Transition Year free essay sample

Personally, Work experience was the main reason I chose to do transition year. In third year we are expected to choose our subjects for the leaving certificate. These subjects will then affect college courses available to us and also careers in the future. I had no idea what I wanted to study in college in third year and therefore felt incapable Of choosing subjects that could possibly affect the rest of my life then decided transition year was the only option for me. The idea of experiencing a work setting and sampling the work sounded very appealing to me.For a while had my heart set on studying dentistry and becoming a dental nurse and when the time came to apply for work experience a dentists was on the top of my list. However as I began to imagine the different procedures I would witness that week felt queasy. I quickly withdrew my application. We will write a custom essay sample on Transition Year or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This became the first lesson work experience taught me. Then decided to go to my old primary school. Enjoyed every minute of my time there! I got so many chances to learn new skills and improve on skills already possess .During the week I spoke to any classroom teachers, resource teachers and classroom assistants. Found primary school teaching really appealing as a career. Would never have known about my interest in primary school teaching if it wasnt for the insight into it provided by work experience. Know have looked at courses that are suitable and I am aiming to study education with psychology. Work experience can be used wrongly by some students however; who chose to attend a place where they have no interest in and only believe it will be easy work and may have a chance of payment. Work experience also takes students out of the classroom for 2 weeks of the school year. However I believe the positives outweigh the negative. Work experience in my opinion is the most valuable experience offered to transition year students strongly disagree with the opening statement work experience in transition year is a waste of time Work experience is time well spent in my opinion; it has given me career aspirations and more clarity on subjects to choose for my leaving certificate.

The Road Essays - Counterculture Of The 1960s, Smile, Free Essays

The Road Essays - Counterculture Of The 1960s, Smile, Free Essays The Road Oh how many times i have driven this road with butterflies in my stomach, a gleam in my eye. Just knowing i was going to see you. You and your smile. I though my universe revolved around that smile, but it just wasn't so. You left me, left me to wonder, why? So here i am now, driving this road, thinking of you and how I hurt and still reach out for you. But, you have your back turned. It's dark now, I crumble to, the ground, in to, nothing. You left me to cry. I continue to drive and the butterflies fade knowing, I'll never see your smile again.

Earning management and cookie jar Coursework Example | Topics and Well Written Essays - 2500 words

Earning management and cookie jar - Coursework Example There are various business ethics as well as rules and regulations, which are compulsorily to be followed by every business organization. Many of these rules aim to protect the interest of the customers. Any trade practice that is against the ethics, will lead to legal proceedings and penalties. As per the various sections under the Consumer Protection Act, these entities can be punished if they breach any laws and bring harm to the customers. Earnings management can be defined as â€Å"a purposeful intervention in the external financial reporting process, with the intent of obtaining some private gain†. (Earnings Management Incentive and Techniques, n.d) Instead of doing business in a proper and sincere way, sometimes the management team may be forced to carry out business illegally due to various reasons. This is due to the fact that human beings are always keen on finding shortcuts for every task and, therefore, they always prefer these types of extreme earning management techniques. The common extra earning techniques followed are â€Å"cookie jar reserve technique, big bath techniques, big bet on the future technique, flushing,† (Popular Earning Management Techniques, n.d) stuffing the channel etc. In cookie jar reserve, the accounting rule GAAP is not followed properly. Here the profits made in the current year are used to cover for losses made in some other year, in order to ensure the profitability of the firm by meeting its margin. Big bath is used by companies when stiff competition arises, the company will plan on â€Å"restructuring† (Popular Earning Management Techniques, n.d.) the existing system and policies. Then, instead of recording the cost of such changes made in the organization, this loss is â€Å"reported as a non-recurring charge against income† (Popular Earning Management Techniques, n.d.). This is done for the purpose of maintaining the market

Sex, crime, and soceity Essay Example | Topics and Well Written Essays - 2000 words

Sex, crime, and soceity - Essay Example Despite the many centuries that have passed, many of the beliefs and biases that have animated patriarchal laws have still managed to leave their imprint on present-day legislation. A reexamination of the purpose of the law is long overdue (Wells, 1985). That precisely is what makes the crime of rape so different from other crimes in the statute books. There are complex issues of gender and power involved and the body is perceived as a political field (Duncan, 1995). To quote Baron and Strauss (1987): According to feminist theory, rape functions as a mechanism of social control in patriarchal societies (Brownmiller, 1975; Riger and Gordon, 1981). Feminist theorists argue that rape and the fear of rape enable men to assert their power over women and maintain the existing system of gender stratification (Adamec & Adamec, 1981; Barry, 1979; Brownmiller, 1975; Riger and Gordon, 1981; Russell, 1984; Sanaday, 1981). Clark and Lewis (1977) argue that rape is more likely to occur in societies where women are regarded as the sexual and reproductive possessions of men. In such societies, men sustain their power and privilege and enforce their sexual rights through threats or use of force. Baron and Strauss further went and described the four theories that underlie the crime of rape, in their paper that presents a theoretical model which integrates the four macrosociological theories of rape. They describe these four theories as follows: One theory holds that rape is a mechanism of gender inequality. A second theory attributes rape to the proliferation of pornographic materials. A third, called cultural spillover theory, maintains that cultural norms which favor violence for socially legitimate purposes tend to be generalized to other social contexts and increase the likelihood of rape. And a final theory holds that social disorganization reduces social constraints against

