Introduction to Financial Accounting Research Paper

Introduction to Financial Accounting - Research Paper Example Amount Opening capital 58630 Add: Net profit 38565 Less: drawing (-)24700 Bank overdraft Creditors o/s security guard wages 400 o/s telephone and e-mail 200 o/s website maintenance expenses 375 72495 2380 19670 975 95520 Debtors Cash in hand Freehold premises 60000 Less: depreciation(new) -(3000) Less: depreciation(old) - (18000) Safe 12000 Less: depreciation(new) -(2880) Less: depreciation(old) -(4800) Shop fitting 34000 Less: depreciation(new) -(3400) Less: depreciation(old) -(10200) Closing stock3400 520 390004320 20400 2788095520 Adjustment entries: (1) O/S Security guard wages 400 should be added in the liabilities side. (2) O/S Telephone and e-mail 200 should be added in the liabilities side. (3) 900*5/12= 375 is O/S of the website maintenance expenses should be added in the liabilities side. (4) 60000/20 years= 3000 for year should be deducted as new depreciation and old depreciation should be Deducted from actual cost, therefore 60000- 18000(old) - 3000(new) = 39000. (5) 12000-4800(old) =7200(new depreciation) 2880= 4320.... Coming to the next concern that, the value for your premises seems very low, though you paid more than that of them because the old depreciation is more than the new calculated premises. As we can see it separately below the balance sheet and on the balance sheet, this comes under the Asset side in the Balance Sheet and the new calculated and paid depreciation is very less that the previously calculated and paid one. Therefore, more cost was been paid earlier, which if alone calculated will be very high, that is why the value shown for your premises now are very low. As you have said that, you took  £24700 out of the business for your own personal consumption, this comes on the debit side of trading account as owner’s drawings and subtracted under the liabilities side in the balance sheet. As we know that the owner’s drawing is subtracted from the sum of net profit and opening Capital, and as the amount is not been returned, though it is taken from the profit of the business it is subtracted. In addition, counted as neither a loss or bad debt or a profit and this is why is cannot be written, calculate or charged under the profit statement. The distinction between the fixed asset and the current asset is, fixed asset is been defined as that asset which is been acquired for relatively long periods for carrying on the business of the enterprises. They are not been meant for resale. Land and building, machinery, furniture are some of the important examples of fixed Assets. Sometimes the term â€Å"Block Capital† is also been used for these terms.

Tiger Energy Drink Marketin Plan Essay Example for Free

Tiger Energy Drink Marketin Plan Essay 1. 0. Executive Summary Tiger Energy Drink offers their consumers â€Å"a unique product endowed with different usage alternatives† providing a beverage focused on positive effects of an energy drink and guarana with an amazing sweet taste. Tiger Energy Drink is an alternative to tea and coffee and can be consumed cold or hot depending on the preference. It has a very sweet taste -not too much intense- and can be consumed as a regular beverage. Tiger is positioned itself as an alternative to coffee since it offers a great variety of caffeine (guarana) and other energy drink since it offers different flavors. Guarana, the main ingredient of the Tiger energy drink, has a cognitive effect. A 2007 human pilot study assessed acute behavioral effects to four doses (37. 5 mg, 75 mg, 150 mg and 300 mg) of guarana extract. Memory, alertness and mood were increased by the two lower doses, confirming previous results of cognitive improvement following 75 mg guarana. Some research also shows that Guarana has antioxidant and antibacterial effects, and also fat cell reduction. The target audience is working class and is primarily males and females between 25 – 40 ages. The majority consumer group of Tiger Energy Drink includes white-collar workers who spend long hours in office, working parents and young adults. 2. 0. Situation Analysis Tiger, founded 6 months ago by 2 entrepreneurs, is about to enter the competitive energy drinks market in Turkey. Although Energy Drinks market is considerably small, its annual growth rate is around 30% and the market is the most profitable segment of the non-alcoholic beverages market. The existence of big players and many cheaper outlier products will make it difficult for Tiger to establish a strong brand and market share in the short term. In order to do that, Tiger will differenciate in product flavors, hot or cold use opportunities and varied serving sizes. Of course, careful targeting of specific segments and supporting marketing activities will be the key to success. 2. 1. Market Summary Energy Drink market in Turkey consists of 0,35% of the whole non-alcoholic beverage market in terms of the market volume. The total volume of non-alcoholic beverages in Turkey is 7,2 billion liters, whereas Energy Drink’s volume is 25,5 million liters. On the other hand, when the market value is taken into consideration, Energy Drink market gets 3,5% of the whole non-alcoholic beverages market. The value of the whole non-alcoholic drinks market is 8,5 billion TL, and Energy Drinks’ share is 298 million TL. While the average value per liter in non-alcoholic beverages market is 1,18 TL, The same ratio becomes 11,66 TL in case of Energy Drinks. Therefore, it can clearly be seen that this segment is quite lucrative and profitable. The sub-markets, from the biggest to smallest, are water, tea, carbonated drinks, non-carbonated drinks (e. g. ice tea) and coffee markets. Although, its size is small, Energy Drink market has a steady 30% annual growth rate. Energy Drink consumers are usually in the 25-40 age range, upper income level white collar people. However, cheaper products were able to penetrate low and mid income level segments too. These include truck drivers and blue collar workers. Energy Drinks are consumed in many different occasions. The need of concentration and productivity defines their daytime use whereas the need of fun and high energy defines their nighttime use. The table below shows how Tiger addresses the basic needs of its targeted segments. Targeted Segment| Customer Need| Corresponding Feature/Benefit/Product| All Segments| Wake-up in the morning| Tea flavored, hot or cold consumption optioned Tiger (B vitamins and thein)| Students Professionals| Concentration and Productivity in daytime and work activities| Orange, Melon or Tropical Mix Tiger drinks (Guarana)| | Fun and High Energy in nighttime activities| Orange, Melon or Tropical Mix Tiger drinks (Guarana, Ginseng, Taurin)| 2. 2. SWOT Analysis Tiger has several strengths which do not exist in Turkish market. However, lack of brand awareness and image is the most important weakness. The fact that the competition is well established could be identified as the strongest threat. Finally, the fast growing and profitable structure of the energy drink market would be the biggest opportunity. 2. 2. 1. Strengths Tiger has a number of important strengths 1. Innovative Product: The product has 3 different and well liked flavors which can be consumed without mixing with any other beverage. Alternatively, those flavors of Melon, Orange and Tropical Mix are suited to mix with many different alcoholic beverages. Finally the tea flavored, hot or cold consumption optioned, 4th variation is the revolutionary energy drink product. With its unmatched and tailor-made for Turkish taste tea flavor; this energy drink can be consumed even in breakfast. Its ability to be consumed as a hot drink is also revolutionary. 2. Pricing: Tiger offers excellent quality with better pricing than its 2 major competitors, Red Bull and Burn 3. Product Ingredients: Tiger’s excellent combination of Guarana and Ginseng causes great focus, improved memory and higher productivity. Furthermore, the Thein in tea-flavored variation invokes additional alertness, especially required in the morning. 4. Serving Sizes: Unlike its competitors, Tiger will have 350 ml cans for Orange, Melon Tropical Mix flavors and 75 ml cans for tea flavored variation as well as the conventional 250 ml cans. 2. 2. 2. Weaknesses 1. Lack of Brand Awareness: Tiger does not have an established brand awareness and image. On the other side, Red Bull, Burn and other competitors have strong brand images. This issue will be dealt with aggressive promotion activities. 2. 2. 3. Opportunities 1. Growing and Profitable Market: The Energy Drink market grows around 30% annually. Furthermore, that sub category of the non-alcoholic beverages market has the highest profitability. 2. Demographics: Turkey’s population is younger compared with European and U. S markets. Therefore, target market size is lucratively big. 2. 2. 4. Threats 1. Competition: The competition in Turkey is well established. Red Bull and Burn share the upper segment of the market with almost 65% of the market value in total. With the addition of smaller and cheaper products, there are around 40 different brands in Turkey. In sum, Turkish Energy Drink market is highly competitive. 2. Energy Drinks’ image: Energy drinks are still seen as unhealthy and unnatural. In 2001, Red Bull was banned in Turkish market due to excessive caffeine content. Red Bull’s caffeine content is 400 mg per liter, whereas Turkish regulations did not permit higher than 150 mg at that time. However in 2004, Turkish Food Codex has been updated according to European Union standards and Red Bull’s ban had been revoked. Additionally, some fatalities occurred after excessive alcohol consumption and it was said that energy drinks were also involved and they would cause death when mixed with alcohol. These incidents along with the banning history of Red Bull strengthened the â€Å"unnatural and unhealthy† image of the Energy Drinks. 2. 3. Competition 2. 4. Product Offering 2. 5. Distribution 3. 0. Marketing Strategy 1. The main marketing strategy is to emphasize Tiger’s distinctive taste, different usage opportunities and size can. The taste is not too intense but very enjoyable with three different flavor. The product has 3 different and well liked flavors which can be consumed without mixing with any other beverage. Alternatively, those flavors of Melon, Orange and Tropical Mix are suited to mix with many different alcoholic beverages. The tea flavored, hot or cold consumption optioned will be an innovative energy drink. The size also provides a longer lasting boost of energy and cognition and production capability which led to the brand â€Å"Stay focused† slogan. 3. 1. Marketing Objectives Since we are completely a new brand we have set realist but achievable objectives for the for the first and second years of market entry First year objectives: In 2012, the total volume of energy drink will be theoretically 33 million liter if we take the consideration of the growth rate and last year wasted volume. We are planning to get a 5 percent share of the Turkish energy drink market through unit sales volume of approximately 5. 000. 000. We have to achieve a steady increase in market penetration. The primary goal is to build and increase both awareness and brand loyalty for Voltro among upper-income professional age 25 – 40. Second year objectives: In second year the main objective is to increase market share from 5 to 8 percent. We are planning to achieve break-even and start to get profit on our third year in business. 3. 2. Financial Objectives. Energy drinks are most profitable beverage among all non-alcoholic beverages. The energy drink market is very small compared to other beverages market but it is growing 30 percent per year. Our financial objective is to maintain and increase this grow rate for our business. For the first year specially we would like to maintain a significant advertising budget to execute and utilize different media vehicles: magazine, internet, prime-time television, ambient and billboards. These media vehicles will allow Tiger to reach the desired reach and frequencies while keeping within the budget. 3. 3. Target Markets Tiger’s strategy is based on a positioning of different and exotic flavors, hot or cold use opportunities and varied serving sizes. Our main consumer target of Tiger is upper income level white collar people, working parents and young adults between 25 and 40 age who want healthy, natural, tasty and a high quality an energy drink with an affordable price. Tiger energy drink has ability to strengthen memory, increase focus and overcome exhaustion and insufficient energy. Our secondary consumer target is low and mid income level which include truck drivers and blue collar workers who seek to stay alert during driving, working, etc†¦ These type of consumers are only looking to pay less for an energy drink since they consume for a purpose: â€Å"stay focused and alert†. 3. 5. Positioning Kaplan’s strategy is to be an innovative energy drink by product differentiation based on size, taste and hot or cold usage. Using product differentiation, we are positioning Tiger Energy Drink as the most revolutionary, tasty and healthy energy drink. Tiger is the brand of energy drinks that gives you the need of concentration and productivity in day time and need of fun and high energy in night to allow you to do everything you want in a full day of work and play. The fruity and tropical fresh taste leaves you asking for more and the bigger size contain more healthy ingredients than their competitors. Our marketing will focus on the value-priced equilibrium, reflecting the positive side of a big size and product taste and usage alternatives. 3. 6. Strategies Product 3. 7. Marketing Program 3. 8. Marketing Research 4. 0 Financials 4. 1. Break-Even Analysis 4. 2. Sales Forecast 4. 3. Expense Forecast 5. 0. Controls 5. 1. Implementation 5. 2. Marketing Organization 5. 3. Contingency Planning Non-alcoholic beverages market data excludes pure milk and home use demijohn water products.

