Sex’ vs ‘Sexuality

Assembling an Understanding of ‘Sex’ Verses ‘Sexuality’ â€Å"Biologists and psychologists who have accepted the doctrine that the only natural function of sex is reproduction have simply ignored the existence of sexual activity which is not reproductive† Alfred Kinsey (The Invention of Sexuality 40) The terms ‘sex’ and ‘sexuality’ have not always had a clear differentiation, but as the study of sexuality (sexology) has continued and become more commonly studied and recognized, these terms have adapted their own definitions.However, each does not have a perfect definition, because people will have their own opinions regarding the terms. The above quote by a historian of sex was interesting to me because it brings up the aspect of biology within the understanding of the terms ‘sex’ and ‘sexuality’. My personal idea, or understanding, is that ‘sex’ constitutes the more biological side†” ones physical features, gender, reproduction (‘sex’ is also the abbreviation for sexual intercourse); and the term ‘sexuality’ makes up everything else that surrounds an individual’s definition of their sexual identity, orientation, and feelings.When reading articles online, I came across this quote: â€Å"sexuality is about who or what you are attracted to, not where you put your dick† (bitheway), which I found to be a very blunt but interesting way to think about what constitutes ‘sexuality’. â€Å"Where you put your †¦Ã¢â‚¬  is your personal preference, but that preference is a compilation of the aspects of one’s personal world and how they have come to define and understand their individual inclination. All of the parts that are compiled in order to form ones individual definition are aspects of ‘sexuality’ within our culture.Another page online gives definitions for ‘sex’ and Ã¢â‚¬Ë œsexuality’ that I have found to be the most clear and complete: Sex refers to whether or not a person is male or female, whether a person has a penis or vagina. Sexuality refers to the total expression of who you are as a human being, your femaleness or your maleness†¦ Your sexuality is an interplay between body image, gender identity, gender role, sexual orientation, eroticism, genitals, intimacy, relationships, and love and affection†¦ includes his or her attitudes, values, knowledge and behaviors.How people express their sexuality is influenced by their families, culture, society, faith and beliefs. (Sex and Sexuality: Understanding the Differences) The influence from all aspects of our lives that guide us to define our sexuality is a major component in sexology. The italicized words in the definition above are some I think are very significant in understanding what constitutes ‘sexuality’.Since the study of sex started to dramatically change, there has been more understanding within so many topics of sexuality, such as gender (roles and variance), marriage and the family, homosexuality, heterosexuality, bisexuality, intersex, trans-gender/sex/vestite, evolution of sexual identities, legal and medical regulation, religious roles/codes, phallocentricism, women’s bodies and health, illegitimacy, â€Å"and the importance of social networks and oppositional sexualities† (The Invention of Sexuality 39).This is only the first week that I have studied sexuality and culture in an educational environment, and after enjoying many sources of new material I have begun to compile my own understanding of ‘sex’ and ‘sexuality’, which is just the beginning of my learning on the subject. One of the most important aspects to take away from these introductory lessons is how grand of a role society and culture have on sexuality.It is so important to be aware of and take into account culture’s influen ce on sexuality now and within the history of sex. In our US society (and this is a generalization) some vital influences are class, race/ethnicity, gender, age, family history and how one was raised, physical ability, religion and region. Now that I have collected a better understanding of ‘sex’ and ‘sexuality’ as educational terms, I can further my knowledge of everything that makes up sexuality within cultures around the world.Bitheway. Sex Verses Sexuality. Bi The Way: An exploration of Male Bisexuality. 6 May 2008. http://www. bitheway. co. uk/2008/05/06/sex-versus-sexuality/. Sex and Sexuality: Understanding the Differences (Learning Activity). RECAPP 2007-2009. http://www. etr. org/recapp/index. cfm? fuseaction=pages. LearningActivitiesDeta il&PageID=167 The Invention of Sexuality. Sexual Lives: A Reader on the Theories and Realities of Human Sexualities. McGraw-Hill, 2003.

Immigration Study Essay

For many immigrants, becoming an American has been shaped by American’s and the American government’s identification of them racially. Latino and Hispanic immigrants are one race in particular that often has trouble adjusting to life in America. Most Latinos that wish to come to America have a much different view of America than Americans do. They see America as this wonderful place with endless opportunities, money and freedom. Yet, once they actually come to America, Latinos usually find it is not what they had expected. Many of them struggle to find jobs, struggle to find a place to live, and have a hard time fitting in. America may have a far better economy than Mexico, but Hispanic immigrants rarely get the jobs or the pay that they hope for when they come here. It can be nearly impossible for some immigrants to find work at all; sometimes because of their race and other times because of their lack of experience or their lack of education. Many Latino immigrants get stuck with jobs that most American’s do not want, like fast food restaurants, housekeeping jobs, farming, and landscaping. These jobs rarely give good pay, forcing them to get two or even three jobs just so that they can afford to feed their families. In the book The Circuit, Francisco Jimenez writes about his family struggling to make it in America many years ago. Jimenez writes about leaving Mexico to come to America as a child and constantly having to move in order for his parents to find work. In one chapter Jimenez says, â€Å"After stopping at several places and asking for work, we found a rancher who still had a few cotto n fields left to be picked. He offered us work and a tent to live in. It was one of many dark green tents lined up in rows. The labor camp looked like an army settlement†(Jimenez 54). Like many immigrants today, Jimenez and his brothers had to work on the farms instead of going to school to help support his family. On top of trying to find jobs and money, immigrants also battle with fitting in. They are looked down on by many Americans because they are a different  race with different traditions and cultures. Americans frequently accuse Hispanics of taking all of the available jobs; leaving none for anyone else. In an article entitled, â€Å"’Is This a White Country or What?’†, Lilian Rubin talks about the way white Americans and natural-born citizens feel about immigrants. Rubin writes, â€Å"For whites the issue is compounded by race, by the fact that the newcomers are primarily people of color. For them, therefore, their economic anxieties have combined with the changing face of America to create a profound uneasiness about immigration†(Rubin 227). Several white Americans are also afraid that Hispanics and other immigrants are going to overpopulate in America; making it less of a â€Å"white† country. Rubin explains, â€Å"Americans have always worried a bout the strangers who came to our shores, fearing that they would corrupt our society, dilute our culture, debase our values†(Rubin 227). Hispanics are too often misjudged for trying to find jobs and for coming to America. They must live in a country where a majority of the population tries to segregate them from the white society. In another article called, â€Å"Best of Friends, Worlds Apart†, Mirta Ojito describes two friends who drift apart because they are different races. Ojito writes, â€Å"The two men live only four miles apart, not even 15 minutes by car. Yet they are separated by a far greater distance, one they say they never envisioned back in Cuba. In ways that are obvious to the black man but far less so to the white, they have grown apart in the United States because of race. For the first time, they inhabit a place where the color of their skin defines the outlines of their lives-where they live, the friends they make, how they speak, what they wear, even what they eat†(Ojito NYT-3-1). For Latino and Hispanic immigrants, leaving their native country to come to America is not always what it seems. They face a lot of disappointment when realizing that America is not the perfect place that they pictured it to be. Losing hopes about getting the â€Å"American dream†, they must fight to find jobs, jobs that normally do not pay well at all. For immigrants, finding a place to live and raise a family can be an extremely difficult, especially in society where white people are seen as superior. Some children have to give up their education to help their families make money. For most Latinos and Hispanics, coming to a new country means leaving behind important  traditions to find their place in a white country. Works Cited Jimà ©nez, Francisco. The Circuit. New York: Scholastic, 1997. Print. Paula, Rothenberg. American Culture, Identity, and Public Life Course Reader. Worth Publishers, 2013.

IDENTIFY the challenges faced by HRD professionals in meeting the Essay

IDENTIFY the challenges faced by HRD professionals in meeting the needs of an intergenerational workforce (read full quesation attch on folder) - Essay Example acing the field of HDR include stiff competition in the global market, increased workforce diversity, the need to eliminate the skill gap associated with globalization, ethical issues and intergenerational issues in the workplace (Werner & DeSimone 2011). Intergenerational issues are perhaps some of the greatest challenges experienced by HRD professionals as organizations compete to recruit young innovative brains from the global job market. As business organizations increasingly compete in the global economy, many are introducing new technologies that require significant training and development of workers. Technological revolution has had significant implications on the attempts by HRD professionals to manage intergenerational needs in organizations. In order to emerge successful in the increasingly sophisticated market, companies have been compelled to hire highly qualified employees as well as providing knowledge and additional skills to match the changing market demands (McDonald 2008). Workforce diversity challenges require organizations to go beyond skill improvement to empowerment of employees to accommodate intergenerational differences in the workforce. HRD professionals in companies operating in developing countries from the developed countries face the challenge of dealing with skill gap associated with such nations. Workforce diversity has had significant implications for the HRD professionals including the need to address racial, ethnic, as well as cultural insensitivity and language differences (Reid, Barrington & Brown 2004). Buttressing the primary purpose of this study is the imminent workforce heterogeneity challenges facing HRD professionals amidst the increasing changes in the global environment. This essay entails identification of the various workforce intergenerational challenges facing HRD professional in different organizations. Age diversity in the workplace poses one of the greatest intergenerational challenges facing HRD

Management and behaviour Essay Example | Topics and Well Written Essays - 1500 words

Management and behaviour - Essay Example I should say that for as long as I can remember, I am not a team player. I prefer working on individual assignments. Working in a group project, therefore, as a requirement for this module was some sort of a struggle for me. This paper is a self-assessment of my team working skills based on how I evaluate my performance in our group project at British Airways. As much as possible, I exerted every possible effort not to compromise the objectivity of the assessment. However, since this is a group project, the assessment is still in relation to how I see myself as a part of the group. The first thing I noticed was that there was difficulty right at the start. It seemed very difficult not just for me but for the entire group to get going. I began to think then that I might be stalling the progress of the group. It was, therefore, a relief that I stumbled upon a book by Levi (2001) which revealed that â€Å"start up-activities take up longer than anticipated †¦ [because] it takes time to decide on the definition and goals of a project and to develop social relations and procedures for effective teamwork† (p. 40). It was also quite a revelation to discover from this reading that the most difficult stage of a group work is the definition of the project itself. For the first time, I was reading a book that I can relate to in real life. I felt an interest in being an active and productive member of a working group. The group was assigned tasks related to booking and reservation with British Airways. We were simply given a list of tasks to complete and we we re on our own. To make the long story short, almost every one in the group would like to take on technical tasks. The first group brainstorming session ended with no tangible results. The same thing happened to the second group session to thresh out problems in the first session. To