Strategic Management Essay Example | Topics and Well Written Essays - 3000 words - 21

Strategic Management - Essay Example as the course of action that consists of specifications of the resources needed to attain a specific advantage is very essential for a business development (Hanna and Middleton, 2008:18). This paper will seek to describe strategic management by critically analyzing strategic and non-strategic decisions and the difference between business level, functional, and corporate level strategy with reference to the Four Seasons Hotels and Resorts International. It will also evaluate the role of risk and uncertainty in strategic decision-making, critically assess the need for change, and develop strategies for managing change. Strong decisions making procedures are truly significant in every organization. Specific methods of making decisions play a major role in realizing an organization’s executive goals. Ways in which managers make decisions influence the kind of results the organization is likely to obtain and resources to be committed (Williams, Hall, and Champion, 2011:60). Benefits such as higher amounts of profits and rapid implementation of decisions make part of the strategic management of an organization (Sutherland, 2008:80) Strategic decision-making ensures that employees with key discipline in decision-making and those who have experience take part in the process making choices for the organizational well-being (Ford, Sturman, and Heaton, 2012:57). Strategic decisions making takes note that, the decisions made by an organization are implemented rapidly. Rapid implementation of the set objectives facilitates rapid organizational growth as employees and managers act accordingly and with speed on goals laid upon by the management (Sturman, Corgel, and Verma, 2011:45). Strategically, decision-making process should put into consideration a number of disciplines, which enable faster discussions, involvement, and response. Management with strategy encompasses skills, expertise, and experience (Barrow, Brown, and Clarke, 2003:63). As such, organizations that

