person. This book was written around the time of Charles Darwin’s theory of evolution and story fits perfectly with his theory. For example, Dr Jekyll and Mr Hyde are two different steps in evolution. Dr Jekyll is â€Å"the very pink of proprieties, celebrated too. † And Hyde is â€Å"ape like†. Darwin’s theory basically was set to prove that people are descended from a similar species to apes. It would seem that these two sides are together in one body but still one is lost or even hidden. Stevenson’s shocking novella heightened a drama amongst Victorian upper middle class citizens because this idea was a difficult one for them to grasp. However as time went on this idea became less uncommon, for example; in 1954 ‘Lord of the Flies’ by William Golding was published. Golding believed that if people were left stranded without democracy and order, there sense of humanity and morals would disintegrate, therefore allowing primitive and even animalistic instincts to creep through. Dr Jekyll is the perfect character to help expose this duality of human nature; he also helps the reader to expose Stevenson’s own curiosity on the subject. Jekyll’s hunger to prove that you can effectively ‘split’ the good from the evil led to him creating an evil alter ego: Mr Hyde. Stevenson also shows in his novella that if you over endugle the evil side of a personality it mentally, emotionally and especially in this book, even physically can take over. For example through his transformations, the evil Mr Hyde becomes continuously stronger and subjugation of the good still present in Dr Jekyll begins. Dr Jekyll is constantly tempted by Hyde, because he can completely disconnect himself from the evil and therefore has no attachment or guilt, â€Å"†¦spring headlong into the sea of liberty†. As Mr Hyde; Jekyll feels he can finally be free. I believe the reason Hyde becomes so strong is because for most of Dr Jekyll’s life he suppressed the evil for too long. Unlike Mr Enfield who is a â€Å"well known man about town,† he often gave into evil urges in short and harmless bursts behind closed doors. However like in any good novella the idea of good triumphing over evil comes into part, when Jekyll puts an end to his life and therefore Hyde’s too. However you still have to ponder if good actually did win because there was still evil committed and that is all Mr Hyde wanted to achieve. Stevenson was very clever in the naming of the character: Hyde, this was obviously linked to the word ‘hide’ and how in the Victorian era evil was very often ‘hidden’ away from prying eyes. Therefore this is why when anyone reading the novella would have been appalled upon reaching the end to find that Dr Jekyll and Mr Hyde were in fact the same person. As well as Hyde adding secrecy and anticipation to the novella he creates the idea of the shocking, and maybe even sickening the reader. He is the pure image of human evil, filled with violence, discourtesy and self-importance. It was not only his actions that sickened people, if was his appearance. In fact Mr Hyde was often described as ‘deformed’, and perhaps that is what evil is: a deformation from the good in all of us. Instantly people could feel a dislike to him, one gentleman in the novel quoted this: â€Å"I had taken a loathing to my gentleman at first sight†¦ the desire to kill him.† For someone so respectable in society to even consider killing a man portrays the utter horror everyone felt towards Hyde’s appearance. The word ‘loathing’ expresses an extreme extent of hatred and the fact that a person felt that for Mr Hyde upon looking at him is tragic. But then this links back to him being deformed, in fact it is even stated that Mr Hyde donates a â€Å"strong feeling of deformity† in fact many harsh comments are made over Hyde, he is illustrated as â€Å"hardly human†, â€Å"pale and dwarfish† and even referred to as a devil, â€Å"if I ever read Satan’s signature upon a face†¦Ã¢â‚¬  and there are many more horrific descriptions of Hyde, but at the same Jekyll enjoys having him, he enjoys having a vicarious existence. Eventually everything takes a turn for the worst and Dr Jekyll learns that something has to change, Jekyll realises this when Hyde’s evil becomes strong enough to commit â€Å"a crime of singular ferocity†, Hyde was so evil he was capable of murder. â€Å"And then all of a sudden he broke out in a great flame of anger, stamping with his foot, brandishing the cane, and carrying on (as the maid described it) like a madman.