Robot Lab Report Essay Example | Topics and Well Written Essays - 1500 words

Robot Lab Report - Essay Example To define more precisely, Robot is â€Å"a device that automatically performs complicated often repetitive tasks† (merriam-webster). The task is instructed to the robot in the form of programs using any programming language. Robot can either be guided using a remote control or can be made completely automatic by pre-defining the directions in the program thereby replacing the complete human interventions. One such application of automated robots would be in industries where these robots handle tasks like cutting, welding, packing and moving to the correct destinations and so on, thereby increasing productivity, safety and profitability. Though the initial cost of purchasing a robot is comparatively higher, the advantages they offer simply overwhelms them. As a part of our Robot study course, we have designed and programmed one such automated robot using Lego NXT, a programmable robotics kit from Lego. Lego NXT comes with a brick shaped device called NXT Intelligent Brick which forms the brain of the robot. This device can be thought of an intelligent micro computer that can be programmable with many compatible programming languages. It can operate with up to four sensors and up to three motors. It also comes with an in-built LCD display and necessary buttons to navigate the user interfaces using hierarchical menus and a speaker to play sound files. Simple programs can be developed using this menus and more complicated programs can be downloaded through USB or Bluetooth. Though it can be programmed with many compatible languages, we have chosen Lejos, a high level open source language based on Java, for programming the device. A step by step procedure on how we have developed the robot is summarized below: Sensor Calibration: â€Å"A sensor (also called detector) is a device that measures a physical quantity and converts it into a signal which can be read by an observer or by an instrument† (Wikipedia). Sensor is like an eye for the Robot, without which they are actually blind. A robot uses sensors for detecting what is happening around them so that they can respond or react to varying circumstances. In our design, we have used a simple ultrasonic sensor. This ultrasonic sensor is attached to the Lego NXT brick and series of measurement were taken in order to calibrate the sensor. The various factors involved in sensor calibration include sensitivity- the smallest change in input that will be detectable in the output, range- the minimum and maximum distances it a can measure, precision- the degree of reproducibility of a measurement i.e if the same value were measured a multiple of times, and good sensor would output exactly the same value every time, resolution- the smallest detectable incremental change of input parameter that can be measured in the output signal, accuracy- the maximum difference between the actual value (which can be measured by a ruler) and the indicated value at the output of the sensor, linearity- an ex pression of the extent to which the actual measured curve of a sensor departs from the ideal straight line and Hysteresis- the measure of capability of the sensor to follow the changes of the input parameter regardless of which direction the change is made. The measurement for each factor is recorded and the device is calibrated. Odometry and Dead Reckoning: Now that we have calibrated the sensor for the robot to recognize when to respond, the next step is to help the robot know

Competitive Strategies. Chaos Camera Company Competitive Advantages Assignment

Competitive Strategies. Chaos Camera Company Competitive Advantages - Assignment Example The analysis is made on all these accounts and keenly canvasses the company on the competitive advantage it gains over other companies in the industry and the strategies that the company undertakes to sustain this advantage. Competitive advantage being key to any business’ success is therefore a crucial aspect of a company and is well elaborated throughout the course of the paper. An analysis of the strategic approach that the company made to compete successfully in four geographic regions is also made. We also examine the ways that the company could improve the important value chain activities it has. An elaborate break down is made of the company’s corporate social responsibilities it has running and justifications made on why the company is running them. The style of making decisions that the company used is also explained in the paper as well as the decisions that supported the team’s strategy execution efforts. The team mandated with the task of running the company did a tremendous job through cooperation and hard work and these elements of the team are outlined throughout the whole paper. Competitive Strategies In order to find a footing in the fiercely competitive digital camera market, our company had to undertake a series of strategies that helped us be competitive. First and foremost, we had to attract customers with the best possible product at a competitive price. Therefore, we made a high quality product and offered it at a price that gave value for money. The company had to set a price that was reasonable to most customers and at the same time offer a product that was of higher value than what our competitors offered at the same price. Capitalization on attractive growth opportunities also gave our company the edge over other companies in the market. The business incessantly looked for growth opportunities in the market to exploit and make a killing. This helped the company increase its revenue streams as well as better positi on the business in the marketplace. It is imperative for any business to find ways of lowering their costs. Through this a business is able to make profits out of its business and our company subscribed to this school of thought. The company constantly looked for ways to reduce the operational costs by better managing the functional pieces of the business. The business that better manages its operations to lower its costs and eventually makes a higher profit, holds a competitive advantage over its rivals. (Mooij, (2009) This was one of our company’s fundamental objectives since it helped us gain a competitive advantage over our competitors. Performance targets are a guide as to the amount of revenue or profits that the business should earn over a given period of time. These targets are crucial since they guide the company on how much to strive for but the targets should not deviate and contradict with the quality of the product. The company always ascertained that performance targets and product quality were directly related therefore ensuring that product quality was not severed in the process of achieving high performance targets. Sustainable Competitive Advantage Gaining a competitive advantage over our rivals was crucial but sustaining that competitive advantage was even of more essence. Our team looked into various ways of sustaining our competitive advantage; firstly improving our product design was of fundamental importance to any success that we would have. Therefore, we focused on producing an unbeatable

Coping with Change at the Workplace Essay Example | Topics and Well Written Essays - 1250 words

Coping with Change at the Workplace - Essay Example Some of the different kinds of changes that characterize most professional organizations are changes in systems, processes, and people. Resistance is a natural by-product of change and it is important to understand the various causes of resistance so as to be able to cope with it and overcome it effectively. The actual process of managing change can be divided into three phases: unfreezing change, and refreezing. First, one needs to accept the need for change and also have a desire to bring about the change. In the second phase, the actual implementation of the change can take place. In the final phase, review and reinforcement of the change takes place.Any business is characterized by change. In the course of a professional career, an individual is likely to encounter change very often. In some instances, individuals may also be called upon to predict the occurrence of change and initiate steps to deal with it. Individuals who are change-oriented are likely to gain professional succ ess and a competitive edge over their competitors. Thus a person's success at the workplace is often tied to his or her readiness to act as an agent of change.This report begins by detailing out the various kinds of change that an individual is likely to face in an organization. Resistance is an inevitable aspect of change and therefore the next section of the report highlights the reasons behind resistance to change and the steps that can be taken to overcome it. Having detailed out the types of change and the barriers to change, the next section of the report logically deals with out how change can be dealt with systematically and effectively. Understanding the Kinds of Change Change in any organization is generally triggered by certain key business drivers. So, to start with, it is important to understand the different kinds of change that one is likely to face in an organization. Some of the kinds of changes that an individual is likely to encounter are: Changes in systems Changes in processes Changes in people These different kinds of change have been detailed out below along with examples of each kind. Change in systems: This kind of change generally signals a modification in technology or products. It includes "enhancements to an existing product or the development of completely new systems" (Bal 115). A change in systems is generally made in an attempt to ensure that the "right kind of technology, systems, and machinery are in place to meet the needs of customers" (Ibid). Change in processes: This kind of change entails the way in which an organization operates to meet the needs of its customers. Here the various processes involved in getting products or services to customers are critically examined and changes are initiated to add value to every step of the process. Internal processes are aligned with the needs of customers so that there is a dramatic improvement in the overall efficiency of the organization. Process changes include both people and technology so that products are delivered more effectively and efficiently to customers. Change in people: Change in people can refer to any number of things. It may refer to a change in the management of a company as may happen in the case of mergers and acquisitions. It can also refer to providing "technical training to ensure changes in systems can be managed by operators" (Bal 115). People are the driving forces that dictate the success of an organization. While systems and processes may provide "incremental change" (Bal 116), a motivated and efficient workforce can bring about "sustained improvement" (Ibid). While processes and technologies may become obsolete after a period of

The Nature of War and US Security Policy in the Aftermath of the Cold Essay

The Nature of War and US Security Policy in the Aftermath of the Cold War - Essay Example According to the research findings, it can, therefore, be said that as one of the most significant conflicts in modern human history, the Cold War was marked by high expectations of conflict and violence, as well as continuous detailed planning and mobilization for war by the USSR, the US, and their respective allies. Over the course of the Cold War, hegemonic relations and alliances around the US and the USSR incorporated most of the free world with both countries occupying opposite and confrontational positions on most international issues. As a result, countries in the sphere of each hegemon were always in a state of military readiness and the risk of war was ever-present. Indeed, the most bloody post-WWII wars were fought by proxies of the USSR and the US, including the Korean War and the Vietnam War. With the end of the Cold War in 1991, however, global conflicts did not decline and, in fact, there were over 115 violent conflicts reported in the first ten years of the post-Cold War period. Gray states that while some aspects of war have changed since the end of the Cold War, the objective nature of war has remained unchanged even as the subjective nature of war has changed. Deutsch also notes that war has not dissipated with the fall of the Soviet Union, but has only changed in terms of strategy and symmetry. This paper aims to show that the end of the Cold War altered the security policy of the US by replacing a conventional military adversary with a more mobile and asymmetrical adversary. Newman broadly defines the Cold War as the relationship that developed between the USSR and the US following their joint triumph against Nazi Germany in WWII. The unique nature of this relationship came to dominate international affairs for almost five decades and led to several major crises like the Hungarian revolution, the Vietnam War, the Cuban Missile Crisis, the Korean War, and the Soviet-Afghan War. Possibly the tensest issue was the proliferation of nuclear weap ons and other weapons of mass destruction in preparation for eventual war.