Definition Of The Term Authentic Material

Definition Of The Term Authentic Material During the last decades, English language has been expanding considerably all over the world. In fact, people have started to talk about English language as the new global language. As a consequence of this impressive evolution, our nation has applied several educational measures to the general curriculum of education in order to teach correctly English as a second language in schools. The creation of the program Inglà ©s abre puertas and the changes made to the studying plans of MINEDUC are clear examples of this initiative. Notwithstanding, these attempts of improving the English level in our students did not work at all. Last year, a proficiency test called SIMCE was taken so as to evaluate the level of English language in students of third year of high school, and the results obtained by this assessment were really deficient. Indeed, 89% of all students evaluated were not able to certificate a basic level of English. In light of this pitiful scenario, this paper proposes the use of authentic materials as an interesting and useful ESL teaching technique which can contribute to ameliorate the low level of English in students. In the following paragraphs, it will be stated the definition of the concept authentic materials in the ESL field and the sources where teachers can get them. Furthermore, guidelines for the correct selection of these teaching materials will be provided, and the advantages of using them will be described in detail and supported firmly. As the title of this project says, the subject of study is the use of authentic materials in ESL lessons. Thereby, it is necessary to start by defining what authentic materials really are. Firstly, the conceptualization of teaching/learning materials has to be stated concisely and explicitly. In essence, the term material refers to resources in the classroom which students are able to use with the purpose of improving and complementing their learning process. For instance, a book, a photocopied handout, a poster, a flashcard, a whiteboard, or any technological equipment can be defined as material because they act in a complementary way in the teaching/learning process and include the characteristics mentioned before. As Tomlinson (1998) asserts, they are anything which is used to help to teach language learners.à ¢Ã¢â€š ¬Ã‚ ¦ anything which presents or informs about the language being learned.(p.11). Although it is easy to delineate the meaning of the term teaching/learning materials, the concept of authenticity is a bit more complex of classifying since there are several different authors who have attempted to define it in the field of second language teaching. For example, Heitler (2005) states that authentic materials are any texts written by native English speakers for native English speakers (p.5), while Tomlinson (1998) ascertains that an authentic text is a text not written or spoken for language teaching purposes. Likewise, Kramsh (1993) adds the term authentic has been used as a reaction against the prefabricated artificial language of textbooks and instructional dialogues, it refers to the way language is used in non-pedagogic, natural communication, and Little and Singleton (1988) declares that an authentic text is a text that was created to fulfill some social purpose in the language community in which it was produced. In the same line, Harmer (1991) defines authentic texts as materials which are designed for native speakers; they are real texts; designed not for language students, but for the speakers of the language, and Sanderson (1999) complements the description of authentic materials saying that they are materials that we can use with the students in the classroom and that have not been changed in any way for ESL students. A classic example would be a newspaper article thats written for a native-English-speaking audience (p.3). As it can be seen, there is a spectrum of distinct conceptualizations of authenticity. However, there is an agreement with some specific characteristics of genuine resources among the definitions established before. One of those shared features is the non-pedagogic purpose. Authentic materials are not produced nor adapted so as to be used for teaching or learning a second language; in fact, they are taken as genuine as possible from the reality. In this way, the artificiality of language is avoided completely. A pos itive consequence since the artificial nature of the language and structures used, make them very unlike anything that the learner will encounter in the real world and very often they do not reflect how the language is really used (Berardo, 2006, p.62). In order to complete this pursuit of genuineness, it is essential to obtain materials produced by native speakers. They interact with their peers inevitably in the target language because it is their innate language. Actually, there is not a better version of spoken or written English than the one made by the people who lives in English spoken cultures, so native production becomes another key aspect in the classification of authentic materials. Considering that any interaction between two native speakers can be used as an authentic material, it is unavoidable to look for common situations with the intention of getting real communication in English. Every person uses his own language to transmit a message to other person, and this pr ocess of normal communication among people has to be captured so as to have the authenticity desired in ESL teaching. Thus, real communication is a vital facet in the conceptualization authentic materials. In sum, the three basic characteristics of authentic materials are non-pedagogic purpose, native production, and real communication. For the purpose of this paper, authentic materials will be classified and identified in respect of those features. Nowadays, there is a huge variety of different sources where materials with the characteristics established before can be found, so the task of selection of adequate genuine resources has become a tough one. Even though, the globalized world offers multiple options to look for proper authentic materials for ESL lessons, there are three prime sources which are the most typical used: internet, literature, and mass media. The first one provides a limitless range of useful materials for ESL classroom. In internet, teachers can find podcast, videos, songs, websites, images, advertising, and plenty of other resources which can serve as authentic materials. All these resources possess the benefits of being constantly updated, and additionally most of them are interactive. Unquestionably, this source is the one which contains more available resources among the three named before, and the procedure of searching for specific information is easy to do as well. These advantages of abundance and easiness plus the others mentioned above make internet a valuable source for ESL teaching. Opposite to the advantages of internet, literature works with others aspects of language. It does not provide many resources to be used as authentic materials; indeed, it mainly provides books. Despite the fact that poems and fairy tales can also be utilized for ESL teaching, they are not applied in lessons in a frequent mode. In regard to books, they not only serve as genuine resources for English teaching/learning, but they also function as a reflection of the community in which was written. From literature, students can extract relevant information about cultures and know in depth their linguistic characteristics. As Sanderson (1999) states, language and cultures are intrexicably linked (p.2), so the cultural background is an important advantage of using literature as a source. In addition to this benefit, there is a special contribution to students made by literature. Most of the books are written with the purpose of transferring human experiences to readers, and these experiences have an intrinsic emotional significance. Hence, teachers can use literature to teach students human values so as to educate them integrally. In that way, they will be exploiting totally these authentic materials, and completing one of the major tasks for educators. By the same token, the other main source for finding genuine resources exhibits benefits akin to the previous ones. Mass media play an essential role in the communication of modern society, and their relevance can be demonstrated with the fact that today people are informed about all the important events which happen in the world due to their communicative labor. Mass media function as a way of global communication, and their product is abounding and immediate information. There are several resources from mass media which can be utilized for ESL teaching as magazines, TV programs, live radio and newspapers, but just the last men tioned provides numerous benefits as authentic material. According to Sanderson (1999), there are numerous reasons to use newspapers in classroom, and the stronger ones are general educational value, cultural background, reader interest, and varieties of English. The first one refers basically to the fact that newspapers inform people about what is happening in the world and elaborate on their general knowledge about their reality. The second one refers to the reflection of the culture where a newspaper is written in the language used within it. It is similar to the contribution of books in ESL lessons. The third reason is explained by the assortment of topics and sections which a newspaper contains. Due to that diversity of subjects, readers can be motivated and interested in working with them. The final argument points out the wide range of text types and language styles that newspapers offer to ESL teachers. It is not easy to find this multiplicity in others resources. In view of the advantages of using newspapers described before, they are definitely a beneficial and practical material for ESL teaching. Regardless the fact that plenty of texts can be taken from the three prime sources named in the previous paragraph, it does not mean that all the materials contained in them will be appropriate for ESL teaching. Actually, many examples of language use could be too complex, or too informal for L2 pedagogy. Thus, there are certain criteria which serve as filter for this profusion of resources. According to Berardo (2006), some specific traits have to be pondered in the selection of authentic materials. The most important one is the suitability of the text. The material has to be related to the needs of the students, and additionally it must be motivating for them. For instance, it will be absurd to use a conversation about the construction of a building between two engineers as a learning material if the learners are studying medicine or law because the resources utilized do not fit with the needs of the students. For this purpose, it is necessary to know as many aspects of the student s as possible, so teachers can look for attractive and relevant genuine resources. A useful way of collecting likes and dislikes of students is the use of surveys. By using that technique, teachers can accrue the necessary knowledge about the target group so as to find apt materials. Other factor to consider in selecting materials is exploitability. The text which will be used in class must have a teaching purpose. It should demand coherent and significant tasks from students in order to be helpful for the ESL lesson. Even though authentic material contains real English language, they could not have a use in the classroom if they do not require students to do fruitful exercises. Consequently, the fact of providing native English language is not enough to select a material for an ESL lesson. The texts extracted from the sources must be compatible with the objectives of the class. In addition to this, the complexity of a text should be also considered in the process of deciding if a m aterial is appropriate for ESL teaching. The language level of the genuine resource chosen must match with the language level of students. Linguistic features as structural and lexical ones can affect directly the understanding of students about the text, as well as the amount of new vocabulary and any new grammatical forms present in the material. A teacher cannot pretend to work with materials which their students are not even able to comprehend. The last element which needs consideration in the choice of proper teaching resources is presentation. The contextualization of the authentic material is a detail that cannot be sidestepped. Pictures, photographs, realia and concept maps can help students not only to grasp correctly the gist of the text, but also can aid to construct an imaginary image of the context in which the genuine resource was created. Besides, those elements add attractiveness to materials and stimulate students to learn the target language. The appearance of text s is the first aspect that students notice when materials a represented to them, so it is vital factor in the attempt of getting the attention of students. Considering the explanations and justifications of each criterion in the procedure of choosing materials, it would be beneficial for the teaching and learning of a second language to apply them. Therefore, teachers have to use the four criteria described thoroughly in the previous lines with the purpose of selecting practical and adequate materials for ESL lessons. As it has been already defined the term authentic materials and has been proposed guidelines to select appropriately them, it is the time to say explicitly why genuine resources should be used in ESL classes since that argument is the gist of this research paper. In concise words, the main reason for utilizing genuine resources in ESL lessons is they provide varied and exclusive advantages to the teaching/learning process of English language. Actually, numerous investigators of the field as Nuttal, Widdowson, Berardo, or Martinez have identified many benefits from the use of authentic materials, and in the following lines the most important ones will be presented to support the idea stated. The first and chief advantage of using authentic materials in ESL class is the exposure to real English. One of the central principles in the application of this kind of teaching resource is to immerse students to as much natural language as possible because learners are accustomed to receive an artificial version of the target language in their normal classes. Inevitably, the English language adapted to instructional purposes loses certain incidental features of genuine communication and reproduces the view of teaching designed by the people in charge, whereas using authentic materials provides readers with the chance to practice English with real models of language and to realize differences between communication of native speakers and non-native speakers. This last sentence offers a convenient bridge to explain the sense of achievement which will be the second advantage highlighted in this section. As students do not commonly work with authentic materials in English classes, they can feel afraid of misunderstanding the whole texts or committing mistakes when they will be working with them. The fear towards materials made in foreign countries affects directly the way in which students acquire the target dialect, and the sense of achievement can be explained with regard to that assumption. As it is believed that genuine resources are complex and hard to work with, students feel really happy and proud of themselves when they are able to grasp the main ideas of texts or to complete the tasks demanded for the material. Any improvement produced by learners pertaining to the comprehension and exploitation of authentic material will be significant for them. It is a unique and progressive procedure of delight in learners. Similar to the last benefit of using authentic materials, the next one is also concerned with the affective dimension of learners. Indeed, the third advantage which will be examined in depth is motivation. Generally, students react in a positive way upon the use of novel teaching/learning materials in everyday classes. These innovative pedagogic resources stimulate learners to practice language in an enthusiastic mode. Introducing authentic materials to an English lesson can attain the affective consequences named before since that kind of materials are unusual for students. Besides, genuine resources usually contain diverse visual stimuli which make them more appealing for learners. Videos, newspapers, brochures, and job advices are examples of that motivating characteristic. In light of the advantages about motivation and sense of achievement, it is important to mention that the affective factors of learning a second language have been investigated exhaustively during the last decades. As a matter of fact, Krashen (1977), who is considered one of the most important authors in the field of second language acquisition, states a hypothesis called affective filter which is about the relevance of feelings and attitudes in the L2 acquisition process. Returning to our focus, the fourth advantage of using authentic materials in ESL lessons is cultural background. By way of genuine resources are real communicative situations extracted from their natural context, there are traits of the context embed in them. Thus, cultural information about a country or a community can be obtained from the use of this type of teaching/learning material. Students not only learn a foreign language when using authentic materials, they also learn about cultures from different parts of the world. Thereby, learners can develop a global knowledge of the lifestyles outside of their country and be acquainted with what is going on in the world around them. In the section about sources of possible materials, there were described some resources which include this advantage as their primary characteristic. The final advantage which will be outlined against the use of common instructional materials is variety. This facet of the use of authen tic material possesses two connotations. The first one refers to the multiplicity of types of texts that teachers can utilize as genuine resources. In the part of the paper where it was discussed the diversity of sources, there were named around twenty distinct authentic resources which can be utilized in ESL class. In there, it was demonstrated that there is an abundance of kinds of genuine resources, and teachers only have to select one according to their teaching purposes. Besides, this wide range of texts includes a variety of language styles too. Students can benefit from them, and develop their basic skills of English language. For example, learners can ameliorate their listening skill by hearing different accents in conversations extracted from native speakers from distinct countries, or they can improve their reading skill by comparing diverse writing styles presented in books which were made in different cultures. The second connotation refers to the assortment of topics wh ich can be found in the sources of genuine resources. This mixture implicates teachers can choose materials considering likes and needs of their students and prepare a lesson which will be relevant and motivating for them. As it has been confirmed in previous paragraphs, the interest of students upon a learning resource can change radically the effectiveness of the class. With all these unique and practical features at their disposal, ESL teachers have to start questioning why they do not use authentic materials commonly in class because at the moment there is not a solid argument to stand out these advantages and benefits. It is compulsory for ESL educators to investigate about different ways to teach English so as to possess a spectrum of distinct methodologies or techniques. Thereby, they can choose an appropriate one pondering the characteristics and needs of their target group of learners. In this respect, authentic materials are teaching resources easy to find and select, and additionally they provide exposure to real English, sense of achievement, motivation, cultural background and variety to ESL classes. Therefore, they must be considered as a valuable and useful teaching/learning material for teachers in the ESL field, and undoubtedly they must be used in a more frequent way in their lessons.

Interracial Relationships Essay -- essays research papers

Racism is a national epidemic. Racial equality and civil rights reach across societal boundaries to protect everyones individuality. Although our nation is based on equality, racism persists and creates numerous societal problems. One increasing problem facing America under the guise of racism is the topic of interracial relationships. In 1960 there were about 150,000 interracial marriages compared with 1.5 million in 1990(IIA). Being a part of an interracial relationship in our racist society can be very difficult. There are many reasons for this. I wont try to explain all of them. That would take forever because everyone is different. Here are some of the main reasons why it is so hard to pursue an interracial relationship and some suggestions that may help someone overcome the hardships of interracial relationships. The media has led society to believe that Black and White relationships are not acceptable. Almost everywhere there are abstract messages against interracial relationships. For example, television shows. Almost all of the families in these shows are racially separated. To name just a few of the "Black" family shows, we have The Cosby Show, Martin, Family Matters, and The Fresh Price of Bell Air. Some of the more "White" shows are Melrose Place, Beverly Hills 90210, Home Improvement, and Married With Children. For the most part these shows don't cast roles for couples to have interracial relationships. Television and the media have been putting ideas about race into our head for years, and only when we analyze this fact do we realize just how much television manipulates our perception of what is acceptable to society concerning race. Society also plays a role in discouraging interracial relationships. Society I believe plays the largest role when it comes to problems with interracial relationships. It's human nature to want to feel accepted, but having an interracial relationship in today's society can make people feel awkward or unaccepted. For example: If you have a child who is half-black and half-White he or she may be ridiculed by other children. He or she m... ...ation by experience you should communicate with them and ask them how they would feel if they were in your shoes. They may start to see it your way after close consideration. One way to help a parent to overcome his or her grief over a son or daughter being involved in an interracial relationship is by reasoning with them. It should be explained to them that it is by ones free choice the relationship started and is continuing. Even though many parents hold their same views, they should know that times have changed since they were young. Every problem relating to interracial relationships requires special attention because of the delicacy of feelings involved in each case. Considering that not all parents are as receptive as others are, one must handle each conversation pertaining to this subject very carefully. Some people may experience some or all the problems listed above. One certainty is that not all of the solutions will work for everyone. It is human nature to want to belong to ones own kind of people, but it is also an obligation on every ones part to educate our young ones so that one day we may end the fear of interracial relationships.