Coca Cola Value of Cultural Understanding

Coca Cola Value of Cultural Understanding Value of Cultural Understanding The chosen three different organisations which are currently carrying business across different cultures are: the Coca-Cola Company, Hilton Hotel Corporation and Ladbrokes plc. The Coca-Cola Company The Coca-Cola Company is an industry which has diversified itself into different cultures, broadening its business into globalisation. The company is built around two core assets, its brand and its people. Established in 1886, the Coca-Cola Company operates in more than 200 countries and markets more than 450 brands and 2800 beverages products. These products includes sparkling and still beverage, such as water, juices and juice drink, teas, coffees, sports drinks and energy drinks. The company owns four of the worlds top five non-alcoholic sparkling beverages brands: Coca-Cola, Diet-Coke, Sprite and Fanta.: The company is a global business, which operates on a local scale, in every community where they do business. They are able to create with local focus because of the strength of the Coca-Cola system, which comprises their company and their bottling partners more than 300 worldwide. In January 2006, the Coca-Cola company-owned bottling operation were brought together to form the bottling investment operating group, now the second-largest bottling operation in the Coca-Cola system in terms of unit case volume. Companys Culture; Management principles and values In the Coca-Cola Companys manifesto for growth, they commit themselves to be a leader in corporate responsibility and express their aspiration to be among the worlds most respected companies. Among the keys to earning that respect is the maintaining world-class standards for fair and dignified treatment for all the people who works for the company. They believe that a place work is more than a place you go everyday. It should be a place of exploration, creativity, professional growth and interpersonal relationship. It is about being inspired and motivated to achieve extraordinary things. The Coca-Cola Company wants their team to take pride in their work and in building the brand others love. As it is the combined talents, skills, knowledge, experience and passion of their team that makes them who they are. Their 90,500 associates around the world live and work in the markets they serve more than 86 percent of them outside the U.S. In this geographically diverse environment, the management learn from each market and share those learning quickly. As a result, the companys culture is ever more collaborative. Values and/or Beliefs The future of the Coca-Cola Companys business depends on the vitality of the communities where they operate. Since the Coca-Cola Company is a global business, they are citizen and members of thousands of local cultures and communities. They believe that their responsibilities go beyond producing great-tasting beverages. They are committed and enhance individual opportunity. One of the ways they contribute is through their philanthropy, with a heavy focus on education. The Coca-Cola Company supports people for the right to education and provides grants to encourage people in the community they operates to progress. They have their own foundation grant which provide money support to those who cannot afford education fees. The Coca-Cola Company is among those companies which have responded to HIV/AIDS and recognised that business must do its part to help to tackle this problem, especially in Africa. They believe they can contribute to the sustainability of their business operations by helping the local community to combat HIV/AIDS. Detail Culture of the Organisation The Coca-Cola Company holds a market range of brands and beverages product and markets them globally. The companys culture is more collaborative. They learn from each market and share those learning quickly across departments. They work toward ensuring the long-term pillar: consumer marketing, commercial leadership and franchise leadership. Consumer marketing is about expanding consumer preference through a board and balances portfolio of more than 450 brands and more than 2800 beverages products, expanded nutrition labelling, option in packaging size and responsible marketing. Commercial leadership relates to customer and suppliers partnership. The company continues to build long-term relationship to sell more beverages and at the same time, create positive change in the communities where they work and live. Franchise leadership refers to the relationship with their bottling partners. The company do not own or manage most of their bottlers; they are independent, local companies running their own business. But the company strives to work closely to strengthen the Coca-Cola system. Official Policies; Equal Opportunities The Coca-Cola Company gives equal opportunity to all their staffs to grow within the organisation. They give preference to the local people of the country were they conduct business. The company maintains a world-class standard for fair and dignified treatment of all the people who works for the company. They communicate this commitment in the workplace rights policy and human rights statement. The workplace rights policy serve to ensure that the company applies a consistent approach to the workplace rights worldwide, as an integral part of their culture, strategy and day-to-day operations. The human rights statement communicates the companys pledge to manage the business around the world in accordance with the highest standard of integrity with a specific emphasis on human rights in the work place. Diversity The Coca-Cola Company seeks to leverage its worldwide team, which is rich in diverse people, talent and ideas. Being a global business, the ability to understand, embrace and operates in a multicultural world, both in the market place and in the workplace is critical to the companys sustainability. The company strive for an inclusive culture which is defined by their own seven core values; leadership passion, integrity, collaboration, innovation, quality and accountability. The company work on a daily basis to bring these values to life through their diversity workplace strategy. This strategy includes programs to attract, retain and develop diverse talent; provide support systems for groups with diverse backgrounds; and educate all associates. Governance and ethics The Coca-Cola Company aims to lead by example and to learn from experience. They set high standards for their people at all levels and strive to consistently meet them. The company is guided by their establish standard of corporate governance and ethics. The company review their system to ensure that they achieve international best practices in terms of transparency and accountability. The core of the ethics and compliance program at the Coca-Cola Company is their code of business conduct. The code guides their business conduct, requiring honesty and integrity in all matters. All of the associates and directors are required to read and understand the code and follow its precepts in the workplace and larger community. Xenophobic practice The Coca-Cola Company has been banned by the Kerala High Court, from extracting the ground water for its controversial bottling operations. The companys Kerala plant has seen accusations that the company is draining the regions natural resources and despoiling the environment. The ruling could end up forcing the plant to close, as alternative sources of the high quantities of water required will be difficult to envisage. It has been given one month to cease its extractions. The move comes as a major victory for large numbers of local residents that have claimed the companys overconsumption of water was turning their agricultural land into a desert. Justice K Balakrishnan Nair told the company that it owned the 40 acres of land upon which its plant stood, but not the ground water underneath it, which is a national resource that belongs to the entire society. Coca-Cola has continued to deny that it depleted the water reserves, and has said that it will appeal against the order. Ethnic The core of the ethics and compliance program at The Coca-Cola Company is their Code of Business Conduct. The Code guides the business conduct, requiring honesty and integrity in all matters. All of their associates and directors are required to read and understand the Code and follow its precepts in the workplace and larger community. The Code is administered by their Ethics Compliance Committee. This cross-functional senior management team oversees all their ethics and compliance programs and determines Code violations and discipline. Their Ethics Compliance Office has operational responsibility for education, consultation, monitoring and assessment related to the Code of Business Conduct and compliance issues. Associates worldwide receive a variety of ethics and compliance training courses administered by the Ethics Compliance Office. They regularly monitor and audit their business to ensure compliance with the Code and the law. They also maintain a consistent set of best-in-class standards around the world that govern how they investigate and handle Code issues. In 2008, we