Affordable Care Act in United States Research Paper

Affordable Care Act in United States - Research Paper Example This paper illustrates that the main idea of health care is to improve and reform health care which is of great concern to individuals. Despite how much one is earning in America, there is the need for one to set aside a particular budget that can be used when one is in poor health and thus the aim of Affordable Care Act. Insurance coverage in the companies are of benefit to individuals who work in the factories and other companies since in case of an accident or any other issue related to one health, then the insurance partners can intervene and medical expenses are covered by the insurance company or the use of Affordable Care Act. The Affordable Care Act was signed into a law by President Obama in 2010 in United States federal statute where the government had to work along with health care and education reconciliation act to represent the United States interest in health care issues. The aim of Affordable Care Act is to increases the quality and affordability of healthcare making sure that those who do not have insurance coverage can get access to health insurance and thus expand public and private insurance coverage for the United States residents. The policy aims at lowering the cost of healthcare for individuals and the government as a whole where the government will have the mandate to make sure that all the residents in the United States will have the insurance coverage, subsidies will be available and insurance exchanges that are meant to increase the insurance coverage at affordable rates. The policy requires all the insurance companies to make sure that all residents are covered with minimum standards regardless of preexisting conditions or sex. The policy requires an individual to be covered by insurance from the employer-sponsored health plan and this means that one will have two insurance coverage. Failure to pay an approved insurance policy will mean that an individual will pay a penalty of 1% on income tax and thus the residents must comply with the Affordable Care Act. The policy aim is to get more than 30 million people who are going to be enrolled in the Affordable Care Act. The policy also requires low-income earners and those families with incomes between 100% to 400% federal poverty level will be considered and thus they are going to receive federal subsidies and only if the mode of purchase is through an exchange.

Social Determinants of Health Coursework Example | Topics and Well Written Essays - 250 words

Social Determinants of Health - Coursework Example The researcher states that the social and economic conditions experienced by an individual like position, power and financial stability and various other factors, affects health. It is in this context that ‘social determinants’, like poverty, lack of knowledge and health awareness among people, together contributes to health inequalities. Communicable disease refers to health a problem that possesses high chances of being transmitted from one person to another. These are caused by agents like bacteria and virus that release toxic substances in human body and thereafter, causing damages to the cells. The chain of infection comprises the agent, source, way of transmission and host who are generally prone to infections. The source of infection is the environment in which, the microorganisms exist and mode is the process by which, the disease is transferred from one to another human being. It is thus that a nurse plays a crucial role in controlling communicable diseases. The health care facilities in hospitals are looked after by the nurses, who are again responsible for providing a healthy environment to the patients. The type of infection identified in an individual, also influences the level of care provided by the nurses. A nurse is responsible for monitoring a patient and to prescribe antibiotics according to the type of disease. Nurses are required to provide health aid to the patients as well as take precautions so that the disease is not transmitted to others and is cured at the earliest.

Why Do People Work Essay Example for Free

Why Do People Work Essay Mr Harris liked trains. He was afraid of aeroplanes, and didnt like buses. But trains ,they were big and noisy and exciting. When he was a boy of ten, he liked trains. Now he was a man of fifty, and he still liked trains. So he was a happy man on the night of the 14th of September. He was on the night train from Helsinki to Oulu in Finland, and he had ten hours in front of him. Ive got a book and my newspaper, he thought. And theres a good restaurant on the train. And then Ive got two weeks holiday with my Finnish friends in Oulu. There werent many people on the train, and nobody came into Mr Harriss carriage. He was happy about that. Most people on the train slept through the night, but Mr Harris liked to look out of the window, and to read and think. After dinner in the restaurant Mr Harris came back to his carriage, and sat in his seat next to the window. For an hour or two he watched the trees and lakes of Finland out of the window. Then it began to get dark, so he opened his book and began to read. At midnight the train stopped at the small station of Otava. Mr Harris looked out of the window, but he saw nobody. The train moved away from the station, into the black night again. Then the door of Mr Harriss carriage opened, and two people came in. A young man and a young woman. The young woman was angry. She closed the door and shouted at the man: Carl! You cant do this to me! The young man laughed loudly and sat down. Mr Harris was a small, quiet man. He wore quiet clothes, and he had a quiet voice. He did not like noisy people and loud voices. So he was not pleased. Young people are always noisy, he thought. Why cant they talk quietly? He put his book down and closed his eyes. But he could not sleep because the  two young people didnt stop talking. The young woman sat down and said in a quieter voice: Carl, youre my brother and I love you, but please listen to me. You cant take my diamond necklace. Give it back to me now. Please! Carl smiled. No, Elena, he said. Im going back to Russia soon, and Im taking your diamonds with me. He took off his hat and put it on the seat. Elena, listen. You have a rich husband, but I , I have no money. I have nothing! How can I live without money? You cant give me money, so I need your diamonds, little sister. Mr Harris looked at the young woman. She was small, with black hair and dark eyes. Her face was white and afraid. Mr Harris began to feel sorry for Elena. She and her brother didnt look at him once. Cant they see me? he thought. Carl, Elena said. Her voice was very quiet now, and Mr Harris listened carefully. You came to dinner at our house tonight, and you went to my room and took my diamond necklace. How could you do that to me? My husband gave the diamonds to me. They were his mothers diamonds before that. Hes going to be very, very angry , and Im afraid of him. Her brother laughed. He put his hand in his pocket, then took it out again and opened it slowly. The diamond necklace in his hand was very beautiful. Mr Harris stared at it. For a minute or two nobody moved and it was quiet in the carriage. There was only the noise of the train, and it went quickly on through the dark cold night. Mr Harris opened his book again, but he didnt read it. He watched Carls face, with its hungry eyes and its cold smile. What beautiful, beautiful diamonds! Carl said. I can get a lot of money for these. Give them back to me, Carl, Elena whispered. My husbands going to kill me. Youre my brother . . . Please help me. Please! Carl laughed again, and Mr Harris wanted to hit him. Go home, little sister, Carl said. Im not going to give the diamonds back to you. Go home to your angry husband. Suddenly there was a knife in the young womans hand. A long, bright knife. Mr Harris watched with his mouth open. He couldnt speak or move. Give the diamonds back to me! Elena cried. Or Im going to kill you! Her hand on the knife was white. Carl laughed and laughed. What a sister! he said. What a kind, sweet sister! No, theyre my diamonds now. Put your knife away, little sister. But the knife in the white hand moved quickly: up, then down. There was a long, terrible cry, and Carls body fell slowly on to the seat. The colour of the seat began to change to red, and the diamond necklace fell from Carls hand on to the floor. Elenas face was white. Oh no! she whispered. Carl! Come back . . . come back! I didnt want to kill you! But Carl didnt answer, and the red blood ran slowly over the floor. Elena put her head in her hands, and again in the carriage there was a long, terrible cry. Mr Harriss face was white too. He opened his mouth, but he couldnt speak. He stood up, and carefully moved to the door. The young woman was quiet now. She didnt move or look up at Mr Harris. In the corridor, Mr Harris ran. The guard was at the back of the train and Mr Harris got there in half a minute. Quickly! Mr Harris said. Come quickly! An accident . . . a young woman . . . oh dear! Her brother is . . . is dead! The guard ran with Mr Harris back to the carriage. Mr Harris opened the door  and they went inside. There was no dead body of a young man. There was no young woman . . . no blood, no knife, no diamond necklace. Only Mr Harriss bags and his hat and coat. The guard looked at Mr Harris, and Mr Harris looked at him. But . . . Mr Harris began. But they were here! I saw them! She . . . the young woman . . . She had a knife and she . . . she killed her brother. A knife, you say? the guard asked. Yes, Mr Harris said quickly. A long knife, and her brother took her diamonds, so she Ah! Diamonds! the guard said. Was the young womans name Elena? he asked. Yes, it was! Mr Harris said. How do you know that? Do you . . . Do you know her? Yes , and no, the guard said slowly. He thought for a minute, then looked at Mr Harris. Elena di Saronelli, he said. She had dark eyes and black hair. Very beautiful. She was half-Italian, half-Finnish. Her brother was a half-brother. They had the same father, but his mother was Russian, I think. Was? Had? Mr Harris stared at the guard. But she . . . Elena . . . shes alive! And where is she? Oh no, said the guard. Elena di Saronelli died about eighty years ago. After she killed her brother with a knife, she jumped off the train, and  died at once. It was near here, I think. He looked out of the window, into the night. Mr Harriss face was very white again. Eighty years ago! he whispered. What are you saying? Were she and her brother . . . But I saw them! Yes, thats right, the guard said. You saw them, but theyre not alive. Theyre ghosts. They often come on the night train at this time in September. I never see them, but somebody saw them last year. A man and his wife. They were very unhappy about it. But what can I do? I cant stop Elena and Carl coming on the train. The guard looked at Mr Harriss white face. You need a drink, he said. Come and have a vodka with me. Mr Harris didnt usually drink vodka, but he felt afraid. When he closed his eyes, he could see again Elenas long knife and could hear her terrible cry. So he went with the guard to the back of the train. After the vodka, Mr Harris felt better. He didnt want to sleep, and the guard was happy to talk. So Mr Harris stayed with the guard and didnt go back to his carriage. Yes, the guard said, its a famous story. I dont remember it all. It happened a long time  ago, of course. Elenas father was a famous man here in Finland. He was very rich once, but he had  three or four wives and about eight children. And he liked the good things of life. So there wasnt much money for the children. Carl, the oldest son, was a bad man, people say. He wanted an easy life, and money in his hand all the time. The train hurried on to Oulu through the black night, and the guard drank  some more vodka. Now, Elena, he said. She didnt have an easy life with those three difficult men , her father, her brother, her husband. One year she visited her mothers family in Italy, and there she met her husband, di Saronelli. He was rich, but he wasnt a kind man. They came back to Finland, and Carl often visited their house. He wanted money from his sisters rich husband. Elena loved her brother, and gave him some money. But di Saronelli didnt like Carl and was angry with Elena. He stopped giving her money, and after that . . . well, you know the story now. Yes, Mr Harris said. Poor, unhappy Elena. Mr Harris stayed with his friends in Oulu for two weeks. They were quiet weeks, and Mr Harris had a good holiday. But he took the bus back to Helsinki. The bus was slow, and there were a lot of people on it, but Mr Harris was very happy. He didnt want to take the night train across Finland again.