Managing human resources

Any person, who has a physical impairment that substantially limits one or more major life activities, has a record of such impairment or is regarded as having such impairment or is regarded as having such impairment. It involves heaving, mobility, visual impairment, chronic alcoholism, and chronic mental illness. From the article it is necessary to provide assistance to individuals with disabilities to lead a productive life. People with disabilities are of ten unable to obtain health care insurance that provides coverage of the services and supports to enable them to live independently and enter or rejoin the workforce. Personal assistance services such as attendant services, assistance with transportation to and from work, reader services, job coaches and related service may remove barriers between significant disability and work. A company should have a proper policy in dealing with employees with disabilities. They should be treated as equals at the workplace who also are able to deliver services like those ones without disabilities specialized training should be conducted by the company management to thoroughly equip those with disabilities in order to handle any type of job at the workplace. For individuals with disabilities the fear of losing health care and related services is one of the greatest barriers keeping individuals from maximizing their employment, earning potential and independence. On December 1999 President Clinton signed a law that encouraged states to adopt the option of allowing people with disabilities acquire medical coverage that is vital to enable such individuals to maintain employment. In short people with disabilities may have functional limitations that may create barriers in employment e.g. acquiring requisite education, experience and expertise to perform essential functions of a job but maybe unable to perform non-essential job like turning pages without assistance. Employers should assist qualified individuals with disabilities overcome particular barriers to their employment resulting from their functional limitations. Personal assistance services are form of assistance used by persons with disabilities to perform tasks that the person would perform for himself or herself if he/she did not have disability. Personal assistance services include assistance with services that include reading, communication and performing manual tasks e.g. assisting in bathing, eating personal hygiene and dressing. Job related assistance in the performance of such tasks as reading communication and performance of non-essential manual tasks; business related travel maybe considered reasonable accommodations. Many computer users with disabilities especially those with impairments have been left out in recent transition from traditional character based computing to the new graphical user interface (GUI). â€Å"The broad movement toward graphical applications using buttons that cannot be read aloud or translated into Braille has sparked widespread concern among the blind† writes David Wilson in the chronicle of higher education. Sears merchandise troop is establishing an example of act that provides a model for other organizations seeking to provide universal access to InfoTech for employees with disabilities. In 1992 it provided its staff with personal computers running applications in a local area network. Sears identified twelve associates with disabilities who needed accommodations to use the same standard computing resources. Sears goal was to provide universal access to the same technology and applications for all associates. Sears objectives were to allow associates with disabilities use the same G.UI environment and applications as their workgroups, enable adept manager plan and budget for addition of a qualified blind employee of dept of staff; all the company evaluate blind candidates for employment and advancement on equal footing with sighted candidates. The managerial function of staffing, according to G.A. Cole, management theory and practice, (1996) is defined as filling and keeping filled all the positions in the organization structure. This is done by identifying the workforce requirements, inventorying the people available and recruiting, selecting, placing, training and developing, promoting and compensating the job holders that they can accomplish their tasks efficiently and effectively staffing is therefore the process which starts with the human resources needs, recruiting new employees into the organization and continued through separation of employees in the organization and continued through separation of employees n the organization. Recruitment is a major staffing or procurement process. It deals with providing human inputs to the organization it makes it possible for organization to acquire the number and the type of the people necessary to ensure the continued operation of the organization. Recruitment is therefore the process of attracting potential job candidates to apply for vacant positions in the organization that is, it is a searching process. Sources of recruitments include; internal sources which involves recruiting from within the organization through promotion or deployment of qualified personnel. Interviews may also be conducted to select the candidates fro various types of jobs in the organization in the organization. Some of the advantages of sourcing from within the organization are that, it improves employees morale; the employer is in a better position to evaluate the presently employed than outside candidates promotes loyalty among employees for it gives them a sense of job security and opportunity for it gives them a sense of job security and opportunity for advancement, It is less, costly than going outside to recruit, also recruiting from within has little training needed by the employees who are currently serving in the organization, it also promotes a positive organizational culture for example organizational cohesiveness. Some of the disadvantages of recruiting from within are that it leads to in breeding that is organizational stagnation; there is possibility that internal sources may dry-up and may be difficult to find the required personnel from within. External sources of staffing refer to the supply of personnel manpower from sources outside the organization. The sources may include; new entrants to the labor markets for example fresh college graduates; retired experienced persons, presently employed persons from other organization or unemployed already in the labor market with a wide range of skills and ability. Some of the advantages of external sources of recruitment includes the fact that the external sources may provide personnel having skills, training or education required by the organization from external market sources an organization may acquire potential employees who are experienced, trained and does not require extra training for their job hence this may reduce the cost of training to the organization. Employee’s selection according to John Toye, Employment policy, (1975) is the process by which job candidates are assessed or screened to determine their suitability for a given job. The purpose of selection is to help employers secure for evaluating their suitability from the advertised positions. It involves a series of successive hurdles designed to eliminate unqualified applicant at any point in the process that is when facts come to light which may lead to the rejection of candidate. Not all selection process or steps, however, include many barriers. The complexity of any process usually increases with the level and responsibility of the position to be filled. Some of the steps involved in selection includes; preliminary   interviews; selection interviews; employment tests; assessment centers; medical examinations; reference checks and the final selection and the consequent approval by the top managers. According to G.A. Cole, managerial theory and practice (1996) job training can be defined as a short-term process by which skills and capabilities of non-managerial employees are improved, though a system and organized procedure so as to enable them to be more productive an their jobs. Thus, training is job centered or task oriented which is centered with importing specific skills to subordinate staffs. Job development is used with reference to training given to managers and executives in an organization; thus management or executive development is along-term educational growth process by which managerial person and gains and learns conceptual knowledge for general managerial or administrative purposes. The objectives of training and development are that; training improve technical capacity of an individual on job performance, improves health or safety of employees hence industrial, reduces sported work hence less scrap or material wastage. This reduces the cost of production, prepares personal for future jobs challenges an promotions, enables the employers adapt to a change to work method or procedures, enables two employers learn method of operating real machines and equipment ins talked by a organization example a computer. There are various methods of job training such as on-job training which entails looking what your colleague is doing. This is an internal training method commonest mode of training and the most appropriate method of training employees for the skills required for a specific job. This method is very cheap as the learner is in the wok place where he/she s expected to working in, the learner uses the equipment he is expected to use and also he/she is able to learn the rules, procedure under careful company eyes and is able and easier to size them up. Off the job training is done externally. It ensures that special training equipments are available and the training is of higher equipment are available and the training is of higher quality because it is offered by experts, specialists from outside, the trainee is able to learn in a planned stages using special exercise especially in difficult areas of the job. Off the job training is done lectures can be used where a large group is being trained for a short period of time. In order to improve the effectiveness of training, there must be specific objectives for training. An attempt should be made to determine the suitability of a trainee for potentiality and ability. The trainee must be assisted to see the need for the training. Attempts must be made to create organizational conditions that are good or conductive to learning. A good compensation to employees should be administered through wage and salary administration so as to improve the service delivery of employees. Salary and wage administration involves the direction of programs designed to implement payment of monetary/non monetary rewards to employees. The primary financial reward is pay in form of wages and salaries, sometimes referred to as compensation or remuneration. The objectives of employees compensations programs are designed to attract capable employees to the organization, to motivate them towards superior performance, retain their services over an extended period of time. Employee’s performance appraisal should be done to evaluate the performance and give the feedback on which performance adjustment can be made. REFERENCES 1. G. A. Cole Management Theory and Practice (1996) 2. John Toye Employment Policy, (1995) 3. www.annenberg.northwestern.edu/         