revised the Code to further improve its effectiveness Hilton Hotel Corporation Hilton Hotel Corporation is recognised around the world as a preeminent lodging hospitality company, offering guests and customers the finest accommodations, services, amenities and value for business or leisure. The Hilton brand has for more than 80 years, been synonymous with excellence in the hospitality industry. Through ownership of some of the most recognised hotels in the world and their newly enhanced brand portfolio, Hilton is now offering guests the widest possible variety of hotel experiences. With the 2006 acquisition of the London based Hilton international, the Hilton portfolio now includes over 3000 hotels in 80 different countries cultures, ethics and customs worldwide. The Hilton Hotel Corporation is an upscale global resort network with a collection of resorts located in exotic places the worlds largest global choice. Companys Culture Management principles and value Hilton Hotel Corporation stands above the rest, delivering on all front, whether being the best brand that offers the best locations, size and scale, the most dedicated people, attractive marketing programs or financial strength. The company has built a reputation for quality, value, integrity and strength. For more than 85 years ‘Hilton has been synonymous with ‘Hotels, standing for excellence in lodging hospitality across the globe. In addition the travelling public is presented with the broadest possible range of price points, choices and opportunities. The 100 percent satisfaction is an operating culture and philosophy that focuses each team member and owner on complete guest satisfaction. Through their guarantee, they are committed to high quality accommodations, friendly and efficient service and clean comfortable surroundings for all guests. Value and/or Beliefs Hilton Hotel Corporation believes that technology can be used to ease many of the stress and strains of travelling. From a hotel operations perspective, innovative new technologies like check-in kiosk are helping the guest check-in more easily and their team members spend less time on administration, which frees them up to spend more time ensuring guests achieve the goals of their stay. The ability to innovate is highly valued and has been ingrained in the company culture since its beginning as one of the pioneers in the hospitality as we know it today. Culture details of the Organisation Hilton Hotel Corporation is an upscale, global hotel network with a collection of hotels located in different countries in the world-the world largest global choice. Ever since Conrad Hilton bought his first hotel in 1919, the Hilton organisation has built a reputation for quality, value, integrity and strength. For more than 85 years ‘Hilton has been synonymous with ‘Hotel, standing or excellence in lodging hospitality across the globe. In 1999, that reputation was extended to a new family of brand of hotels and with such respected names as Hilton, the travelling public is presented with the broadest possible range of price, choice and opportunities. Official Policies Equal Opportunity Hilton gives equal opportunity to al its staff to grow within the company. It gives preference to the local people of the communities where they are operating the chance to grow within the business. Diversity The companys diversity program has made it an industry leader in advancing diversity principles across the nations. The company has built a more diverse workforce, measured the number of minority suppliers and franchise holders and made great advances in incorporation diversity principles into all aspect of the business operations. The company is actively pursuing its objective to maintain a workforce that reflects the same diversity and vitality as the guest who come through the door of its hotels and the culture they operates in. Community Hilton Hotel Corporations commitment to being a good corporate citizen is brought to life every single day by the thousand of team members representing our corporation and the Hilton family of hotels. From helping ids learn to read to planting school gardens, to participating in fund raising walk-a-thons that helps numerous worthy causes to refurbishing national landmarks, the Hilton family of hotels is diligently working towards positive change. The Hilton name ha for more than 85 years, stood not only as a symbol of first-class hospitality, but of active participation in cities, countries and states where the company operates. Ethnic Globally to adapt within the different cultures Hilton Hotels Corporation has diversified into the different markets by understanding its customers and makes its main priority in communicating with its ventures at a global scale as they seek to produce financial rewards to its investors as they aim to provide growth and enrichment to its employees striving to act with integrity. Ladbrokes plc Ladbrokes was founded in 1886 and has grown to become one of the biggest leisure and entertainment organisations in the UK. It is the largest cash betting company in the world and a leading influence for improvement in the betting industry. Ladbrokes offers a wide range of betting opportunities from horse and greyhound racing to events such as cricket, golf snooker and football. Ladbrokes is the leading retail bookmaker in the UK, Ireland, Scotland and Belgium with over 2600 owned and operated betting shops. They also operate facilities at most of the leading racecourses. Ladbrokes has expanded their business internationally with retail outlets in Belgium, Italy and Spain. The Ladbrokes plc operates through different means such as retail betting through shops. Betting through the internet, mobile phones and interactive television, adult gaming centres, telephone betting through dedicated call centres and operate greyhound stadia. Companys Culture Management principles and values In an increasingly competitive market place, the Ladbrokes brand is a key asset. The board and senior management recognise the importance of the brand and continually invest in marketing activities to build awareness and engage in market research to monitor performance. According to the latest research, Ladbrokes is the most recognised betting brand in the UK. Ladbrokes is perceived as the market leader by the general public and over 50 percent of regular bettors. The latter also perceive Ladbrokes to be the most trustworthy brand as well as the one that sets trend. (Source: face to face research conducted by TNS Omnibus in January 2007) As a result of changes introduced in the UK by the gambling Act 2005, current restriction on the advertising of betting and gaming are to be reviewed, Ladbrokes is actively assessing the opportunities to extend its brand leadership position under the new regulation. Ladbrokes has achieved high levels o brand awareness on the international stage and their good name has played a strong role in expanding into new markets. Ladbrokes is regularly approached by governments and businesses around the world about opportunities in betting and gaming. In Scandinavia their online business has achieved high levels of brand recognition and in Italy and Belgium they are operation their retail shop using the Ladbrokes brand. Value and /or Beliefs Ladbrokes believes in responsible gambling. Gambling should be an exciting past time and they urge their customers to have fun but not bet beyond their means. Ladbrokes value the society they operates in. they have joined the ‘Gamcare organisation, an independent organisation which offer help to people who have gambling problems and they have trained all their staff about the way to deal with such customers and how to provide assistance. Ladbrokes also have the ‘self-exclusion option for people with gambling problems whereby they can ban themselves from the gambling outlets of the company. Ladbrokes has founded their charitable trust called the ‘Ladbrokes company charitable trust. They raise money through events held in their outlets and all the money raised, goes into the trust. The trustees then give money to various charities. All these initiatives are for helping to create a better community in which they operates. Culture details of the Organisation Ladbrokes hold a variety of betting options which links with different counties at a global scale. The company have diversified their range of betting option and is now offering their customers a wider range of sports betting, novelty betting and lottery on a global level. Every culture has its own preferred ways of betting and gambling. Ladbrokes recognises these differences and makes the most of them with online products and services that are tailored to local and regional taste. Ladbrokes believes in continuous investment in their retail shops estate to generate growth by offering the best experience to customers and make the brand name synonymous with excellence. Official Policies Equal Opportunity As a company, Ladbrokes believe in providing equality of opportunity for all employees within the different cultures they operates in. all employees are given equality and are encouraged to progress within the organisation. New employees are informed of the companys equal opportunity