Differentiating Between Market Structures Essay Example for Free

Differentiating Between Market Structures Essay There are many TV service providers available in the U. S; however there are only two companies that offer services via satellite. Dish operates within the monopolistic competition market. Dish has been in business since the early 1980’s and has gradually worked its way up to become one of the leading satellite provider and innovator of new technology. In 2013 they offer service to over 14 million subscribers nationwide. This market in which it competes is where all firms have some market power, which controls the market price. They produce the same product as Direct TV and no other provider is in the same market. They know all competitor prices and services in order to be able to compare services and offer the best value to potential customers. Within the market structure buyers/consumers have the ability to know the prices of both companies so that they can decide which one will be better for them. In this market customers have the ability to leave the service at any point in time. They can choose to cancel services if they are not content with the quality of the product, some may leave with no penalty while others may have to pay a penalty for the cancelation. Dish is a leader in the TV industry when it comes to equipment, programming and pricing,. They have to maintain a level of competitiveness in order to compete with other providers. Dish like any other company, is looking to maximize profit and will provide service that is appealing to the customer in order to increase customer base in turn increasing profit. Differentiating Between Market Structures In the pay TV industry, Dish has managed to out rank Direct TV in many areas such as customer service, equipment technology and pricing for programming. Dish is a company that offers promotions to all buyers/consumers in order to make the sign up more enticing. The market structure in which Dish operates would be the monopolistic competition. Within the TV industry that Dish operates there is only one other company that is included, Direct TV. These two companies offer similar products and customers can choose whom they do service with. It is ideal for Dish to compete in this market because there are only two companies within the same industry. This market structure is suitable for Dish because it provides more opportunity to maximize profit due to the competition. Dish has more availability to customers and the opportunity to be able to increase customer rate in turn increasing the profit due to the fact that there are only two service providers. It cannot be in a monopoly market because there is another company that provides the same service or product. It also does not have extremely high prices or excessive barriers to obtain services. They always provide affordable prices that will also benefit the company to increase profit. (Monopolistic Competition, 2013). Dish has many promotions that are being offered to obtain new customers and also retain the existing consumers. The company offers upfront discounts as a sign up bonus to gain the attention of those prospective consumers. It offers up to $30 credits up front on the programming for the first twelve months of service. With a qualifying promotion the customer will have the activation and the equipment fees waived saving the consumer over $200. When existing customers look for any type of promotion they will have anything from discounts for a few months up to free programming. Even if the customers receive free programming Dish will still be making a profit because of all the other programming, equipment and services they provide. A company is making profit with any service it provides because it continues to sell its service because it continues to sell its services to consumers. The strategies for Dish to obtain new customers are a good way for the company to increase profit and obtain new customer base. Even though the company is making a profit off all the services they provide there are some changes to the promotions. For example, on the promotions that are offered to new customers I would recommend that they make the qualification process a little easier. They could reduce the credit score criteria and make it less of a hassle to qualify for Dish. There are some promotions for those customers that do not qualify for the highest promotion but the fees are much higher. They must pay for the activation fee plus the equipment fees. This can get expensive depending on the equipment the customer chooses. With the qualification being so strict many potential customers will be swayed to not obtain services. With the upfront discounts there should be on extension in the time they are offered but reducing the amount being given. For some of the customers that qualify may receive a credit up to $30 other may get credits ranging from $10 to $25 for the first twelve months of service. If the company reduces the amount given to customers and extends the time allowed for the credit more customers would be content and more likely continue with Dish service. ( Dish Network L. l. c. , 2013). There are customers that leave the service due to the credits ending and seeing an increase in the statements. Some of the consumers do not take into consideration any penalty for early termination. Customers will keep looking for the best deal that they can possibly obtain. If we provide more options on the discounts Dish would be able to retain more customers in turn increasing customer base. Another recommendation that would be made to Dish would be that they make upgrade on equipment more feasible and less expensive for consumers. For those customers that want different equipment than the one that was installed. In some cases there would be a fee to upgrade the equipment the customer is deciding to obtain. The fees can range anywhere between $0 up to $300 with a twenty four month commitment. Of those customers some may find the fees excessive and will decide to keep what they have or go with a different provider. This is preventing Dish from obtaining more revenue and increasing profit. For every company the main focus is to maximize profit. They have many different options in order to do so. Dish operates in a monopolistic competition market where there are only two companies that offer similar services. In this market Dish offers many promotions for potential customers as well as existing customers. The consumers are allowed to leave services at any point during the service period. Some may leave with no penalty and other with a penalty due to breaking a commitment. Dish, even with all the discounts, manages to still increase profit because of all the other services that Dish offers. They make money off of programming, equipment, internet services, online service, and phone service and with the company blockbuster that was recently purchased by dish. With Dish and Direct TV in the same market and no other satellite competitor they are allowed to place their own market power when it comes to price. They compete with each other for all potential consumers as well as existing customers. Each company wants as much of a customer base as possible in order to increase profitability. They will go to great lengths to obtain those consumers and increase profitability.