LVMH

1. TASK 011.1. Introduction TO LVMHFor this assignment, I ideally considered an organisation named LVMH.LVMHLVMH Moet Hennessy Louis Vuitton S.A. ( Euronext: MC ) , normally shortened to LVMH, is a Gallic keeping company and the universe ‘s largest luxury goods pudding stone. It is the parent of around 60 sub-companies that each manage a little figure of esteemed trade names These girl companies are, to a big extent, run autonomously. The group was formed after amalgamations brought together champagne manufacturer Moet et Chandon and Hennessy, a taking maker of Cognac. In 1987, they merged with manner house Louis Vuitton to organize the current group The group is controlled by the Christian Dior group, which owns 42.4 % of portions and has over 58 % of vote rights. Bernard Arnault, bulk stockholder of Dior, is Chairman of both companies and CEO of LVMH. His successful integrating of assorted celebrated aspiration trade names into the group has inspired other luxury companies into making the same. Therefore Gucci ( now portion of the Gallic pudding stone PPR ) and Richemont have besides created drawn-out portfolios of luxury trade names. The oldest of the LVMH trade names is wine manufacturer Chatea d'Yquem, which dates its beginnings back to 1593 . ( hypertext transfer protocol: //en.wikipedia.org )Corporate constructionLVMH is based in Paris, France. The company is listed on the Euronext Paris exchange and isa component of the CAC 40 index. As of 2008, the group grosss of ˆ17.2 billion with a net income of ˆ2.318 billion. The group presently employs 77,000 people. 30 % of LVMH ‘s staff work in France. LVMH operates over 2,300 shops worldwide. Its current concern program aims to tightly command the trade names it manages in order to keep and rise the perceptual experience of luxury associating to their merchandises. For illustration, Louis Vuitton merchandises are sold merely through Louis Vuitton boutiques found in upmarket locations in affluent metropoliss or in grants in other luxury goods stores ( such as Charles digby harrods in London ) . This pattern contrasts greatly with less sole trade names which can be bought in shopping promenades around the universe ( hypertext transfer protocol: //en.wikipedia.org )StockholdersAt the terminal of 2008, the merely declared major stockholder in LVMH was Groupe Arnault, the household keeping company of BernardArnault. The group ‘s control amounted to 47.42 % of LVMH ‘s stock ( with 42.42 % held through Christian Dior S.A. and 5.00 % held straight ) and 63.40 % of its vote rights ( 58.02 % by Dior and 5.38 % straight ) . A farther 3.4 % of portions were declared as exchequer stock, with the balance being free float . ( hypertext transfer protocol: //en.wikipedia.org )Departments OF LVMH* Wines & A ; Liquors * Fashion & A ; Leather Goods * Perfumes & A ; Cosmetics * Watches & A ; Jewelry * Selective retailing ( Annual study LVMH-2008 )MISION AND VALUES OF LVMH* Be originative and innovate * Aim for merchandise excellence * Bolstertheimageofourbrandswithpassionatedetermination * Act as enterprisers  · Strive to be the best in all we do ( Annual Report LVMH-2008 )Definitions of Human Resource ManagementHuman resort direction is a strategic and consistent attack to the direction of organisation ‘s most valued assets: the people working there who separately and jointly lend to the accomplishment of its aims. ( Michael Armstrong, a Hand book of Human Resource Management 2003 )The HRM theoretical accounts are1. The Matching theoretical account of HRM 2. Harvard theoretical account of HRM 3. Best pattern theoretical account 4. The eventuality theoretical account 5. Guest theoretical account of HRM 6. Warwick theoretical account of HRM 7. Storey theoretical account of HRM We can utilize Matching Model for LVMHModels of HRM1. The duplicate theoretical accountThe Michigan theoretical account is besides known as the ‘matching theoretical account ‘ or ‘best-fit ‘ attack to human resource direction. In kernel, it requires that human resource schemes have a tight tantrum to the overall schemes of the concern. As such, it limits the function of HR to a reactive, organisational map and under-emphasizes the importance of societal and other external factors. For illustration, it is hard to see how the current concern for work life balance could be integrated into this theoretical account. Fombrun et al identified four common HR procedures performed in every organisation: * Choice: duplicate people to occupations * Appraisal of public presentation * Wagess: stressing the existent importance of wage and other signifiers of compensation in accomplishing consequences * Development of skilled persons These procedures are linked in a human resource rhythm. The matching theoretical account has attracted unfavorable judgment. At a conceptual degree, it is seen to depend on a rational, mechanical signifier of organisational decision-making. In world, schemes are frequently determined and operational zed on a more intuitive, political and subjective degree. Surely, the decision-making is more complex than the theoretical account allows. It is besides both normative and normative, connoting that the tantrum to concern scheme should find HR scheme ( Bratton, J. , Gold, J. , Human Resource Management p-18 ) )Resource based StrategyThe resource-based position of scheme is that the strategic capableness of a steadfast depends on its resource based capableness. Resource-based scheme theoreticians such as Barney ( 1991 ) argue that stained competitory advantage stems from the acquisitions and effectual usage of packages of typical resources that rivals can non copy. As Boxall ( 1996 ) remarks ; ‘competitive success does non come merely from doing picks in the present ; it stems from constructing up typical capablenesss over important periods of clip ‘ . Teece et Al ( 1997 ) specify ‘dynamic capablenesss ‘ as ‘the capacity of a house to regenerate, augment and accommodate its nucleus competences over clip ‘ . ( Michael Armstrong,2000, Strategic Human Resource Management, p-33 )Best PracticeThe ‘best pattern ‘ rubric has been attacked by a figure of observers. Cappeelli and Crocker-Hefter ( 1996 ) remark that the impression of individual set of best patterns has been over stated: There are illustrations in virtually every industry of houses that have really typical direction patterns. We argue hat these typical homo resource patterns hlp to make alone competences that differentiate merchandises and services and, in bend, drive competences that determine how houses complete. Purcell ( 1999 ) has besides criticized the best pattern or universalist position by indicating out the incompatibility between a belief in best pattern and the resource based position, which focuses on the intangible assets including HR, that allow the house to make better than its rivals. He asks how can ‘the universalism of best pattern be squared with the position that merely some resources and modus operandis are of import and valuable by being rare and amiss imitable? ‘ . The danger, as Legge ( 1995 ) points out, is that of ‘mchanistically fiting scheme with HRM policies and patterns ‘ . Accord with eventuality theory, it is hard to accept that there is any such thing as cosmopolitan best pattern. What works good in one organisation will non necessary work good in another because it may non suit its scheme, civilization, direction manner, engineering or working patterns. As Becker et Al ( 1997 ) comment: ‘organizational high-performance work systems are extremely idiosyncratic and must be tailored carefully to each house ‘s single state of affairs to accomplish optimal consequences ‘ . ( Michael Armstrong, 2000, Strategic Human Resource Management, p-65 )Best FitFor the ground given above, it is accepted by most observers that ‘best fit'is more of import than ‘best pattern ‘ . There can be no cosmopolitan prescriptions for HRM policies and patterns. It all depends. This is non easy to state that ‘good pattern ‘ , ie pattern that does good in one environment, should be ignored. Benchmarking has its utilizations as a agency of placing countries for invention or development that are practiced to good consequence elsewhere. But holding learned about what plants and, ideally, what does non work in comparable organisations, it is up to the house to make up one's mind what may be relevant in general footings and what lessons can be learnt and adapted to suit its peculiar strategic and operational demands. The get downing point should be an analysis of the concern demands of the house within its context ( civilization, construction, engineerin g and procedures ) . This may bespeak clearly what has to be done. Thereafter, it may be utile to pick and blend assorted ‘best pattern ‘ ingredients and develop an attack that applies those that are appropriate in a manner that is aligned to the identified concern demands. But there are jobs with the best-fit attack, as pointed out by Purecell ( 1999 ) who, holding rubbished the construct of best pattern, proceeded to make the same for the impression of best tantrum: Meanwhile, the hunt for a eventuality or fiting theoretical account of HRM is besides limited by the impossibleness of patterning all the contigent variables, the trouble of demoing their interconnectedness, and the manner in which alterations in one variable have an impact on others. In Purcell ‘s position, organisations should be less concerned with best tantrum and best pattern and much more sensitive to procedures of organisational alteration so that they can ‘avoid being trapped in the logic of rational pick ‘ . ( Michael Armstrong, 2000, Strategic Human Resource Management, p-66 )Human Resource Management VS Personal ManagementHuman resource direction was foremost known as forces direction. However the present position of the field of human resource direction has been achieved after old ages of measuring development. In personnel direction people were manage stick disposal but in human resource direction people are consider resources, develop people and acquire them to pull off them self. Organizations now consider the human resource as a resource that could be developed instead than merely be managed. Personnel direction is more administrative in nature, covering with wage axial rotation, roll uping with employment jurisprudence and managing related undertaking. Human resources on the other manus are responsible for pull offing the work force as one of the primary resorts that contribute to the success of the organisation. Personnel direction manages people by rigorous administrative system but human resource direction considers people as a resource that can be developed.eg ; Train and developed individuals. Personnel direction is less concentration on employee ‘s future potency and acquiring the best from employees through preparation, development and motive. but other manus of human resource direction identifies employees possible, countries for betterment, strength and weaknesses identifies developing demands and trains them achieves consequence through motive and occupation satisfaction. Human Resource Management from a strategic position and its deductions for the function