policy during their training induction. Ladbrokes is committed to an ongoing programme of action to make this policy fully active at al levels. Diversity Ladbrokes recognises that different employees have differing needs and can contribute to the companys success in different ways. Their customers comes from a wide range of background, ages and diverse life experience and they believe that by maintaining diversity throughout the company, they can provide their customers with a more enjoyable and memorable experience every time they bet with the company. By focusing on each individual employees skills, contribution and potential while at the same time welcoming and respecting their differences they ensure that all their employees feel valued and respected and are motivated and committed to help the company to achieve their goals . Dedication to customer service The betting and gaming industry is a service business. The product is the experience the customer enjoy when placing a bet with a staff and watch the race in our shop. As the industry becomes more and more competitive, Ladbrokes recognise that all their employees have an impact on their customers experience. With over 2600 shops across Europe and website offering betting in 12 languages, tailored to local interests, Ladbrokes appeals to customers all over the world. Every culture has its own ways of betting and gaming and Ladbrokes recognises these differences and makes the most out of them with product and services that are tailored to local and regional taste. They places a high priority on good service and as a result they regularly win national customer service awards. Task2 Coca-Cola Company Management practice for alternative culture The company is focused on strategic workplace program that helps assure the success of their commitment for embracing the similarities and differences of people, cultures and ideas. The company strive to communicate their diversity efforts to their workforce and operates through online diversity as business newsletters, diversity speaker services, training, workshops, updates from their diversity advisory councils and employee forum programming. The companys diversity advisory council consists of a representative group of associates from all functions and business units of the organisation. The council develops recommendations for senior management on advancing the companys efforts towards achieving their diversity objectives. The management believes that a sense of community enhances their ability to attract, retain and develop diverse talent and ideas as a source of competitive business advantage. In the US, through employee forums, associates can connect with colleagues who share similar interests and background. In those forums and elsewhere, associates support each other in personal and professional growth and enhance their individual and collective ability to contribute to the company. Formal multicultural relationship The company has design a community water programs to support healthy watersheds and sustainable programs to balance the water used throughout their production process. They do this by working on a wide range of locally relevant initiatives, such as watershed protection; expanding community drinking water and sanitation access; agricultural water use efficiency; and education and awareness programs. Informal multicultural relationship The Coca-Cola Companys products are produced by local people, using local resource and in many cases, local suppliers. Supplier and business partners are vital to the companys continued success. So, through the multiplier effect and local nature of the Coca-Cola Company global business, they support local economies. For each job created within their system, many additional jobs are created through suppliers and other business partners. The company is committed to work with, encouraging and ensuring that their partners and suppliers uphold the highest standard for business conduct, including the values and practice of these policies. Culture and laws The Group is committed to respecting labor rights in every country where it operates and signed in May 2001 an agreement with UNI (Union Network International) by which it has undertaken to monitor the application of principles of the ILO(International Labor Organization), in particular with regard to freedom of association, collective bargaining and the condemnation of child labor. The Hilton Hotels Corporation also adheres to the UN Global Compact since 2001, committing itself to respect its principles, which include labor standards. The company has updated its Code of Conduct and which includes references to the Groups commitment to respect for: The workplace Rights policy, The ILO conventions, The OECD guidelines, The Global Compact principles, The international agreement signed with UNI in May 2001, The Diversity in Business Charter. Hilton Hotel Corporation Management practice for alternative culture Hilton Hotel Corporation is recognised around the world as a preeminent lodging hospitality company. Hilton Hotel Corporation is global with a collection of hotels located in exotic places, cities, and country side around the world. The management of Hilton has adapted the strategy of tailoring each property to its location, local culture, gastronomic international and local cuisine and its ability to deliver a top hotel experience. The management of the company has a diverse workforce and therefore have to operate according to the countrys national laws of employment and their local culture beliefs, such as in Egypt, where they are an Islamic country, the management will have to operates according to the ‘sharia law, which states that women should always cover their heads, restriction of pork meat and alcoholic drinks. Therefore the management will have to operate by abiding to these rules and moreover, they form part of the culture which guests would like to experience. Formal multicultural relationship Hilton Hotel Corporation is the first hotel company in the industry to receive the energy star award from the environmental protection agency (EPA) and the departmental of energy. Moreover, the company always participates in various communities outreach projects, such as planting trees, cleaning beaches and undertaking other activities that help restoring the community national resources. The Hilton Hotel Corporation continues to look for new ways to reduce energy and improve the environment we all live in. Informal multicultural relationship Hilton Hotels Corporations commitment to being a good corporate citizen is brought to life every single day by the thousands of team members representing the corporation and the Hilton Family of Hotels. From helping kids learn to read, to planting school gardens, to participating in fundraising walk-a-thons that help numerous worthy causes, to refurbishing national landmarks, the Hilton Family of Hotels is diligently working toward positive change. Ladbrokes plc Management practice for alternative culture Ladbrokes believes in providing equality for all employees in the community they operate in. employees are treated fairly and given the opportunity to progress within the organisation. As the company operates across different cultures, it takes into consideration the local culture of the area they are operating in and provide support to the community, through employing local people to work for the company and donating to local charities. Moreover, Ladbrokes complies with every national laws of the culture they operate in and supranational laws, as they operates in Europeans countries as well. The national laws lay down the laws of a country and by which every business need to abide regardless of their origin. Such as, the company has to provide staff holiday for employees during the local culture national day Irelands saint Patricks day. Staff are allowed to have this special day off and if they do work, they will be paid on the basis of a bank holiday, which is a double pay. The sup ranational law applied to European countries, whereby member of states have pass on their authority to a common political institution. The supranational law for gambling, regulates the opening and closing time of betting outlets throughout the European countries. Formal multicultural relationship As the company is global, Ladbrokes recognise that all their employees have an impact on their customers experience. Therefore, they have diverse their staff and now offer betting in 12 different languages, tailored to local interest, Ladbrokes appeals to customers all over the world. As every culture has its own preferred ways of betting and gaming. Ladbrokes recognises these differences and makes the most out of them with product and services that are tailored to the local and regional taste. The company place a high priority in good service within the community they operates in and value these people. Ethic and compliance The company core of the ethic and compliance program in Ladbrokes is their code of conduct practice. The code guides the business conduct and requires compliance with all is regulatory responsibilities. Such as the gambling act, workplace right, discrimination, racisms, bullying and whistle blowing.