Importance of Employer Branding

Importance of Employer Branding Employer Branding 1.0 Introduction: Employer Branding is the most critical people management topic in todays flattened global business environment. The economic downturn has further brought attention to the importance of people in delivering the brand promise. Increasingly the shareholder value of a company rests in its intangible assets e.g. its people, reputation and culture. Organizations spend millions on their corporate brand. But how much do they invest in their Employer Brand? Employer branding plays an important role in attracting and retaining talent in the face of a shrinking talent pool. HR professionals are considered primarily responsible for employer branding initiatives, with most of the companies reporting HR as one of the key stakeholders in employer brand management. While employer branding is predominantly seen as the domain of HR, marketing also plays an important role 2.0 Literature review: 2.1 What is Branding? It is a way to package information about functional attributes, economic value, and psychological benefits so its easily understood and absorbed by the target audience. Marketers today engage in two different types of branding namely external branding and employer (internal) branding. The latter yet to pick up in full speed, has tremendous potential in this increasingly competitive scenario. 2.2 External Branding Defining External Branding: The image that an organization projects to consumers, suppliers, investors, and the public. An external brand gives information on the attributes of the goods or services to current and potential buyers. It answers questions such as: 2.3 Internal Branding Defining Employer Branding: The image that employees have about what what type of employer an organization is. Whether the brand is explicit or implicit- and even if it has not been deliberately developed- every organization has an internal brand. An Employer Brand (or Internal Brand) gives current and potential employees information about the employment experience and what is expected of them. It answers questions such as: Employer branding can be defined as â€Å"a form of the corporate branding by which companies establish an image of services they provide, in order to attract or motivate employees† (Bates, 2001).The below provides an overview of the different types of branding. Product branding focuses on communication to customers about the companys products. Corporate branding communicates the companys financial results to the stakeholders. In the marketing literature, the importance of reconciling perceptions of the firms internal and external image in managing the congruence of all brand messages has been recognized (Dukerich and Carter 2000; Duncan and Moriarty 1998). Not only does this positively influence the perceptions of these messages among employees, potential employees, and customers, but it also ensures that employees are ‘properly aligned with the brand and what it represents (Keller 2002). This allows employees to ‘live the brand and reinforces corporate values and expectations of performance among new and existing employees (Ind 2001). Ind also recognizes that some companies have de facto employer brands without a formalized marketing approach. However, at a time when the financial markets are increasingly recognizing human capital as a source of value for firms and shareholders (Cairncross 2000); Michaels et al. (2001) propose the explicit development and communication of the Employee Value P roposition (EVP) to attract and retain talented employees. Clearly, there are a number of different marketing inputs that contribute towards the formation of the employer brand, from the development of an EVP to recruitment marketing plans, and outputs which may require advertising, press coverage, sponsorship, word-of-mouth endorsement and contacts with employees (Kennedy 1977; Dowling 1994 2002; Stuart 1999). In this way, the formation of the employer brand image is closely associated with the firm in its role as an employer. In the recruitment literature, Gatewood et al. (1993) find that the employer brand image is a particularly significant predictor of early decisions made by new recruits about their employers. Turban et al (1998) find that employer brand image positively influences both applicant perceptions of recruiter behaviors and post-interview job and organizational attributes. As to how potential recruits form images of a particular organization, the phenomenon of signaling has been investigated and found to have an influence on employer brand image, particularly in the early stages of the recruitment process (Taylor Bergmann, 1987). That is, recruitment experiences are taken as ‘signals of unknown organisational characteristics (Barber, 1998; Rynes, Bretz and Gerhart 1991). For example, job applicants may infer employer brand values based on their recruitment materials e.g. an organization that emphasizes promotion and salary may be perceived as valuing dedication to career (Honeycutt Rosen 1997). Also, Goltz and Giannantonio (1995) found that recruits infer more positive characteristics about an organization when exposed to a friendly recruiter than an unfriendly one. Moreover, Rynes, Bretz and Gerhart (1991) find that line employees have a bigger signaling impact than staff recruiters and that both are conditioned by the feedback of applicants regarding their impressions of the employer brand image. Very often employer branding is thought to be restricted to recruitment communications and only be concerned with the attraction of employees. In reality however, this is not the case. An employer brand explains how the organisation has been communicating and engaging with all of its stake holders be it current, prospective or past employees. Another critical thing to be noticed is that unlike other branding initiatives, an employer brand is not a true brand in its own right. It is not something envisioned and executed by recruitment and advertising agencies that stands alone and separate. An employer brand will be successful only if it operates in conjunction with the organisations corporate and consumer brands. It therefore becomes pertinent to find a connect between employer brand and the existing brands and reflect the behaviours exhibited throughout the organisation, to investors and consumers. It should be able to bring out the real and the aspirational truth about working in an organisation and mirror the values that are exhibited through the external corporate and consumer brands. If there is a disconnect between the two, the ‘brand promise that is given to new employees will vanish as the reality of working in a very different organisation to the one promised. The roots of the concept of employer branding stretch back to the 1990s. However, due to uncomfortable market conditions and a grim recession, the concept could not flourish completely and it has only been in the last five years that employer branding has become a major force. In 1996, Simon Barrow and Tim Ambler gave this definition: We define the Employer Brand as the package of functional, economic and psychological Benefits provided by employment and identified with the employing company. The most significant role of employer branding is to provide a comprehensive framework for management to be able to define priorities, increase productivity and improve recruitment, retention and commitment. Employer branding may seem superficial from a certain point of view, since it is not directly helping in increasing the sales s and thus impacting bottom lines but it is definitely here to stay. Organisations have realised that its people provide one of the few distinct competitive differentiators in todays world. Good talent management makes sense and employer branding is an important part of an organisations armoury from now on. In order to be able to create a successful employer brand, there are three critical stakeholders who must be involved. Senior management: to give insight into the vision, strategic intent, core objectives, competition landscape and understanding of consumers attitudes towards the organisation. Key employee groups: in order to give opinions on the activities that take place on the work floor, benefits, management and communication within the organisation. Relevant external labour pools: to highlight their understanding of an organisation, any roadblocks to success and perception of the organisation in the market. Like all other kinds of branding exercises, employer branding does and will pay off. Following are some benefits to a good employer branding exercise: True differentiation in campuses from where recruitment is done Enthusiastic and aspirational set of messages to be sent out to potential as well as existing employees Mainting a brand consistency through the candidate/new starter journey A better understanding of how the organization is perceived externally Higher engagement levels for the existing employees Financial returns can also be observed in the long run through efficient employer branding practices. If the right kind of employer branding exercise is done, it will lead to a reduction in the amount of money needed to invest to bring good people into the business. The Employee Value Proposition (EVP) is an important outcome of employer brand. It essentially comprises of the promise that the organization makes to current, future and potential employees. In the process of defining an employer brand, the organizations EVP is automatically created. For example, on a recent employer branding project for HSBC, it was found that the central tenet of the organisation was the investment in, and development of, their employees. The organisation invests hugely in its people, there are opportunities to work locally, nationally and internationally. Because of these reasons the EVP that was developed for HSBC was ‘Here you can. As mentioned earlier, Employer branding is not just about reaching potential employees but also about the existing ones. It is about an employer promise which is consistently carried through all stages of employees experiences of that organisation through recruitment processes, into employment and then even after having left the organization. There is a strong correlation between the engagement and commitment levels and the different stages in the lifecyle of the tenure in an organization. An employee who joins an organisation with an exemplary EVP will exhibit high levels of commitment compared to if he were joining the organization with a poor EVP. After a year, if the EVP is correctly managed, commitment will fall but not as low as the commitment level in organisations with a poor EVP. 2.4 Current Scenario A lot of work has been done on employer branding, its importance, characteristics etc. Firms from diverse industry sectors have formally defined, and are strategically managing, their employer brands. There is no doubt that many practitioners view having a successful employer brand as desirable but there has not been much progress on measuring the effectiveness of employer branding. Quantifying employer branding is very critical from new talent point of view as an â€Å"index† is psychologically better conceived and also making a comparison among organizations. Currently analytics companies such as Hewitt Associates and Mercer conduct surveys for the best employer brands once every year based on certain parameters. However, these surveys are valid only for a certain period of time and there is no mechanism to compute the value of an employer brand at any other point of time. 2.5 Absence of Measurement of Effectiveness of Employer Branding: Sixty-two percent of respondents to a recent survey said they support employer brand initiatives, but only 24% have metrics in place to measure these initiatives. The research was conducted by the Bernard Hodes Global Network. Not surprisingly, â€Å"The study reveals that a key driver for employer brand development is the need to acquire talent in a competitive global market,† said Alan Schwartz, president and CEO. Other findings of the research include: The most frequently cited key expectations of employer branding were â€Å"ease in attracting candidates† (84%) and â€Å"recognition as employer of choice†(82%). Ninety-four percent of respondents use their corporate Web sites more than other channels, such as printed materials, to promote the employer brand. Seventy-nine percent of respondents reported that HR is one of the key stakeholders in managing the employee brand. 3.0 Research Objective The objective of the research is to develop a quantitative frame work on employer branding of organizations. As a first phase of this work, I would first identify key metrics to measure employer branding. The second phase of the study would develop a generic framework which would help new talent and/or organization to calculate the index of a brand as an employer. 4.0 Rationale Such a mathematical framework would help to estimate and compare the value of an employer brand at any point of time that would benefit all the stakeholders including current employees, potential recruits, competitors etc. It would enable organizations to understand if their efforts are in the right direction and how they stand vis-a-vis their competitors 5.0 Hypothesis All organizations make efforts to establish themselves as sought after employer brands. However, the perception of the employer brand varies from person to person be it a new talent or an existing employee. 6.0 Research Questions Identifying key attributes that employees/ new talent consider important when looking at an organization as an employer brand. Relative weightages given to the attributes identified above Developing an index to calculate comparable values for various employer brands across industries Research Methodology Research Design The study was divided in two phases. First phase was focussed on conducting an in depth secondary research along with qualitative primary research to identify wide range of attributes or metrics which impact employer branding of an organization. This was followed by the designing of questionnaire targeted at final year students at various post graduate colleges. The second phase of the study further analyzes the collected data to build up a mathematical relationship between these set of attributes and index of employer branding. The index would be a guide for new recruits to quantify the employer brand and also help them to compare employer branding of different employers. A total of 3 focus group discussions were conducted, which had respondents who were in their final year of graduation and could also be looked at as potential employment seekers. The participants in the FGD were students from management institutes like MICA, Lal Bahadur Shastri (Delhi) and Fore School (Delhi). Each group lasted for about approximately 90 minutes. The discussion guide contained questions about the respondents ‘ideal workplaces, naming the organizations that they would like to work for and the reasons for it, the attributes considered while considering potential employers, employers that they would least be interested in along with the reasons for it. The discussion finally concluded with the means and methods by which the students finally go about for seeking employment. The main objective of conducting focus group discussions was to come up with a set of attributes that capture all important aspects of employer branding. Through these focus group discussions I was able to arrive at a set of 48 attributes, all of which seemed extremely important from an ideal work place point of view. The following are the attributes that emerged from the various FGDs.: A friendly and informal working environment An attractive overall compensation package (Basic, HRA, LTA) (fixed component) Application of knowledge Bonuses (Variable Component) Brand name of the organization Customer-orientation Emotional attachment with organization Encouragement for new initiatives Feel good factor with the organization Financial Health of Company Flexible working schedule Frequency of appraisal cycle Gaining career-enhancing experience Global alignment of the organization (MNC) Good relationship with colleagues Good relationship with superiors Growth opportunities Humanitarian organisation gives back to society Impression formed by recruiters of the organization Industry in which company operates Innovative employer novel work practices Innovative products and services Internationally diverse mix of colleagues Job Content Job content and satisfaction Job security within the organization Knowledge sharing opportunities Knowledgeable supervisor Leadership style of supervisor Non-monitory benefits (medical check-ups, insurance at work place, club memberships, maternity/ paternity leave) Opportunities for overseas exposure Positive feedback from current or previous employees Products (essentials, luxury etc) Quality of Top Management Reputation of the organization Rewards recognition Scope for creativity Scope for lateral movement Stock Options Stress-free working environment Supportive and encouraging colleagues Supportive supervisor Synchronization between corporate goals and employee future plans Training and development of its employees Vision of Leadership Website of the organization Working hours/ week Working in shifts All these attributes were tested in the survey instrument to arrive at the final set of metrices for measuring the value of employer branding. Employer Branding in Times of Recession There are various points of views on how recession has impacted employer branding. On one hand, the thought process says that recession has increased the human resources because of widespread layoffs and thus made employer branding relatively less important. During the recession periods, one of the primary objectives in all the organizations was to increase the top lines while managing to reduce the bottom lines. And this was made possible by showing a number of employees the way out. Another point of view towards the impact of recession claims that it is at these times that an organizations behaviour towards its employees goes through a litmus test. This is the time for organizations to ensure not to spoil their employer brand by large scale termination of employment or general misbehaviour with its existing employees. Infact this is the time to step in and make efforts towards strengthening the employer brand along with being able to retain the talent in the organization. As has been noted by many HR experts, it always easier to retain an existing and trained employee rather than to get a new one. Thus, to conclude according to this second school of thought, employer branding becomes all the more critical in times of recession, making it even more important to retain existing talent. Data Collection Respondents: 102 respondents from Delhi and Ahmedabad, all in the final year of graduation from management institutes. Section 1: Demographics The demographics include variables such as gender, age, total number of years of work experience, monthly household income, area of management specialization. DEMOGRAPHIC VARIABLE: GENDER What is your gender? Frequency Percent Valid Percent Cumulative Percent Valid 1. Male 64 62.7 62.7 62.7 2. Female 38 37.3 37.3 100.0 Total 102 100.0 100.0 DEMOGRAPHIC VARIABLE: AGE What is your age? Frequency Percent Valid Percent Cumulative Percent Valid 1. Under 20 years 7 6.9 6.9 6.9 2. 20-24 years 68 66.7 66.7 73.5 3. 25-34 years 3 2.9 2.9 76.5 4. 35-44 years 23 22.5 22.5 99.0 5. 45 years and above 1 1.0 1.0 100.0 Total 102 100.0 100.0 DEMOGRAPHIC VARIABLE: TOTAL NUMBER OF YEARS OF WORK EXPERIENCE What is your total number of years of work experience? Frequency Percent Valid Percent Cumulative Percent Valid 1. No experience 29 28.4 28.4 28.4 2. Less than a year 35 34.3 34.3 62.7 3. 1-2 years 30 29.4 29.4 92.2 4. 2-3 years 5 4.9 4.9 97.1 5. More than 3 years 3 2.9 2.9 100.0 Total 102 100.0 100.0 DEMOGRAPHIC VARIABLE: MONTHLY HOUSEHOLD INCOME What is your monthly household income? Frequency Percent Valid Percent Cumulative Percent Valid 1. less than Rs. 25,000 8 7.8 7.8 7.8 2. Rs. 25,000- Rs. 50,000 18 17.6 17.6 25.5 3. Rs. 50,000- Rs. 1,00,000 59 57.8 57.8 83.3 4. More than Rs. 1,00,000 17 16.7 16.7 100.0 Total 102 100.0 100.0 DEMOGRAPHIC VARIABLE: AREA OF SPECIALIZATION What is your area of specialization? Frequency Percent Valid Percent Cumulative Percent Valid 1. Marketing 36 35.3 35.3 35.3 2. Media 20 19.6 19.6 54.9 3. Market Research/ Analytics 10 9.8 9.8 64.7 4. Finance 30 29.4 29.4 94.1 5. HR 5 4.9 4.9 99.0 6. Operations 1 1.0 1.0 100.0 Total 102 100.0 100.0 DEMOGRAPHIC VARIABLE: ASPIRED INDUSTRY Which industry do you aspire to work in? Frequency Percent Valid Percent Cumulative Percent Valid 1. Consulting 43 42.2 42.2 42.2 2. Manufacturing 17 16.7 16.7 58.8 3. Media 14 13.7 13.7 72.5 4. IT 3 2.9 2.9 75.5 5. Finance 18 17.6 17.6 93.1 6. Others 7 6.9 6.9 100.0 Total 102 100.0 100.0 Section 2: Information Sought This section includes the data collected to understand the sources of information used by students to know more about a potential employer and the nature of information that is sought while developing an understanding about the potential employer. SOURCES OF INFORMATION TO KNOW ABOUT A GIVEN COMPANY What are your sources of information to know about a given company?1. Peers Frequency Percent Valid Percent Cumulative Percent Valid 1 70 68.6 100.0 100.0 Missing System 32 31.4 Total 102 100.0 What are your sources of information to know about a given company?2. Colleagues Frequency Percent Valid Percent Cumulative Percent Valid 1 41 40.2 100.0 100.0 Missing System 61 59.8 Total 102 100.0 What are your sources of information to know about a given company?3. Family members Frequency Percent Valid Percent Cumulative Percent Valid 1 33 32.4 100.0 100.0 Missing System 69 67.6 Total 102 100.0 What are your sources of information to know about a given company?4. Online search Frequency Percent Valid Percent Cumulative Percent Valid 1 72 70.6 100.0 100.0 Missing System 30 29.4 Total 102 100.0 What are your sources of information to know about a given company?5. Company personnel Frequency Percent Valid Percent Cumulative Percent Valid 1 51 50.0 100.0 100.0 Missing System 51 50.0 Total 102 100.0 What are your sources of information to know about a given company?6. Press reports Frequency Percent Valid Percent Cumulative Percent Valid 1 30 29.4 100.0 100.0 Missing System 72 70.6 Total 102 100.0 What are your sources of information to know about a given company?7. Others Frequency Percent Valid Percent Cumulative Percent Valid 1 22 21.6 100.0 100.0 Missing System 80 78.4 Total 102 100.0 NATURE OF INFORMATION SOUGHT What is the nature of information you look for when applying to a company?1. Type of work Frequency Percent Valid Percent Cumulative Percent Valid 1 62 60.8 100.0 100.0 Missing System 40 39.2 Total 102 100.0 What is the nature of information you look for when applying to a company?2. Investor information Frequency Percent Valid Percent Cumulative Percent Valid 1 24 23.5 100.0 100.0 Missing System 78 76.5 Total 102 100.0 What is the nature of information you look for when applying to a company?3. Personal experience of employees in that company Frequency Percent Valid Percent Cumulative Percent Valid 1 42 41.2 100.0 100.0 Missing System 60 58.8 Total 102 100.0 What is the nature of information you look for when applying to a company?4. Best Employers Survey ranking Frequency Percent Valid Percent Cumulative Percent Valid 1 25 24.5 100.0 100.0 Missing System 77 75.5 Total 102 100.0 What is the nature of information you look for when applying to a company?5. Work life balance Frequency Percent Valid Percent Cumulative Percent Valid 1 50 49.0 100.0 100.0 Missing System 52 51.0 Total 102 100.0 What is the nature of information you look for when applying to a company?6. Pay packages Frequency Percent Valid Percent Cumulative Percent Valid 1 71 69.6 100.0 100.0 Missing System 31 30.4 Total 102 100.0 What is the nature of information you look for when applying to a company?7. Others Frequency Percent Valid Percent Cumulative Percent Valid 1 33 32.4 100.0 100.0 Missing System 69 67.6 Total 102 100.0 Section 3: Reliability Analysis This analysis has been done to study the properties of measurement scales and the items that compose the scales. The Reliability Analysis procedure calculates a number of commonly used measures of scale reliability and also provides information about the relationships between individual items in the scale. Alpha (Cronbach) model of reliability has been used to check for internal consistency, based on the average inter-item correlation. Case Processing Summary N % Cases Valid 102 100.0 Excludeda 0 .0 Total 102 100.0 a. Listwise deletion based on all variables in the procedure. Reliability Statistics Cronbachs Alpha Cronbachs Alpha Based on Standardized Items N of Items .874 .892 48 Cut-off criteria. By convention, a lenient cut-off of .60 is common in exploratory research; alpha should be at least .70 or higher to retain an item in an adequate scale; and many researchers require a cut-off of .80 for a good scale. The Cronback Alpha in this case is .874 and thus, the data set is consistent. Section 4: Factor Analysis Principal Component Analysis has been conducted on the collected data in order to establish a relationship between inter-related variables and to represent them through a set of a few underlying factors. It would help in identifying the intrinsic factors thus, examining the inter dependent relationships. The following are the specifics on the factor analysis: 1. Descriptives 1. Initial solution 2. Correlation matrix 1. Coefficients 2. KMO and Bartletts 2. Extraction 1. Analyze Correlation matrix 2. Display Screen plot 3. Extract Eigenvalues over 1 4. Rotation Varimax (uncorrelated factors) 5. Options Sort by size and Suppress values less than .20 Output of Factor Analysis: Total Variance Explained Component Initial Eigenvalues Rotation Sums of Squared Loadings Total % of Variance Cumulative % Total % of Variance Cumulative % dimension0 1 10.001 20.836 20.836 9.357 19.493 19.493 2 7.845 16.344 37.180 6.465 13.468 32.962 3 5.768 12.016 49.196 5.812 12.109 45.071 4 4.211 8.774 57.970 4.503 9.382 54.453 5