of the line directors and employees Human resource direction is really of import to construct up relationship between line directors and employees. Below I mentioned country of covering strategic human resource activities. * Policy devising. * Designing and developing human resource schemes. * Lending to the corporate program of the organisation. * Integrating human resource activities to the chief intent of the organisation. * Job rating. * Salary disposal. * Incentives and benefits. * Grudges managing.1.2. Use GUEST MODEL OF HUMAN RESORCE MANAGEMENT TO LVMHLVMH utilizing human resource direction maps for build up their concern. Particularly they apply guest theoretical account for following maps. They are utilizing human resource scheme for invention the company. Regularly they check other retail merchants of the market. After that they focus their concern for current market. Normally they evaluate the cost of merchandise. Some clip they control the unneeded cost per merchandise. eg ; they seeking current market and halting over production Human resource direction patterns ; LVMH specially utilizing human resource patterns for enlistings. They are taking right individual for right occupation class. They offered preparation period for new employees. Always direction measuring employees and giving wagess for them. eg ; bonus Human resource results ; They ever get thoughts from clients and offers scope of options for flexible working. eg ; portion clip work, calling interruption Behaviour results ; The direction ever measuring workers and actuate them. It has good squad workers. Every clip they corporate with others and assisting them. Performance result ; LVMH measure everybody public presentation and utilizing some human resource patterns for addition productiveness. Human resource section discuss with employees and this clip cut down their absenteeism and labour turn over.Critically measure the Guest theoretical account of human resource directionHuman resource direction is regardful from traditional forces direction. However, Guest has acknowledged that the construct of committedness is mussy and that the relationship committedness and high public presentation is hard to set up. The strength of the guest theoretical account is that it clearly maps out the field of human resource direction and classifies the input and comes. The theoretical account is utile for analyzing the cardinal ends normally associated with the normative theoretical accounts of human resource direction ; strategic integrating, committedness, flexibleness and quality.2. TASK 022.1. Aim/Purpose: Why have a Strategy?To put the context for lar ning and development within the LVMH to reply the inquiries that staff, directors, and clients might hold: * Why is larning and development of import? * How does larning ‘fit in ‘ with staff functions, bringing of cardinal services? * What does the LVMH mean by larning and development? How do staff and directors make certain they have the acquisition they need? The purpose of this scheme is to supply a practical map and usher of how learning and development supports the work of the LVMH, at an person, squad and organisational degree. The scheme aims to put out the current purposes and aims and besides map the hereafter so that there is a ‘vision ‘ of how learning and development will back up the LVMH both now and in the hereafter across Provider and Commissioning. The intent so is to supply a model for larning for LVMH which will: * Set out the LVMH ‘s committedness to supplying larning and development for all staff * Ensure that staff are equipped with appropriate accomplishments, experience and support to enable them to go on to supply high quality attention and services * Ensure that procedures are in topographic point for staff to accomplish their possible and that single parts are valued and acted upon * Ensure that staff place preparation demands and undertake appropriate preparation as portion of their function and that preparation demands are identified at an person, squad and organizational degree * Ensure that high quality preparation and development is commissioned as needed * Effective acquisition and development procedures and systems are in topographic point that are accessible and clear.2.2. Supporting the LVMH to present its strategic purposes and aimsThe LVMH ‘s cardinal strategic purposes are to: Engage with the mark clients and their demands. Commission a full and just scope of high quality, antiphonal and efficient services, within allocated resources, across all service sectors. Directly provide high quality responsive and efficient services where this gives best value. The accomplishments of the strategic purposes are supported by a set of cardinal values. LVMH values are the qualities, criterions and rules that the LVMH believes will assist it and its staff to win. The values are: – Beryllium originative and innovate– Purpose for merchandise excellence– Bolstertheimageofourbrandswithpassionate finding– Act as enterprisers– Strive to be the best in all we do2.3. Core rules for Learning and Development across the LVMH:* To supply chances for acquisition, high value of accomplishments about international selling, personal development and accomplishments sweetening at all degrees. There is a demand to widen engagement to guarantee lower set staff have the development they need * To promote uninterrupted acquisition and infinite for invention and making something new so that services are adapted and improved as a consequence of acquisition * To be more than tantrum for intent but in chase of excellence * Endorse the rules of going a Learning Administration * Identify a systematic procedure and model for placing, planning, presenting and measuring acquisition and development at an person, squad and organizational degree * Support and develop a civilization that encourages assurance, motive and creativeness in staff leting them to be advanced, take hazards and gain their full potency * Ownership of larning and development by single members of staff so that they can see the value of larning and how it will back up them * Staff are our ‘customers ‘ . The acquisition and Development squad demand to guarantee that effectual feedback and quality confidence procedures are in topographic point * To be able to mensurate successThe scheme should:* Mean something to staff and Directors, be ‘live ‘ and existent and practical, mapping the current and future image and advancement * Be organic in that the Learning and Development squad continually assess and alter the scheme and vision through its ain acquisition * The Learning and Development scheme should beef up and be built-in to the LVMH organizational aims and public presentation direction models * Identify localised illustrations.2.4. Learning and Development: Strategic Aims and AimsTo Meet PCT Commissioner and Provider Strategic Aims, Values and Vision Ensure staffs are working safely and aptly and have the accomplishments and cognition they need to present high quality services: * Deliver foremost category Initiation * Provide high quality selling Training * Ensure all staff are go toing Statutory /Mandatory preparation * Ensure shop Supervision systems, preparation is in topographic point * Develop IT skills of our staff Support the LVMH to develop the work force of the hereafter: * Work with Provider and Commissioning Directorates to back up development of LVMH into the hereafter * To work with HR and OD Director to implant values of the LVMH through instruction and developing systems and procedures * Support the development of new functions * Identify preparation and development for new services as they are developed * Support the work force planning docket Support the LVMH in the bringing of its Inequalities Agenda * To guarantee incorporate working with Public * Ensure Equality monitoring and public presentation marks are met * To supply an equality and diverseness preparation programme for all staff * Complete an Equality Impact Assessment on the Learning and Development map * Develop systems to include staff feedback into bettering acquisition and development within the LVMH Develop first category leaders and directors within the Provider and Commissioning weaponries of the LVMH * Identify direction and leading scheme for all directors at appropriate sets * Delivery of in house leading programme * Develop a direction skills programme, place accomplishments / competences for Directors * Develop and supply Team Leader Training * Support Directors to entree external direction and leading programmes as appropriate * Develop mentoring, training and shadowing for staff * Provide preparation and support for Directors in Skills & A ; Knowledge to pull off alteration efficiency and confidentially Delivering high quality, advanced and originative acquisition chances Support the LVMH to go a learning administration and embed the doctrine of the instruction lvmh * Promote the rules and doctrine of the learning administration and the instruction LVMH * Embed the learning civilization * Encourage new ways of acquisition, preparation, e-learning * Support the organisational development docket * Develop work with adjacent LVMHs Ensure accessible and first-class high quality preparation, larning and development proviso is in topographic point * Develop the LVMHeducation and preparation squad and service * Commission preparation and development, both now and in the hereafter * Development of ‘self service ‘ developing disposal system * Ensure effectual systems and procedures are in topographic point * Development of Learning Centres and accessible ways of larning Develop a Quality Assurance model for Learning and Development * Demonstrate the value of larning within the administration * Benchmark against rivals * Develop mensurable criterions for larning and development procedures * Ensure robust informations aggregation and coverage * Develop a system for feedback from staff, spouses ‘customers ‘ * Quality confidence, monitoring, rating systems put in topographic point eg. I. Train the trainer, criterions of bringing for trainers two. Contracts for external trainers three Staff and spouse organisations four Staff questionnaire/feedback Use bing resources creatively and program resourcing for the hereafter such as * LVMH preparation budget * Income coevals * Sponsorship / grants2.5. StandardsService Standards will be included for each strategic aim and identified in the work programme.2.6. Duties / answerability: Training AdministrationAll members of staff have a duty for their ain acquisition and development, supported by Directors and the Learning and Development Team. For elaborate counsel on functions and duties on placing acquisition and development2.7. Success Standards: benchmarking, quality confidence processes: How will we mensurate Progress and Achievement?