† ‘Madman’ is the word that strikes me first and puts a clear image in my head of not just the Scrooge like character from before but now a man of pure sin and hatred. The words like ‘brandishing’ and ‘stamping’ exposes the madness and brutality of Hyde. You are also revealed to his short temper from the phrase ‘all of a sudden’ which portrays the fact that the murder was probably unprovoked. His murder of Mr Carew was in no way calculated or even intelligent, it was just pure, unstructured evil. The novella is not only consisting of Dr Jekyll and Mr Hyde. There are other characters; these characters are almost used as tools to further endorse Stevenson’s point about human nature and the duality within it. One of these characters as a mentioned earlier is Mr Enfield. He is a man of status, a man of grace and decorum and he also comes across as an approachable person. Another character is Mr Utterson; he is a very good example of a double sided character. â€Å"Cold, scanty and embarrassed in discourse; backward in sentiment, lean, long, dusty, dreary and yet somehow loveable.† He is first described with very negative adjectives, for example: ‘cold’, but then by twisting it to ‘loveable’ shows the two different sides to his character. Smaller characters are just as interesting as the more mentionable ones, for example: Hyde’s maid. She is described as â€Å"†¦evil face smoothed by hypocrisy but her manners were excellent.â⠂¬  You clearly notice the word evil, which creates a harsh impression of her right from the start. However by the end of the sentence you begin to understand that she is full of poise and good manners, which is normally the first thing you notice in a person, not how evil they look. But Stevenson once again does things differently and makes the idea of evil the most important thing in the sentence. Another good example of a double sided character is the officer. The fact that his â€Å"eye lighted up with professional ambition† shows a very childish attitude of being selfish and only hoping for personal gain. Stevenson is very clever because he demonstrates that every character has a dominant side, but it is sometimes not evident. Characters are not the only tool that Stevenson uses to explore deeper into the duality of human nature. For example, London itself is described as a place of two halves. Good and evil, light and dark and in fact how those things blend into each other. Soho is one of the evil parts of London, and where Hyde lives when he is not Dr Jekyll. This area is often described as in the typical horror clichà ¯Ã‚ ¿Ã‚ ½, with darkness and fog. â€Å"†¦some city in a nightmare.† The city is referred to as a ‘nightmare’, which shows how shielded the life of an upper class Victorian was and how they would never venture into the ‘darker’ side of society but sometimes darkness has to be faced to overcome it. Throughout the novella the fog and darkness is used, effectively to hide the secrets. Not only the environment is used but even Jekyll’s home shows the duality, there is the front door, which the respectable Dr Jekyll uses. However as well as this there is a back door, which Mr Hyde often skulks through and stays in the laboratory, a little like Frankenstein’s laboratory, which is yet another horror clichà ¯Ã‚ ¿Ã‚ ½. The back door is also hidden to the public eye and is one that is chosen to be ignored, like the ways the Victorians dismiss anything that could disrupt a reputation or status. To begin with Jekyll is not overcome with doubt or guilt or even much emotion, no matter how atrocious. He distances himself and pretends that nothing is wrong, much like in ‘Lord of the Flies’ when Ralph and Piggy refuse to take responsibility for their part Simon’s death. But as time goes on Dr Jekyll begins to realise the horror of what is going and on, as well as becoming weaker, while Hyde becomes stronger and somehow it still takes a while for Jekyll to try and let Hyde go. This poses the question; did Jekyll have a deeper more devious yearning for Hyde other than scientific truth? Dr Jekyll admits to in his ‘final confession’ which is the last chapter in the book. The message is clear and could be depicted by anyone; therefore this would have been shocking to a Victorian. Everyone does have the potential to be good or evil. But it is up to a person what is done with evil in us all, however the extremes of a personality may not be as bold as in this novella. The story does make you think, if anyone is capable of evil, what am I capable of? If my life is a constant battle between the good and evil in me, then how do I know if I myself have the strength to conquer the evil within? And I think it is these questions that Stevenson wanted people to ponder.