Apocalypse Now, Apocalypse Forever Essay -- Movie Film comparison comp

Apocalypse Now, Apocalypse Forever Francis Ford Coppola's magnum opus Apocalypse Now was ladened with problems and difficulties before and after filming. These problems ranged from those having to do with the cast and crew, to those having to do with the circumstances surrounding the filming, to those having to do with the script, to those dealing in direct regard to the very sanity of all of those involved with Apocalypse Now. Despite the myriad of problems that contributed to this acclaimed film's failure, Apocalypse Now still became a success in its own right, and a true classic by any director's standards. Joseph Conrad's 1902 novel Heart Of Darkness is the striking story of Captain Marlow, an English ship captain who is sent into Africa to track down and collect the debts of an ivory trader identified as Mister Kurtz, a man who may or may not have gone insane along his eventful journey (Conrad). In this novel Marlow is faced with treachery from the Company, hostile as well as friendly natives, and the impending meeting with Kurtz himself. Marlow becomes obsessed with meeting Kurtz and communicating with him after reading the personal history of the man, and hearing all the remarkable stories about Kurtz told by Englishmen and Africans alike (Conrad). This fascinating story is the one that inspired original screenwriter John Milius to write the first drafts of Apocalypse Now in 1969 (Behr). Orson Welles originally planned to write, direct, and star in his own version of Heart Of Darkness back in 1939 (Behr). The problem arose when the Mercury movie company pulled out of the project cit ing Welles' inability to keep the film to be within their strict budget (Virtanen). Welles decided to give up on the project and decid... ... all signs pointed to Apocalypse Now's sure failure, that failure never came. Francis Ford Coppola not only did not receive the "F" he assured himself that he would, he created a film that is uniquely his, and that remains loyal to its many parents, but also reflects Coppola's inner self unlike any other artists mirror. Works Cited Behr, Fax (Writer, Director), & Hickenlooper, George (Writer, Director). 1992. Hearts of Darkness: A Filmmaker's Apocalypse [Film]. Showtime/ Paramount. Conrad, Joseph. Heart of Darkness & The Secret Sharer. 1986. Buccaneer Books, inc. Cutchogue, NY. Coppola, Francis Ford (Director, Co-author). 1979. Apocalypse Now [Film]. American Zoetrope/ United Artists. Virtanen, Panu S. (1997). Apocalypse Now Tribute Page. Retrieved July 2nd, 1997 from the World Wide Web: http://www.geocities.com/Hollywood/9067/apocal.html.

Employee led innovation

Nevertheless, thanks for our work on mistakes we started to see obvious the inns today; we can ;t be successful when only one leader is thinking but we can look at the robber from different perspectives and find an appropriate solution when we are discussing it collaboratively. Therefore, the contribution of everyone is essential. Personally, I think that if employees would get enough right to tell their positions and to present new ideas, big corporations could achieve better goals in the end.In my country- Astrakhan and specifically in the regions of post-Soviet countries as Russia, Ukraine or Beleaguers employees are not treated as intellectual people and because of that fact, we have a big coordination among working and ruling class. That problem among employee and employer led to the ineffective work of whole company s workers. Good example of using the idea of employee led innovation is the system of Google workers. They are provided with freedom of action and do not restricted in their workplace.The main aim of Google Corporation is to provide comfortable conditions for their workers, so they II be able to use their time properly and the work will be effective. The good side of providing such workplace for employees is that they have a freedom and by appropriate time-management, they are able to work effectively on their big projects, and also they are open to new ideas, which can be presented to administration, thanks for what Google looks at the problems from different perspectives fixing every mistake in their search tool, finding the right way to increase audience etc.Furthermore, employees work directly with product and method of its production. It can be different product: informational, engineer or just simple production of food. Administration and leaders look only at result, which was achieved by the company, but they are not well informed about how the company is working inside and what problems does it have. Important thing to mention here is that leader only knows facts that was presented to him and even if he has some information about overspending on production, he could ;t look at that problem as professional as employee, who actually works on production of those products.In this case, leaders should to work as filters, choosing the best solution and employees should to present problem and show the solution as they are more informed and experienced in this field. In other hand, cultural intent should be mentioned as it plays a major role on how employee works. Referring to my country, we have strict rules at most of governmental and business workplaces, because from the times of the Soviet Union population of Astrakhan were used to make their best only when failure led to punishment of the worker.Even living in democratic country, direct and fast reconstruction to employee led innovation is not possible as it leads to problems of workers as laziness and procrastination. That s the reason why most of national and priv ate companies still don t give full freedom of action ND speech to employees, because before we need to have a good base and experience in this field.Overall, employee led innovation is becoming popular in nowadays as companies see the profit from that system of working. It provides workers with more critical and analytical thinking participating in company's life and giving a chance to improve the sphere, where they are good. However, before the start of process employers should to prepare their workers mentally, so they ‘II be able to work using that system with maximum effectiveness and profit.