* Through regular reappraisals of the Work Programme * On traveling audience with staff * Evaluation and bite of feedback2.8. Review and MonitoringQuarterly reappraisal of scheme and work programme may supervise by Human Resources Committee.3. TASK 033.1. RECRUITMENTRecruitment refers to the procedure of pulling, showing, and choosing qualified people for a occupation at an organisation or house. For some constituents of the enlisting procedure, mid- and large-size organisations frequently retain professional recruiters or outsource some of the procedure to recruitment bureaus. The enlisting industry has five chief types of bureaus: employment bureaus, enlisting web sites and occupation hunt engines, â€Å" headhunters † for executive and professional enlisting, niche bureaus which specialize in a peculiar country of staffing and in-house enlisting. The phases in enlisting include sourcing campaigners by advertisement or other methods, and showing and choosing possible campaigners utilizing trials or interviews. ( Armstrong, Michael ( 2006 ) . A Handbook of Human Resource Management Practice )ChoiceChoice is the procedure used to place and engage persons or groups of persons to make full vacancies within an organisation. Often based on an initial occupation analysis, the ultimate end of forces choice is to guarantee an equal return on investing — in other words, to do certain the productiveness of the new hire warrants the costs spent on recruiting and preparation that hire. Several testing methods exist that may be used in forces choice. Examples include the usage of lower limit or coveted makings, resume/application reappraisal, unwritten interviews, work public presentation steps ( e.g. , composing samples ) , and traditional trials ( e.g. , of occupation cognition ) . The field of forces choice has a long history and is associated with several Fieldss of research and application, including human resources and industrial psychological science.Recruitment and Selection of LVMHThey are based on higher demands for professionalism in the rating and choice methods, while offering campaigners a alone experience that gives them utile feedback for their professional development. Not merely are proficient accomplishments assessed, but besides the ability to bring forth and pass on consequences, the ability to work in a group, the ability to hold a strategic vision while cognizing how to do a day-to-day committedness and, eventually, the potency to go an enterprising leader motivated by a desire for ongoing betterment. Appraisal of these facets is made by LVMH group directors through interviews every bit good as single and group function plays. At the terminal of this intensive twenty-four hours, whatever the consequence, each campaigner receives several in- depth analyses to help him or her in understanding how he or she was perceived and the contents of the appraisal.Essential of international enlisting of LVMHSustained development of all LVMH activities enabled multiple occupations to be created in 2008 across the Group ‘s companies and trade names: Wines & A ; Spirits, Fashion & A ; Leather Goods, Perfumes & A ; Cosmetics, Watches & A ; Jewellery, and Selective Retailing. LVMH has 77,087 employees worldwide, with the mean figure of employees over the financial twelvemonth up 9.5 % compared to the old twelvemonth. Through its policy of selling merchandises with the â€Å"made in France† label, LVMH ensures that industrial occupations are maintained in France. The dislocation of the Group ‘s work force by geographical part is stable and balanced. 74 % of the work force is employed abroad, basically in the distribution webs of Europe, the Asia-Pacific part, and North and South America.Workforce of LVMH by geographic part26 % France 19,737 22 % Rest of Europe 17,226 22 % United States 16,723 6 % Japan 4,929 19 % Rest of Asia 14,831 5 % Other markets 3,641 Entire 77,087 ( Beginning ; LVMH Annual report-2008 ) There are 74 % of employees working internationally. Therefore international enlisting is of import to LVMH. They are anticipating a personal development within a professional, responsible squad in the organisation. placing with the values of a company is a major component in pulling and actuating the work forces and adult females who join LVMH and invest themselves in the Group. The Group presents its corporate duty policy during the initial contact with campaigners, for illustration during enlisting forums. The account of this policy is portion of the integrating procedure. The bar of psycho-social hazards in their orientation manuals or employee manuals, like DFS Group, Fendi or Glenmorangie. However they have consider the outlooks and motive of the squads. Entree and continued employment for older employees is besides a changeless concern, consistent both with the Group ‘s policy on diverseness and with itsInternational Recruitment at LVMHHere LVMH can happen a bit-by-bit usher to enlisting. International Recruitment & A ; Deployment e follow the extended International Recruitment procedure as follows: Phase 1: Ad utilizing print media and cyberspace including occupation show on our Job portal Phase 2: Screening of applications received in response to advertizement. Phase 3: Short listing, size uping informations harmonizing to the accomplishments, cognition and aptitude desired for the occupation. Phase 4: Test & A ; Interviews Phase 5: Choice Phase 6: Mention Check Phase 7: Completing the Visa/Administrative Process following the credence of Job offer by the campaigner. Phase 8: Travel agreement and deployment of the campaigner to occupation location. ( hypertext transfer protocol: //www.habsons.net )Choice Methods ( Trials, Exercise, Presentations )The most popular choice method is Interviewing ; nevertheless the determination devising procedure at Interviewing panel phase will be improved if information extra to that obtained from the application signifier, CVs, mentions ( for academic and research stations ) and interview is available. It is hence desirable that the choice procedure includes an extra choice exercise/test. This should be designed to garner information about the ability of short-listed campaigners to transport out the specific responsibilities of the station by proving facets of the Person Specification, which can non easy be evaluated by an interview or mention. Some illustrations of choice exercisings are given below, all of these would necessitate to be carried out in conformity with good pattern in Equal Opportunities: In puting up and running choice exercises the undermentioned rules should be followed:Nature of Post:Choice Exercise:Research stationsCampaigners could be asked to present a seminar, give a departmental presentation or compose a study Posts that require supervisors accomplishments Campaigners could be asked to take portion in a supervisory function dramaGeneral:The appraisal of public presentation from choice trials must be made on a preset set of factors, instead than obscure generalisations, utilizing set standards will enable an nonsubjective appraisal of the trial set ; There should be a clear apprehension of what is being tested and what position the test/exercise has within the overall choice procedure ; If the test/exercise involves utilizing a package bundle, experience of utilizing that specific package bundle must hold been included in the choice standards for the station ; The test/exercise must be designed to supply an equal chance for each campaigner to show his/her abilities, in conformity with the Equal Opportunities Employment Policy ; Where appropriate, choice tests/exercises must be adapted for a campaigner with a disablement. For farther counsel on this the Recruitment Manager or HR Manager should be contacted ; The test/exercise must be decently planned in progress with each campaigner given full information on what is involved and sufficient clip for any readying required ; The test/exercise must non be biased in favour of internal campaigners, i.e. it should prove basic rules in relation to the station, non cognition of internal processs ; The information gathered from a choice exercising will merely associate to a limited figure of the overall demands of the station and the consequences must be judged in this context. However, if an indispensable standard for the station is being tested e.g. numeracy and the needed criterion for the trial is non met so the consequences must non be ignored ; Objective standards should be used to hit the trial that has been set and all information associating to the trial should be reported in a criterion and consistent format to Interviewing panel. If there are any factors which may hold influenced a campaigner ‘s public presentation e.g. breaks, medical conditions etc these should be reported to the panel. Presentations: campaigners should be given as much information as possible about the expected focal point of the presentation, associating this to the standards shown in the individual specification e.g. where an appointee is being sought with a research path record or with research potency, campaigners might be asked to present a presentation ‘on a subject related to your current or future research involvements ‘ ; campaigners should be provided with information about the intended audience, the expected length of the presentation and the installations available e.g. OHP, screen, PowerPoint available on a laptop computing machine etc ; nonsubjective standards should be set to measure presentations for possible lectors e.g. academic content, lucidity of look, ability to set content to audience and enthusiasm for the topic.Skills Trials:All trials should be given with clear, unambiguous instructions ; Trials should be uniformly administered, i.e. by the same individual, in the same fortunes, with the same instructions and with the same clip bounds. This will guarantee that comparable informations is obtained ; The individual administrating the trial must be made cognizant of their duties and the University ‘s policies associating to discrimination must be brought to their attending. They must non try to ‘interview ‘ the campaigner or obtain information from them. Guidance on planing appropriate trials and exercisings may be obtained from HR Services. The choice methods that will be used in add-on to an interview must be detailed on the Candidates for Interview Form sent to HR Services. This will guarantee that short-listed campaigners are informed about the choice procedure when invited to interview, e.g. the rubric of the presentation to be given or the nature of the trial to be taken.4. MentionsArmstrong M. , ( 2000 ) , Strategic Human Resource Management, 2nd Edition, London, Kogan page limited Armstrong M. , ( 2006 ) . ‘A Handbook of Human Resource Management Practice ‘ , 10th ed. , London: Kogan Page LimitedArmstrong M.,2003. Handbook of Human Resource Management Practice, 9th edition. London, England. Kogan Publisher Limited.Michael Armstrong ( Author ) †º Visit Amazon ‘s Michael Armstrong Page Find all the books, read about the writer, and more. Bratton, J. , Gold, J. , ‘Human Resource Management ‘ , 2nd erectile dysfunction. London, MacMillan Press Ltd. * www.lvmh.com * www.hrmguide.co.uk * www.youmanage.co.uk * www.berr.gov.uk * www.sbz.careers.ac.uk * www.thepensionsregulator.gov.uk * hypertext transfer protocol: //www.york.ac.uk/admin/hr/managers/recruitment/handbook/methods.htm ( 21-01-2010 ) * hypertext transfer protocol: //www.habsons.net/international-recruitment-deployment.php ( 21-01-2010 )