Top teaching apps to download before the year is over

Top teaching apps to download before the year is over Attention teachers- are you looking for ways to maximize your effectiveness and improve your classroom experience, and make this year’s crop of students happy that they had the opportunity to work with you this academic year? As a teacher, you’re more than aware of the value of investing in additional resources and supplies to bolster your lessons and planning- in fact, for many teachers, these extras are absolutely essential. But did you know that thanks to the recent wave of technological innovation there are a wealth of free and low-cost resources that you can take advantage of to help support your teaching efforts? Yes, we’re talking apps, and we’re going to recommend some of the top ones for you to download before the school year is over. Consider the following four options to make your year get even better.KahootLearning doesn’t have to always be serious or boring, and Kahoot is proof- this helpful app let’s teachers take their lesson r eview questions and turn them into fun, interactive quizzes that students can use to practice and review key concepts and build their skills. It makes getting your students motivated to learn learn easier, and they get to have a little fun along the way- a total win-win situation.SeesawThis award-winning app is the perfect conduit between parents and student performance- it creates individual digital student-driven portfolios in which their classroom progress and best work can be posted and shared with their parents. Seesaw also allows students to help manage their learning in a new and creative way, and it helps you keep their parents in the loop and on top of every facet of their child’s development in your classroom- from strengths and weaknesses to changes in performance and skill acquisition. Best of all, the developers of this app have made it completely free for teachers.RemindWho among us doesn’t benefit from a helpful reminder every now and then? The folks beh ind Remind are fully aware of this, and have developed an app that helps teachers bolster their communication with students and parents- all in one helpful place. Everything from individual and group chats to sharing files and content and important classroom updates and announcements can be facilitated through the app (and translated into different languages if need be). It’s a great little teacher’s assistant that fits in your pocket.AdditioTake your classroom management to the next level (and out of the clunky notebooks) with this helpful all-purpose app, designed to help teachers handle some of the routine administrative components of their jobs- everything from attendance records to class and student notes and grades can easily be completed and stored here. There are also a host of planning and data analysis features that you can use to track and grade student progress and keep organized and on top of things. (Some of these features come at a cost, but it may be wo rth the investment.)We all know that being a teacher challenging, but there are tools designed to help make it a little easier. The apps mentioned here are specifically designed for teachers to help bolster classroom learning and skill building, keep the lines of communication with students and parents strong, and store all the files, records, and paperwork teachers are responsible for in one handy place.

Business Strategy of McDonalds Essay Example | Topics and Well Written Essays - 500 words - 26

Business Strategy of McDonalds - Essay Example By combining its resources with its core competencies, McDonald's has actually achieved a combination of strategic options which allows it to dominate the market in which it operates. What is also critical to understand that it has been able to leverage its business strategy through its employees? One of the key success principles for McDonald's is to offer its products and services to employees which can deliver such services according to the established standards. To achieve this, McDonald's therefore has been able to develop its hiring and staffing process in such a manner that it is always able to attract the right type of employees to provide the required services at its restaurants. The sources of its competitive advantage, therefore, are the better product, quick delivery, effective service and highly trained crew members which deliver such services according to the standards developed by McDonald's. Strategic human resource management principles require that the firms must align their business strategy with that of the human resource strategy to achieve their strategic objectives. McDonalds’ seem to have been able to achieve the same through aligning its business strategy with its human resource and staffing strategy. To successfully align all three, McDonald has identified the key drivers of growth and believes that customer satisfaction- its key business strategy variable- can only be achieved through the efficient human resource. In order to achieve this alignment of both the strategies, it has been able to outline its key philosophy for motivating the employees and meeting their needs and requirements. By addressing the key requirements of their employees through providing them value, growth opportunities, resources, as well as defined career paths and compensation plans, McDonald's has been able to align its business strategy with that of its human resource strategy.

Food additives used in the meat industry Essay Example | Topics and Well Written Essays - 2000 words

Food additives used in the meat industry - Essay Example n food, clothing, and other facets of living, then there grew the effort not just to ban those harmful ingredients, but also to scrutinize any manmade products that altered the natural composition of things, especially food products. This has lead to the food industry, and especially the meat industry, which is already coming under fire from vegetarians and naturalists, to consider alternatives to food additives whenever possible. It is not, however, always possible to eliminate entirely food additives, because, first, they are necessary, and, secondly, they are not necessarily harmful to human consumption. Still, the controversy goes on. Food additives, including those added to meat products, and are used for the purpose of preserving the food or meat product in order that it might retain its flavor while being transported to destinations, which are often long distances from the point of production (Goldstein Chandler, Myrna and Goldstein, Mark A., M.D., 2002, 1). In the United States, since 1958, the Food and Drug Administration (FDA) must approve all food additives (Goldstein and Goldstein, 2). There is a list of five reasons that the Center for Food and Safety and Applied Nutrition lists as justifying the of meat additives (Goldstein and Goldstein, 2). 1. â€Å"To maintain product consistency. Emulsifiers give products a consistent texture and prevent them from separating. Stabilizers and thickeners give smooth uniform texture. Anti-caking agents help substances such as salt to flow freely. 2. To improve or maintain nutritional value. Vitamins and minerals are added to many common foods, such as milk, flour, cereal and margarine to make up for those likely to be lacking in a person’s diet or lost in processing. Such fortification and enrichment has helped reduce malnutrition among the U.S. population. All products containing added nutrients must be appropriately labeled. 3. To maintain palatability and wholesomeness. Preservatives retard product