Sporting crises :: essays research papers

Sporting crises lay sponsors' most valuable assets, their brands, open to an associated fallout. How they can minimise its impact? Sport is never far from controversy. Whether it be alcohol-fuelled misbehaviour, allegations of drug abuse or inappropriate public musings on a thorny political issue, the national press is filled to the brim with sports stars dragging the image of their employers — and the sports they represent — through the proverbial mud. Such crises can have a major knock-on effect on existing sponsorship partners and the potential for attracting new income to the sport. The medium has only begun to prove its commercial viability in terms of return on investment over the past five years, and some believe that brands are being scared off by the inherent risks of sports sponsorship deals. Football is the most obvious sport whose commercial value has been tainted by the actions of its players. While the game still attracts multimillion-pound investment from brands due to the massive media spotlight it enjoys, many are questioning the wisdom of their associations in light of a seemingly never-ending stream of negative headlines. The guilt of the player involved in many of these cases can be irrelevant. As one sponsorship industry expert says: 'A sports star may be cleared of any wrongdoing following the emergence of a scandal, but would you put him back on the road for your brand? I know I wouldn't.' The flip side of any sponsorship deal is the knowledge that the sponsoring organisation's most valuable marketing asset, its brand, is exposed to the risks that are inherent in professional sport. The key issue is the strength of the link between shocks, crises and general bad behaviour of top-profile sports people, and the image and brand equity of sponsors. In short, when the mud flies, does it stick to the brands? According to David Abrahams, senior vice-president of Marsh Risk Consulting Practice and an expert in brand risk, there is often a demonstrable link between the way in which a crisis is handled by a company and what happens to that business and its associated brand. 'The way in which any crisis is handled becomes a visible test of management capability,' he says. 'If that crisis arises from a fundamental breach of trust or performance, the compound effect of the bad handling can be devastating.' Crisis management The size of the problem faced by sponsors relates closely to an incident's shock value in media terms.

Mrs Birling in An Inspector Calls Essay -- J.B. Priestley

"I've done nothing wrong - and you know it!" Mrs Birling exclaims, refusing to take responsibility for her actions, which is just one of the reasons why the audience may not see Mrs Birling as a very likable character. This essay is going to explore how J.B. Priestley creates such a disagreeable character and why the audience feels this way about her. Priestley represents Mrs Birling, as a very posh and high class woman. She, like her husband, can be very self-important, for example, when the Inspector says, "You're not telling me the truth" and she replies, "I beg your pardon!" She seems horrified that somebody could speak like that to a lady of her class. This is not only an example of how she is portrayed as self-important but also how class-conscious she is. Another example of this is in the stage directions at the beginning of the play when Mrs Birling is described as ?her husband?s social superior? meaning she is probably more aware of what the class boundaries are than perhaps Mr Birling would. She is also presented as rather cold and severe, ?If the girl?s death is due to anybody, then it?s due to him? Mrs Birling says as she criticises the father of Eva Smith?s baby. Here she shows she has little or no real regard towards other people?s feelings, especially people of a lower class. She says that the man responsible should be ?dealt with very severely?, assuming that he, like Eva, is lower class, therefore implying that upper class people never do anything like that. This links with the theme of stereotypes which is seen a lot in the play. Mrs Birling does not react well to questioning from the Inspector. She is not present for the majority of the inquiry, so therefore she is unfamiliar to the Inspector?s abruptness.... ...class conscious, ?I don?t suppose for a moment that we can understand why the girl committed suicide. Girls of that class?? Mrs Birling says, being so overly class conscious that she is automatically judging everybody by their class status. This is again making us compare her with people of all different classes and members of the family, such as Sheila. When the Inspector leaves, unlike Sheila, Mrs Birling tries to carry on as if nothing has happened, ?you?re just beginning to pretend all over again,? says Sheila, showing she has been influenced by the Inspector when her mother has not. In the context of this play, Mrs Birling is not a very amiable character. Although she does what she believes is right, she is also judgemental of everyone and is too aware of the divisions in the social class system to be liked by both the audience and members of her own family. Mrs Birling in An Inspector Calls Essay -- J.B. Priestley "I've done nothing wrong - and you know it!" Mrs Birling exclaims, refusing to take responsibility for her actions, which is just one of the reasons why the audience may not see Mrs Birling as a very likable character. This essay is going to explore how J.B. Priestley creates such a disagreeable character and why the audience feels this way about her. Priestley represents Mrs Birling, as a very posh and high class woman. She, like her husband, can be very self-important, for example, when the Inspector says, "You're not telling me the truth" and she replies, "I beg your pardon!" She seems horrified that somebody could speak like that to a lady of her class. This is not only an example of how she is portrayed as self-important but also how class-conscious she is. Another example of this is in the stage directions at the beginning of the play when Mrs Birling is described as ?her husband?s social superior? meaning she is probably more aware of what the class boundaries are than perhaps Mr Birling would. She is also presented as rather cold and severe, ?If the girl?s death is due to anybody, then it?s due to him? Mrs Birling says as she criticises the father of Eva Smith?s baby. Here she shows she has little or no real regard towards other people?s feelings, especially people of a lower class. She says that the man responsible should be ?dealt with very severely?, assuming that he, like Eva, is lower class, therefore implying that upper class people never do anything like that. This links with the theme of stereotypes which is seen a lot in the play. Mrs Birling does not react well to questioning from the Inspector. She is not present for the majority of the inquiry, so therefore she is unfamiliar to the Inspector?s abruptness.... ...class conscious, ?I don?t suppose for a moment that we can understand why the girl committed suicide. Girls of that class?? Mrs Birling says, being so overly class conscious that she is automatically judging everybody by their class status. This is again making us compare her with people of all different classes and members of the family, such as Sheila. When the Inspector leaves, unlike Sheila, Mrs Birling tries to carry on as if nothing has happened, ?you?re just beginning to pretend all over again,? says Sheila, showing she has been influenced by the Inspector when her mother has not. In the context of this play, Mrs Birling is not a very amiable character. Although she does what she believes is right, she is also judgemental of everyone and is too aware of the divisions in the social class system to be liked by both the audience and members of her own family.