Immediately I’d hand him my painfully heavy bag

When the bell rang at school I always waited anxiously to hear him. He’d call my name and when I turned around I knew exactly how he’d look. I’d still stare and smile back at his crinkly smiling eyes.   He’d always have his sunglasses on top of his bald head.Immediately I’d hand him my painfully heavy bag. At that moment all my homework troubles and test woes were over. He’d ask me the usual about school and friends. Although he knew I was shy around other people and often bullied around, he’d still ask, â€Å"How many kids did you beat today at recess?† The irony of it always made me laugh.While he drove me home he always chatted like a chirpy bird. He’d make his usual stop everyday. I knew what he’d say before leaving the car but I always looked forward to it. He’d say conspicuously, â€Å"Let me say a quick hello to my friend†. I’d   know exactly why he stopped but I’d play innoce nt.The stop meant he was getting candies from the store. He’d return back with chocolates and colored candies smiling, and say, â€Å"My friend sent these for you†. I can’t ever recall him not smiling. With the greed of a 6 year old I’d peer into the big bag and immediately gobble the loot before the school bus even reached home.I remember this particular day spent with him. While I was sitting in the backseat of the school bus and gloating over my treasure and with my mouth still full of chocolates I exclaimed, â€Å"You’re the best uncle ever; you buy the best things even when I never ask you for them†. He looked back at me from the rearview mirror and smiled.But, I remember seeing something strange and wistful in his eyes. I couldn’t understand it then but he said, â€Å"One day when you’re all grown up and going to university, I will pass you by on the street and I will call out to you but you wont recognize your Uncle Rob †¦I will ask you don’t you remember me? But no mater how hard you try, you won’t be able to remember me†.I was mad at Uncle Rob that day. I was angry at his confidence in the future that he had never seen. I reasoned with him as much as a six year old can. He stood firm. I explained to him again and again that I see him first thing in the morning when he drops me to school and last thing before he drops me back home. This will have to continue till I’m sixty years old and don’t need to go to school. He laughed sadly and shook his head in disagreement.The school year ended and Uncle Rob stopped picking and dropping me from school. I remember laughing, arguing and played games with him. When I moved to another state at the end of the year I made a mental note to myself to remember him.I put a flag to his memory and engraved his image in the deep recesses of my mind. I promised to never forget him. I’m almost 24 now and his memory is still flawless in my mind. But I wonder, if I’m walking on the street and come across a man with those crinkly smiling eyes and I call out his name, will he remember me?   

15 Tips for Getting Hired After the College Graduation

15 Tips for Getting Hired After the College Graduation You’re in a brave new world and searching to get a handle on getting hired after the college graduation. Let’s take a look at 15 tips you’ll be incredibly glad you came across. #1 Job Search Begins on Day 1 If you don’t have a job, then getting one is your job. What’s college for? Getting a job, which is reality means making money. The vast majority of college students are betting (with some serious leverage) on the idea that their education is going to equal a good job down the road. You should start looking for your ideal career on the first day of your freshmen year. Every move you make should be towards that goal. If you don’t know what the goal is, then you should put college off for a year and†¦get a job. Start looking right now. Heres the list of the best summer jobs which can be a good start if you need money right away. #2 Create on Online Presence If you do not have an online presence, even a free ultra-amateurish one, then get on it. No, you do not have to invest tons of time. Simply set up a free blog and a Facebook page. Start there. Online you’re connected to everyone and everything. At this point you need to have one, and being able to network online is a valuable asset. #3 Show Off Your Stuff Don’t be coy, but don’t be ridiculous either. There’s no time to waste. It’s like missing the opportunity to meet an amazing person because you were shy. Life’s too short. Make your move and let your skills sell themselves. #4 Pursue Internship with Clarity Internships are both incredibly worthwhile and hyper-competitive in most cases. Don’t wallow in misery for a year hoping for that ideal internship. Give it your best efforts, but know when to cash in your chips for more readily available career paths. #5 Apply Selectively Don’t shotgun your approach to job applications. Do your homework and only apply to those positions or companies who you can be of the best service to. #6 Hire a Freelancer to Create Your Resume Don’t even think about winging either your hard or soft copy resume. It’s almost an absolute waste of time and you’ll be burning bridges as you go. Instead, spend maybe $50-$100 to get help with your resume from a professional writer. Ideally, one who specializes in writing resumes for your specific career goals (nurses, lawyers, acupuncturists etc.). #7 You’re Always Networking 100% of the time, if you’re awake and breathing you’re networking. It’s a part of life. The difference is that once you’re aware of that, you can then better position yourself to benefit from it. #8 Fix Your Attitude First If you’re life’s not going so well and the job hunt is leaving you empty-handed, the first things you probably need to fix are your attitude and disposition. #9 Come Prepared Don’t show up unprepared if the destination could present potential networking opportunities. Furthermore, if you go to an interview, know everything there is to know so that you’re more likely to impress. #10 Develop a Personal Brand No matter who you are, or what you studied, there are probably lots of people with this knowledge. The ONLY thing that really sets you apart from other candidates is you. #11 Aim for Experience (Wisdom) If you’re alive and above water, then aim for the experience jobs or positions can give you. Not the pay. In today’s world results and experience are worth 100 x what a diploma or degree is worth on the open job market. #12 Sport an Entrepreneurial Mindset It’s an era of the entrepreneur. It really is! The #1 rule of the entrepreneurial mindset is that behind every problem or dilemma is an opportunity. The trick is being able to spot opportunity and needs, and then taking action. #13 Compile an Asset List Sit down and figure out everything you have to offer the world. Write it all down, each thing, no matter how simple. You’ll find that your education and the small amount of things you thought were your only assets, are only a small portion. #14 Optimize Your Efficiency Remember the 80/20 rule. 20% of what you do every day is responsible for 80% of the results you experience. Do you have free time? What else can you be doing? What can you do more of in less time? #15 Throw Conventional Approaches Out the Window Not altogether, just recognize that due to powerful technological and socioeconomic reasons, everything is changing. This includes not only how people look for work, but how they get hired. Use everything at your disposal because in the real world getting ahead is hard. So, how about it, would you alter this list or add to it in anyway? What other tips would you give to the grads that could really use a solid paycheck and a rewarding career?