Essay on Reunification of Korea

Essay on Reunification of Korea Essay on Reunification of Korea Essay on Reunification of KoreaThe unification of Korea is one of the major priorities for South Korea at the moment. This is why South Korea should accept the offer of China to support the reunification of Korea in exchange for the withdrawal of the US army from Korean peninsula.At the moment, North Korea is the real threat to South Korea that requires the presence of American troops on Korean peninsula. The elimination of this threat would naturally make the presence of the US army unnecessary in Korea. At any rate, the US army will not be crucial for the safety of Korea after the reunification of two countries.In addition, China is rather a hypothetical threat to reunified Korea than the real one. In such a situation, the presence of the US army on Korean peninsula would rather maintain the tension in the region that ease it because China will view the peninsula as a potential threat to its national interests and safety because China views the US as the potential rival in the regi on. The withdrawal of the US army from Korea will ease the tension because China will not view the peninsula as a source of potential threat for its national interests.Furthermore, unified Korea may not view China as the rival or enemy because current economic interests of the two countries stimulate the economic and, therefore, political cooperation rather than confrontation and persisting tension between China and Korea. The regional economic cooperation will be more beneficial for both countries in economic terms than their confrontation.In addition, China will still keep in mind Japan and the presence of the US army in Japan. In fact, if Korea feels insecure, it can develop closer cooperation with Japan and maintain close relations with the US as is the case of Israel in the Middle East. In such a way, Korea will have a strong US-Japanese back-up in case of the confrontation with China.Moreover, technically, the occupation of Korea by China is possible but the US as well as othe r countries of the region, especially Japan, can supply Korea with extensive military aid, including their direct military deployment, if necessary.At this point, it is also worth mentioning the fact that the modern weapon and technology do not need the physical location of the US army on Korean peninsula. Instead, the US may deploy its navy to cover Korea. For example, in case of the military aggression from the part of China, the US may deploy its navy forces to support Korea and provide the military back up. The deployment of the military force may not be necessary in the contemporary war. At this point, it is possible to refer to recent military conflicts the US was involved in, where the use of the aviation, missiles and high tech weapons allowed minimizing the use of the infantry and land force, while in case of Libya, the use of land forces by the US and its allies was unnecessary. Instead, the allies deployed the aviation mainly, while local military forces conducted the lan d operation. Similarly, in case of the large scale conflict, the US may supply the tactical support, such as aviation and missile attacks, while the land force of Korea can conduct the on land defense.Finally, the main reason for the reunification of Korea on the condition of the US withdrawal from the peninsula is the ease of tension in the region (Glaser Snyder, 2010). China and reunified Korea will be more interested in their cooperation rather than confrontation. China will not have the reason to view Korean peninsula as a threat to its national interests, if the US withdraws its army from the peninsula. Instead, this move will open the way for the closer cooperation between Korea and China, who are interested in the stability in the region rather than in the confrontation.On the other hand, the withdrawal of the US army from Korean peninsula will enhance consistently the position of China in the region. This is the major argument against the reunification of Korea on the condi tion of the withdrawal of the US army. At this point, it is important to place emphasis on the fact that the US military presence is a restricting factor that prevents China from extending its influence in the region (Cumings, 1997). At this point, it is possible to presuppose that China may expand the sphere of its impact on Korea since there would be no rivals in the region but Russia, which though can hardly challenge the position of China in the region as strongly as the US.In addition, the withdrawal of the US from Korea will enhance the role of Japan in the region that will put Korea in the position of a mere puppet in hands of the major powers, including China, the US, Japan and Russia, in a way (Nikitin, 2013). The presence of the US army on Korean peninsula makes Korea an important player in the international politics in the East Asian region. Being deprived of the direct military support and presence of the US, Korea becomes more dependent on policies and position of neigh boring states.In a long-run perspective, the withdrawal of the US army from Korean peninsula may result in the enhancement of the position of China and steady pushing the US out of the region. In such a situation, Japan may also use the weakening of the position of the US since Japan will actually remain the only ally that can grant its territory of the US military bases. However, Japan may try to take the lead in the region and pushing the US out of the region (Cumings, 1996). In this regard, the current attempt to grant more power to Japan making it the major ally in the region, which can operate with minimal American support like Israel in the Middle East, which has its own military forces and relies on the political support of the US as its strategic partner.Thus, the reunification of Korea is rather a positive solution to the current problem of Korean conflict. At the same time, the reunification of Korea on the condition of withdrawal of American army is quite controversial si nce it weakens the position of the US and opens the way for the emergence of China and Japan as the major powers in the region. Nevertheless, such reunification is rather positive than negative because it finally eases the tension on the peninsula and the region and allows closer economic cooperation between countries of the region that is likely to become prior to political ambitions of these countries.