Custom Written Term Papers: Othello’s Involved Imagery :: Othello essays

Othello’s Involved Imagery  Ã‚        Ã‚  Ã‚   The intricate imagery peppering the language of the characters in Shakespeare’s drama Othello is deserving of our detailed consideration in this paper. It has significant meaning, and nearly expresses a life of its own.    The play’s imagery is oftentimes reflective of the fortunes of the protagonist. As the Moor’s status declines, the quality of the imagery in the play declines. In The Riverside Shakespeare Frank Kermode explains the relationship between imagery and Othello’s jealousy:    It is very important to see that Othello’s self-estimate – â€Å"one not easily jealious, but, being wrought, / Perplexed in the extreme† (V.ii.345-46) – is, as Bradley says, â€Å"perfectly just,† and perfectly consistent with the release of unsuspected grossness of language and imagery under the shock of discovering infidelity in the loved one. The peculiar pain of sexual jealousy is deeply involved with the excremental aspect of the sexual organs, and the emotion in betrayal in a supremely intimate trust is involved with agonizing associations of filth and animality. (1200)    A surprising, zoo-like variety of animal injury occur throughout the play. Kenneth Muir, in the Introduction to William Shakespeare: Othello,   explains the conversion of Othello through his increased use of animal imagery:    Those who have written on the imagery of the play have shown how the hold Iago has over Othello is illustrated by the language Shakespeare puts into their mouths. Both characters use a great deal of animal imagery, and it is interesting to note its distribution. Iago’s occurs mostly in the first three Acts of the play: he mentions, for example, ass, daws, flies, ram, jennet, guinea-hen, baboon, wild-cat, snipe, goats, monkeys, monster and wolves. Othello, on the other hand, who makes no use of animal imagery in the first two Acts of the play, catches the trick from Iago in Acts III and IV. The fondness of both characters for mentioning repulsive animals and insects is one way by which Shakespeare shows the corruption of the Moor’s mind by his subordinate. (21-22)    Just how strong a force is the imagery in this drama? Is it more powerful than the chorus in ancient Greek tragedy? H. S. Wilson in his book of literary criticism, On the Design of Shakespearean Tragedy, discusses the influence of the imagery of the play:    It has indeed been suggested that the logic of events in the play and of Othello’s relation to them implies Othello’s damnation, and that the implication is pressed home with particular power in the imagery.

Opportunities for Women-Owned Businesses

IntroductionWomen business owners are crucially vital to the American economy.   Women are establishing businesses at twice the pace of all businesses and remaining in business longer. In fact, America's approximately 9.1 million women-owned businesses provide work for about 27.5 million individuals and put in around $3.6 trillion to the economy (Page, 2006).   Nevertheless, women persist to confront rare and distinctive barriers and challenges in the world of business.   This paper will establish that in spite of present global turndown, there are now tremendous opportunities for women owned businesses both domestically and in the international market place.The total number of women owned companies throughout the world provides considerable business-to-business (B2B) opportunities. Actually, US women owned companies spent around $48 billion on technology equipment alone (Page, 2006). This just proves that women can definitely respond in this 21st century by their numbers to th e â€Å"ole boy's network† of old. These women business owners are a primary force in the global economy with considerable spending powers.The major  obstacles to trading internationally  are frequently the time and costs concerned with getting it done.   The costs of marketing to a number of different countries at the same time can be unusual. It takes  some time  to go into new markets,  it takes considerable time to build new business relationships and it takes a lot of  time to create the right contracts.   A number of the conventional methods of entering new markets  have been participation at international conferences or trade fairs.   These  can  be time consuming, expensive, and,  unluckily,  not at all times productive.Some time ago,   globalization has been set aside for the elite corporate, with their  Ã‚   huge budgets and  Ã‚  Ã‚  massive  resources. For a lot of small businesses turning out to be a player on the world market w as  Ã‚  Ã‚  just  basically further than their expectations. For women business owners, there's often double whammies,  since  women are  frequently declined the essential capital for starting up in business and then often declined capital for growth and expansion.  Ã‚  Women business owners frequently lack access to information and easy access to a recognized trade network.In the year 2000, President Bill Clinton initiated Executive Order 13157 reiterating his administration's pledge to boosting opportunities for women-owned businesses (Office of the Press Secretary, May 29, 2000).   The E.O. required agencies and departments to formulate long-term comprehensive strategies to develop and increase opportunities for women-owned businesses. The Executive Order also obliged federal agencies to â€Å"meet or exceed† the five percent government-contracting objective that now subsist for women-owned businesses.At present, there are various supports being offered to cr eate opportunities for women-owned businesses and help these women entrepreneurs succeed in their businesses.   First, there is the growing popularity of certification among women-owned businesses; next, there is increasing federal procurement opportunities for women-owned businesses; and third, a web site was created to assist women business owners obtain federal contracts.Certification Growing in Popularity Among Women-Owned BusinessesNowadays, certification to qualify for government contracts is becoming more popular among women-owned businesses (Page, 2006). Specifically, a lot of women-owned businesses in Oklahoma are obtaining or securing certification to meet the criteria or qualify for government contracts.Moreover, certification likewise offers firms owned by women an advantage in securing contracts from big corporations, as mentioned by Debbie Hurst, president of the Women's Business Council-Southwest. According to Hurst, she informs women that certification can be a sig nificant part of their marketing tool case. Hurst added that with merely 5 percent of women business enterprises obtaining government and corporate contracts yearly, there is still a need to bridge the gap between the opportunities for business and the capability of women-owned businesses (Page, 2006).The group Women's Business Council-Southwest (WBCS), with headquarters in Arlington, Texas, stands for women-owned businesses located in Oklahoma, north Texas, New Mexico, and Arkansas. The association operates in coordination with the Women's Business Enterprise National Council to endorse and certify members.As asserted by Hurst, the number of Oklahoma companies securing certification has increased 60 percent ever since the year 2004, the year the Oklahoma Leadership Forum was created by the regional group (Page, 2006).As maintained by Tamara Walden, president of Walden Energy (a certified women-owned business) based in Tulsa and a council member The Oklahoma Leadership Forum was con ceived to assist women capitalists boost business and gain access to more contracts (Page, 2006).Walden added that certification is a vital marketing tool for increasing a women-owned business' visibility between procurement decision makers and corporate supplier. Several companies necessitate that a firm be licensed or certified before they will offer a contract as a women's business enterprise. The WBCS is striving to create consciousness of that fact to local businesses, as well as offering educational opportunities and fun networking that help support that.There is promise and potential for growing certifications in Oklahoma for the reason that the state has a projected 77,000 women-owned companies (Page, 2006). Moreover, there is an enormous market of women-owned businesses that are not availing of certification programs like that being offered by WBCS that can help them access diversity and government programs.Growing Federal Procurement Opportunities for Women-Owned Businesse s Although Federal procurement might not sound like a significant issue to the general public, or even a term that a lot of people is aware of, it is considered one of the most profitable, yet complicated and difficult, markets for small businesses to access, specifically those owned by under-represented minorities and women. According to the Office of the Press Secretary (May 29, 20000), in the year 1999, women-owned businesses composed 38 percent of all businesses but obtained merely 2.4 percent of the $189 billion in Federal prime contracts.Certain Federal agencies have taken the lead in operating with women owned businesses, and must be applauded. As indicated by the Federal Procurement Data System, the Consumer Product Safety Commission, the Nuclear Regulatory Commission, the Federal Mine Safety & Health Review Commission, the Department of Housing and Urban Development, and the Small Business Administration have all not just met the five percent objective, but have come in at approximately fifteen percent or better (Office of the Press Secretary, May 29, 2000).These Federal agencies recognize that coordinating and operating with women-owned businesses is not merely a philanthropic exercise. These businesses owned by women are dependable, strong, and do good work. Furthermore, these companies offer a solid service to their clients, and the Federal contracting officers are aware of it. Altogether, about 20 Federal agencies either fulfilled or exceeded the five percent objective.Thus, this just proves that it is certainly possible for government agencies to accomplish the five percent goal. Nevertheless, it is anticipated that agencies will work harder, adhering to the examples of the agencies mentioned above, to contract with women-owned businesses.  Ã‚   Over the years, government officials are supportive of numerous initiatives to boost resources and opportunities for women-owned businesses. For instance, several senators have passed legislation to re- authorize the National Women's Business Council for a period of three (3) years, and to raise the annual appropriation from $600,000 to a total of $1 million. Part of that amount will be utilized to help Federal agencies satisfy the five-percent procurement objective for businesses owned by women (Seck, May 23, 2000). The National Women's Business Council has offered magnificent leadership in this field, making bigger contracting opportunities a main concern since it was established in the year 1988, and merited praise from Republicans and Democrats for two general and extensive procurement studies it published in the years 1998 and 1999.Besides sustaining reauthorization of the National Women's Business Council, Senator Kerry initiated the Women's Business Centers Sustainability Act of 1999 (Seck, May 23, 2000). Proclaimed a public law, that Act is assisting Centers deal with the funding limitations that have been making it more and more hard for them to maintain the level of servi ces they offer after they graduate from the Women's Business Centers program and no longer be given federal matching finances.Hence, it is certain that President Clinton’s Executive Order creates a strong system within the Federal Government for raising the number of contracts that can be obtained by women-owned businesses.SBA Creates Web Site to Help Women Business Owners Obtain Federal ContractsIn the year 2000, the U.S. Small Business Administration (SBA) launched a new web site, which aimed to boost procurement and networking opportunities to women-owned businesses by means of putting all contracting assistance information at a single on-line site.The web site called WomenBiz.gov is a joint venture of SBA's Office of Federal Contract Assistance for Women Business Owners, National Women's Business Council, the Interagency Committee for Women's Business Enterprise, and the SBA's Office of Women's Business Ownership (Comtex News Network, 2000).WomenBiz.gov offers women-owned businesses direct access to the government networks and the federal acquisition tools to draw on the $200 billion federal marketplace. Furthermore, the web site functions as the official gateway to over 100 procurement and acquisition sites hosted by a variety of federal agencies.Furthermore, the web site likewise incorporates connections to Electronic Posting System, PRO-Net, the GSA Federal Supply Schedule Program, DefenseLINK, CBDNet, and SBA's Government Contracting page (Comtex News Network, 2000). When President Clinton asked the SBA to lead the efforts to make sure that women-owned businesses be given their fair share of federal contracts, SBA answered that call and reiterated its promise to the President Clinton’s initiative though endorsing the launch of its web site and establishing the office. These are two vital instruments for offering procurement opportunities to women-owned businesses.Generally, the web site contains information pages specially developed to he lp women entrepreneurs who want to take part in government procurement.Meanwhile, the women's contracting office is one of numerous initiatives the White House has instigated to encourage procurement opportunities for women-owned businesses.ConclusionAll of the initiatives discussed in this paper show that there are several complementary national policies to increase procurement opportunities for businesses owned by women.The phenomenal growth and success of women-owned businesses was primarily due to the development of a national network of women's business centers and organizations. As an outcome of lobbying by women business owners and the establishment of the SBA’s Office of Women's Business Ownership, various women's business centers have offered would-be entrepreneurs with adequate and necessary knowledge, information, training, skills, loans, and technical assistance.Nowadays, the Federal agencies have started to make progress from the time when Congress implemented th e five-percent procurement goal, but the contracting managers should keep in mind that this goal is just a minimum, not a maximum. Out of the over 9 million women-owned businesses in the United States, the Federal Government can find ones that are reliable and qualified, with good products and services to boost, to fulfil their contracts if they make it a main concern or top priority.ReferencesComtex News Network.   SBA Unveils New Web Site to Help Women Business Owners Get Federal Contracts.   U.S. Newswire, September 12, 2000.Office of the Press Secretary.   Executive Order 13157-Increasing Opportunities for Women-Owned Small Businesses.   Compilation of Presidential Documents, May 29, 2000.Page, David.   Certification growing in popularity among women-owned businesses.   Dolan Media Newswires.   March 18, 2006.Seck, Kathyrn. Kerry Floor Statement on Increasing Federal Procurement Opportunities for Women-Owned Businesses.   U.S. Senate Committee on Small Business a nd Entrepreneurship.   May 23, 2000.