Philosophy of Language Senior Course Paper Essay

Philosophy of Language Senior Course Paper - Essay Example When a mathematician is presented with the equation, 38 + 16, instinctively, the mathematician would respond by adding the two terms while computing for its sum. Thus, the mathematician would reply, claiming that the sum of 38 and 16 is equal to 54. Given this example, what does ‘+’ mean? Does the mathematician really know what was meant by ‘+’ in the equation? Does it pertain to the computational procedure for adding two values, or does it pertain to something else? How can one tell what the mathematician meant? This paper will attempt to formulate a sufficient theory of meaning with regards to the use of ‘+.’ In doing so, I will argue that an intensional framework must be taken into account as opposed to a purely extensional framework. From a general perspective, the issue revolves around the relation between two fundamental concepts, truth and meaning. Truth, from a logical point of view, has traditionally been thought of as extensional. So t he truth of a given expression is associated with it’s meaning in terms of logical structure, reference, and truth-value. This move of neglecting meaning in relation to that of the sense of a given expression is what this paper shall argue against by using ‘+’ as its test case throughout the paper. For herein, to say that 36 + 16 = 54 could mean two things: ‘36 plus 16,’ and ‘36 quus 16,’ with both referring to 54. It is in this regard that a theory of intensions must be taken into account. For, if a person is presented with an equation involving ‘+’, how can one know as to whether that person meant ‘+’ as plus or ‘+’ as quus? What makes the interlocutor assume what is being referred to by the use of ‘+’? Herein is where the problem of rule following comes into light, for if what we are after is semantics, then it seems paradoxical that we refer to general rules from which a class parti cipates in. Rule following applies in the level of syntax, for verifying what the individual knows privately is not required in such cases. Indeed, the problem with ‘+’, as explicated by Kripke is that ‘+’ is understood to represent a semantic rule rather than a syntactical rule, and a semantic rule following leads to several problems with regards to the meaning and truth of ‘+’ statements. Thus, Kripke argues that â€Å"it is possible to construct an unlimited range of related but non-equivalent semantic rules, incorporating the potential truth conditions C1, C2, †¦ Cn respectively, such that there are simply no facts at all about the speaker’s use of ‘+’ that determines which, if any, of these possible rules the speaker has actually adopted† (Wilson, 2006, p.155). Therefore, this points towards the problem of indeterminacy, since according to Kripke, discovering the truth conditions of the speaker’s use of + is not possible, since there is no specific semantic rule that underlies one’s use of ‘+’, regardless of its truth function. However, this creates a problem with regards to the use of ‘+’ in language, for if ‘+’ could mean several things at the same time and in the same respect, then that would lead to the ambiguity of ‘+’ which cannot be, for it is used in disciplines such as mathematics and logic. It is a common thing

Market Research Methodology Essay Example | Topics and Well Written Essays - 2000 words

Market Research Methodology - Essay Example 'Typically focus groups are used as a means of testing concepts new products and messages. A focus group is qualitative research which means that you do not obtain results with percentages, statistical testing or tables .instead this methodology is less structured than surveys or other quantitative research and tends to be more exploratory as well. Rather than providing quantifiable responses to a specific question obtained from a large sampling of the population, focus group participants provide a flow of input and interaction related to the topic or group of topics that the group is centered around. While they appear to be less formal than a survey, focus groups do provide an important source of information for making business decisions. It is important how ever to ensure that persons using the results of such a qualitative study understand how to correctly interpret the resulting information'. 1 The composition of a focus group is usually based on the homogeneity or similarity of the group members. Bringing people with common interests or experiences together makes it easier for them to carry on a productive discussion. Often a research project will use different groups to get differing views. For example, an organization is planning a major restructuring. It would be desirable to have three separate focus groups - union members, nonunion employees, and managers. Each of these groups would represent a potentially different perspective on the changes facing the organization. Imagine the potential problems in bringing together union members and management. Neither would feel free to speak spontaneously and, depending on the anxiety level, the discussion might possibly spiral out of control. Demographic characteristics are another way to determine focus group composition: A political candidate might consider holding separate focus groups with both men and women or younger and older voters. A company testing a new product might conduct focus groups in different geographical regions. Organizational decision makers might find it useful to have separate focus groups for those who favor and those who oppose a particular issue. One caution-remember that with a focus group, it is not possible to compare the results from different groups in a strict quantitative sense, because they lack representative ness. Each group may be characterized as augmenting the information of the others - in an effort to look for as many different explanations or interpretations as