Free Essays on A Jury Of Peers

Critical Analysis of â€Å"A Jury of Her Peers† In â€Å"A Jury of Her Peers,† the setting is very important; it sets the mood for the entire story, and whether Minnie Wright will be innocent or guilty. The setting is gloomy and sad; from the looks of the outside of the house to the way the inside of the house looks and feels. When the group of people are riding to the Wright house the mood is set. The house is in a hollow and it is described as â€Å"lonesome.† It is also surrounded by â€Å"lonesome-looking trees (1).† The lonesome house and trees symbolize Minnie Wright’s lonesome life. The inside of the house is not any more cheerful than the outside. Minnie’s chores are all half complete and the dishes are dirty. Minnie is described as â€Å"not much of a housekeeper (6).† There is also an old rocking chair that is in the living room of the house. It is described as old, dingy, and saggy; this chair parallels Minnie’s life, and it adds to the gloom of the setting(3). The gloomy and dirty house add to the gloom that surrounds the murder. All of the people in the house seemed to be a bit spooked because of what the house looks and feels like. Mrs. Hale points out that the Wright house â€Å"never seemed a very cheerful place.† When Mrs. Peters and Mrs. Hale go into the front room to retrieve Minnie’s clothes they both get a chill (8). The setting of the story makes the reader want to believe that Minnie Wright is guilty. If the house had been cheerful, clean, and welcoming people would be less likely to think that Minnie Wright is guilty of killing her husband. The setting of the house is gloomy, and it adds to the guilt that surrounds Minnie.... Free Essays on A Jury Of Peers Free Essays on A Jury Of Peers Critical Analysis of â€Å"A Jury of Her Peers† In â€Å"A Jury of Her Peers,† the setting is very important; it sets the mood for the entire story, and whether Minnie Wright will be innocent or guilty. The setting is gloomy and sad; from the looks of the outside of the house to the way the inside of the house looks and feels. When the group of people are riding to the Wright house the mood is set. The house is in a hollow and it is described as â€Å"lonesome.† It is also surrounded by â€Å"lonesome-looking trees (1).† The lonesome house and trees symbolize Minnie Wright’s lonesome life. The inside of the house is not any more cheerful than the outside. Minnie’s chores are all half complete and the dishes are dirty. Minnie is described as â€Å"not much of a housekeeper (6).† There is also an old rocking chair that is in the living room of the house. It is described as old, dingy, and saggy; this chair parallels Minnie’s life, and it adds to the gloom of the setting(3). The gloomy and dirty house add to the gloom that surrounds the murder. All of the people in the house seemed to be a bit spooked because of what the house looks and feels like. Mrs. Hale points out that the Wright house â€Å"never seemed a very cheerful place.† When Mrs. Peters and Mrs. Hale go into the front room to retrieve Minnie’s clothes they both get a chill (8). The setting of the story makes the reader want to believe that Minnie Wright is guilty. If the house had been cheerful, clean, and welcoming people would be less likely to think that Minnie Wright is guilty of killing her husband. The setting of the house is gloomy, and it adds to the guilt that surrounds Minnie....

5 home remedies to end fatigue

5 home remedies to end fatigue With the current rhythm of life that we have, stress and other situations that arise can end up producing excessive fatigue or fatigue. This time we will talk about 5 home remedies to combat fatigue and that will come very well to people who feel exhausted throughout the day or just to start the day with much more energy. Royal jelly This is undoubtedly one of the best home remedies to combat fatigue that in addition to providing a lot of energy naturally stimulates the bodys defenses. By taking royal jelly, we increase physical and mental capacity, as well as increasing our appetite and sexual energy. It is also good to reduce blood pressure, cholesterol, improve digestive health and protect against many diseases. Ginseng The properties of this root are really beneficial for our organism. It contains many minerals and vitamins and is another of the foods that help us a lot to combat fatigue. To make ginseng one of the ways in which we can prepare it is making tea . In a cup of water we toss 1 gram of dried and ground ginseng root. Once it breaks to boil, we remove it from the heat and let it rest for 5 minutes. If we want its effect to be even more powerful we can add honey to it. Ginkgo biloba It is another plant that provides a lot of vitality and is another of the home remedies for fatigue that should always be available. It contains many therapeutic organic substances such as flavonoids and biflavones that are powerful antioxidants. In addition to giving us energy also strengthens the immune system and helps in memory problems, depression, dizziness even in vision problems. It is also recommended in people who have diabetes. Milk, amaranth and honey This fourth remedy is a combination of these 3 ingredients and to make it we will do the following: In a bowl we put 300 milliliters of milk, a couple of tablespoons of amaranth and a spoonful of honey. We beat everything well and we already have a drink that will help us to finish the fatigue. The ideal is to drink it fasting so that it gives us more energy for the whole day. Special homemade juice To prepare this very energetic juice, what we will need is a bunch of spinach, a couple of stalks of celery and purified water. It is liquefied to obtain a juice that helps us not only to overcome fatigue, but also to reduce stress and reduce mental fatigue a lot. The best time of day also to take it is fasting although it can also be taken throughout the day and in this case it is best to do it when we have an empty stomach.

Assessment of the environmental impact of Electric Vehicles Essay

Assessment of the environmental impact of Electric Vehicles - Essay Example Source: Shim et al, 2009, Electric car-Tesla Roadstar Structure and Layout of the two vehicle systems In an electric engine the numbers of components is fewer in number and are simpler in configuration. If one were to trace back the line of components starting from the tyres, the wheel axle connected to the tyres is driven by a motor. Similar to controlling speeds by regulating the quantity of fuel, the accelerator controls the voltage input into the motor which thereby controls the speed of the vehicle. The whole setup is powered by a battery and which can be charged from an external power source by simply plugging on to it. (Markel Tony, 2007) Compared to the IC engine which had power sources taken from the same shaft drive it is essential that power for operating the air conditioner and water pump are taken from individual separate motors. The battery should be connected to the motor using a controller so that large starting torques is avoided. (Electric and Plug-in Hybrid Vehicle s, 2010) This can also bring a certain amount of automation in the working of the motor in regulating speed and bringing forth forward or backward motion. It also protects the motors from being subjected to high loads. A number of batteries are arranged in two slots and must be capable of generating 300V DC. (Basic Electric Car Engine Overview, 1999) The Internal combustion on the other hand has a number of components that are required for its efficient working. A four stroke combustion cycle in an Internal Combustion engine follows the Otto Cycle. (Basic Electric Car Engine Overview, 1999) The combustion and the power thus generated takes place in an enclosed space. This cycle has four strokes which namely are 1. Intake stroke- As the piston contained in the engine begins its downward stroke, the inlet valve opens admitting fresh air that has been mixed with gasoline in a certain ratio, into the system. 2. Compression- The cylinder moves up and compresses the air thereby increasing both its density and temperature. 3. Combustion – A spark plug located at the top introduces a spark into this charged mixture. The leads to the downward motion of the piston creating the power stroke. 4. Exhaust- The piston moves back upward thereby expelling the burnt gases outside providing space for fresh intake. Electric vehicles and aerodynamics It is true that the number of components of an electric car is lower than a traditional car and the profile of the electric car can be readily modified to increase its aerodynamic efficiency. However a point of concern is the weight of the batteries that would otherwise increase drag and lower aerodynamic efficiency. By installing an effective nose grille at the front of the car, the air that remains stagnated in the frontal region of the car around the motor and gearbox is rerouted to flow past these areas and thereby reduce drag. The La Chevrolet Malibu has shutters in the lower grille region that are controlled electronicall y and automatically. (Industry, Research and Energy, 2010) As the speed of the vehicle increases the shutters close to allow the air at high speeds to flow past the vehicle. This reduces drag and also gives an impetus to the aerodynamic quality of the vehicle. Fuel efficiency is also increased. (Markel Tony, 2007) In the Honda Civic which has a Hybrid variant has aerodynamic hubcaps that are fixed to the rear end spoilers. This has lead to a reduction of aerodynamic drag from 0.3 to 0.27. The overall effect of