To Kill A Mockingbird by Harper Lee Analysis

To almost extent, the characters in some(prenominal) stories witnessm to be ruled by inflexible brains, disadvantages and peculiar(a) loving values and attitudes. Explain and equate how each writer re ext deaths with this aspect. You might akin to consider friendly con textual matter and values, prison term, plot, elan and language, as well as the characters themselves. TKAMB and An visionary charwoman be stories whose plot revolves approximately the mind of blemishs, fond status and the attitudes of the epoch in which they ar based.Both texts deal with these issues further in slightly divers(prenominal) ways, because An visionary cleaning lady is a compendious story, there isnt enough space to administer prejudices of wholly the characters in detail except because TKAMB is a novel, over the story although maybe not sayly, the characters, soulfulness-to-somebodyities and viewpoints argon developed until you nooky form an fairly solid idea of what they considerd in and what they were wish.For example, TKAMB is pitch in the 1920s and 30s at which succession the prejudice of whites against unrelentings was very plain even though slavery had been abolished long time before the blacks were treated as fleck sort out citizens. This is a principal(prenominal) mover of the plot and as Scout (Jean Louise Finch) is outgrowth up it started to be buzz clear up appargonnt to her at an early age when she, Jem and Calpurnia visited Calpurnias church Lula stop but she said You aint got no vexation bringin white chillun here they got their own church, we got ourn so later in the story of the visitation of Tom Robinson Vs Mr. Ewell Lemme tell you well-nighthin now, Billy a third said, You know the court appointive him to stage this nigga. , Yeah, but Atticus aims to defend him. Thats what I dont standardised about it in addition the use of the offensive term nigger (deriving from Spanish word negro means black), which tod ay is politic totallyy incorrect, is a cut of the prejudice and sociable split surrounded by blacks and whites at that time.Atticus is an exception to this prejudice as are his children as aunty Alexandra puts it I mean this town. Theyre perfectly hustling to let him do what they are similarly afraid to do themselves. In refer to Atticus defending Tom Robinson, a black person. In An fantastic muliebrity there isnt such prejudices as among blacks and whites but seeing as it is set in the 1800s there is an element of prejudices as between males and females She had never antecedently regarded this commercial enterprise of his as any objection to having him for a husband.Indeed, the necessity of getting life-leased at all cost, a cardinal virtue which all life-threatening m another(prenominal)s teach This means, she does not see her husbands job as a rationalness not to marrying him, after all she take some one to bring in some cash, the idea that women themselves cann ot do so because they are not allowed to work. This explains why Ella Marchmill is at substructure most of the time and has the time to write all the poetry. The fact that she had to pretend to be a man is also a sign of prejudice against women at that time as by chance because nobody would believe such poetry could come from a womans hand.In TKAMB Harper Lee deals with social etiquette and ideals and makes them very apparent and openly deals with them as it is the main question of the plot, in An Imaginative charwoman doubting Thomas Hardy does not openly express the social ideas as prejudice, even vista this may be because they were openly and socially acceptable at the time and unlike TKAMB, An Imaginative Woman is not set in a time of change, such as black rights movements and female liberation movements where raft became widely familiar with, and accepted prejudice was happening.In TKAMB many people who are examples of polar castes in smart set, Aunt Alexandra being on e of them Aunt Alexandra was one of the last of her chassis she had a river boat, boarding school tact let any moral come along and she would uphold it. Aunt Alexandra is fixed into society by morals and personal standards that she considers to be very high and this makes herself see to be upper break society, but she will still gossip She was and incurable gossip and will still larrup in what would seem to be a lower class of society.You also guide examples of people who in contrast are of a lower caste of society for example, the Cunninghams who appear to progress to no money because they are farmers and when the economic crash happened in America it hit them the hardest The Cunninghams never took anything off of anybody, they get along on what they convey, they dont overhear frequently but they get along on it. When Jem tries to describe the caste arranging of Maycomb towards the end of the contain the social attitudes of the time are very apparent Theres four kind s of folk in the world. Theres the ordinary family rail line like us and the neighbors, theres the kind like the Cunninghams out in the woods, the kind like the Ewells down at the dump, and the Negroes This puts richer white people higher up poor white people, higher up white trash and finally above black people. In An Imaginative Woman the idea of social caste is perhaps not so apparent.The main theme of the text is the ideas of mating, as it was in the 1800s carve up was unthinkable otherwise Ella would have left hand-hand(a) her husband She came to some vague conclusions, and since then(prenominal) had kept her heart alive by pitying her proprietors obtuseness and want of politeness Also affairs in marriage was not common place and by-blow children were prejudiced against, it was a widely conceived thought that if a child was not innate(p) to a married couple they were rejects and should be treated thusly.At the end of the obtain Will Marchmills imagination leads him to believe that he and Ellas youngest son was actually the son of Robert Trewes in spite of the fact that they never met, his final line and the final line in the book sums up the ideas of the time about by-blow children Get away, you poor little bratwurst You are nothing to me The idea that you are rejected from society regardless of class of family if you are illegitimate is perhaps the main issue to do with social class in the text, linking although not completely with the idea of class in TKAMB.I have dealt with some ideas of prejudice and class, prejudice against blacks and women, the social status of people in Maycomb and of the Marchmills and other families like them in the 1800s. I have identified that the authors deal with it in unalike ways, Harper Lee is more direct and to the point with describing racism and social etiquette whereas Thomas Hardy suggests it but does not openly say that such things are wrong.The agent for this could be because TKAMB is written from the first person viewpoint and individual beliefs and reasons feature much more in the story line, An Imaginative Woman is written from the third person viewpoint and is as such an key rather than a personal experience, you are distanced from the plot and personal beliefs are left for you to decide. The stories differ again, TKAMB is a novel and whence has more room to describe and exhibition the ideas of the time, whereas An Imaginative Woman is a short story and does not develop as much.The language differs as TKAMB is set in 1920s/30s America and the Deep Southern American colloquial style of speech the text is perhaps more easily interpreted as it is not complex language, the legal injury used are more up to date and understood today. An Imaginative Woman is written in early new English and some of the terms are very outdated and hard to drudge without further help from dictionaries or thesauruses this makes it harder to pick out points from it and to see the prejudice or social attitudes.I have explained about the social attitudes and how they govern people within the stories and I think that this is very important to both stories plots, it helps shape the people and gives you a good idea of what life was like at the time, both stories end tragically in someway or another and I believe this is a deliberate move by both authors to suggest that prejudice and isms (sexism, racism etc) are in the end tragic.