Case Study Marketing: Nyquil

Contextual investigation Marketing: Nyquil Nyquil is a brand of over the counter medication created by Vicks, which is a division of the Procter and Gamble Company. This medication comes in type of syrup and fluid containers and tablets that are utilized to for the treatment of a wide scope of cold indications. Promoting of Nyquil is done both in the local market and universally by the Procter and bet through it Vicks auxiliary that it purchased from Richardson Vicks in 2005.Vicks is known world generally for its advertising of marked customer medicinal services items. Before its securing by PG the Vicks Company had in excess of thirty auxiliaries everywhere throughout the world some of which were procured by PG as well. One of them is the India Richardson Hindustan Limited (RVL) Company that has extraordinarily contributed in the assembling and dissemination of the Nyquil medicate (Richardson Vicks Inc. (RVI)).Nyquil is the main medication suggested by drug specialists for evening time alleviation of cold among grown-ups and it is accessible in excess of 70 nations inside five mainlands where its disseminated by changed PG wholesalers. Medication merchants in drug stores, government and private emergency clinic and pharmaceutical organizations get their Nyquil drugs sent to their nations with the by the makes and the Subsidiaries of PG pharmaceutical items. This physical dispersion of the medication is done through an efficient flexibly chain that spreads from the production to the purchaser. The buying of this medication should either be possible by genuinely visiting the pharmaceutical organizations or by setting on the web offers through site like Amazon.com and Vicks.com Some pharmaceutical organizations that dont produce the Nyquil tranquilize go about as the dispersion places by purchasing the medication in mass from Vicks organization and other pharmaceutical related with PG and they repackage it with course and consent from the producer. Such organizations utilize deals operators who sell the medication either legitimately or through the web. They advertise Nyquil to the wholesalers, private purchasers, medical clinics and once in a while to chosen retail vendors. The wholesalers purchase from such organizations, break the mass and redistribute the medication to the retail dealers in drug stores and little private emergency clinics. This multi channel conveyance of Nyquil has made it simple to send out the medication to different markets everywhere throughout the world. The promoting of the Nyquil sedate has for the longest of time been helped by its image quality. Notice Nyquil to any American and they will comprehend what you are taking about. Truth be told it could similarly qualify as the most mishandled cold over the counter medication since it has a steadying impact on its client. Boundless TV radio and print notice have made item mindfulness and made perfect market introduction for the medication. The fluid variety of Nyquil was tried without precedent for 1966, and formally propelled into the market in 1968 with a few TV and magazine ad and suggestion from the clinical world. Subsequently, Procter and Gamble utilized $ 17 million dollars to advance fluid Nyquil during its dispatch in 1980(New York Magazine 12 Vol. 24, No. 38) Further more, Nyquil has become a typical name to most house holds in American family units and its the for the most part suggested over the counter medication for curing cold side effects. Its motto that considers it The evening time, wheezing, sniffling, hacking, throbbing, best-rest you-at any point got-with-a-cool medication is an eye catcher for anybody showing the referenced side effects of a virus. With this trademark comes a rundown of Nyquil variety, each custom fitted to the various definitions on offer. Progressively over the Nyquil Liquid drug is accessible in scopes of the Soothing Original, Soothing Cherry, and Vanilla Cherry Swirl. The soonest promoting of Nyquil additionally made a specialty showcase for it as the greatest evening time mitigate for cold since it has a fixing that makes somebody tired and assist him with dozing serene. This nature of Nyquil was recently scrutinized by the individuals who didnt need to utilize a virus cure with the goal of dozing right away. To keep up the medications specialty and hold her clients Vicks organization thought of Dayquil, a daytime partner of Nyquil which doesn't contain the quieting fixings or liquor that is found in Nyquil. In this manner, Procter and bet s ready to fulfill both the day time and evening time customers of powerful virus cure. Another promoting technique utilized in the showcasing of Nyquil is the utilization of Nyquil Coupons. This coupons which are dispersed by either Procter and Gamble Sunday News Circular enhancement called PG Brand Saver, from the doctors and allergists, week after week roundabout of drug stores like Walgreens and CVS or in outsider Coupon Sites like Coupon.Com.These coupons empowers to one purchase Nyquil prescription at a limited rate during a recurrent buy and are attempting to draw in and support rehash purchasers of the item. To make it simpler for clients the coupons are accessible in clippable and printable online structure, thus any individual can get to them (Pharmacy Drug Guide.com). Another advancement methodology that was propelled for this item in 2009 was the utilization of web based life Facebook.According to the a client audit the most alluring thing about the Nyquil face book page was that the starting language utilized in it didn't attempt to get you directly to the item yet first informed you regarding the page itself specifying the developing number of its fans so as to cause somebody to feel like he was passing up something. During a similar period it had a free Nyquil T-shirt offer for the Nyquil clients who posted the best tranquil dozing photographs indicated to have been taken after one had taken Nyquil for their virus. As per another blogger, it took just 7 days for the quantity of Nyquil fans to develop from 30199 to 95,125 and in the following twenty four hours they had developed to a hundred thousand. This sort of promoting has made a broad presentation to the item and intrigued purchasers from everywhere throughout the world can without much of a stretch access data on it. As a result, the methodology has helped in making wide spread item information and in beating the basic misguided judgments that contender now and again spread about the item. Other than face book, advertisers at PG utilize various Websites to promote their item. For example, Vicks.com is a site that gives item data on all the varieties of Nyquil prescription and any advancements engaged with its buy and where to look for it. For example, on the Nyquil and Dayquil item data page there is data on the accessibility of Combo bundles of the medication and on the advancement page there is a limited time advert that requests that somebody Search Nyquil on face book to enter the Vicks Nyquil/Dayquil look for the most devoted NFL fan. The Promotion get line is In the NFL there are no days off. Such limited time exercises are planned for engaging the medication to the NFL fans (Vicks.com). The advertisers of Nyquil have additionally been known to showcase the item through making of its interest. This sort of showcasing plays on human brain research by utilizing words that are appealing to the shopper. Most Nyquil commercials Market it as a medicine that that work while an individual is resting. This is deciphered to imply that it doesn't meddle with a people daytime plan. This evening time claim joined with the reality Nyquil tablet comes in Tablet and container structure as well as in fluid structure helped increment the interest for the item. Basically there front Nyquil is seen as the most strong cold prescription. This is a force approach that causes in drawing in shoppers to the item without the maker pushing them to do as such. In spite of the fact that NyQuil contains 25% liquor this cure has become the gold characteristic of cold prescription. Be that as it may, the variety of Nyquil given to kids just come in syrup structure and doesn't contain any liquor. With regards to client care, PG targets giving the best to her Nyquil clients who are spread everywhere throughout the world. The assignment of taking care of such a significant number of clients can be a serious strategic weight and labor weight to one organization. There front, PG as a rule out-sources the client care administration from Public Relation specialists on contract premise. This additional assistance supplements and assists with working up the client aptitudes showed by PG staffs. For example on June 30th, 2003 the organization redistributed the client care ability of Syke Enterprises Incorporated on a multi year contract at an expense of 70 million. Sykes, a reknown mammoth in arrangement of client care administrations was to give client care the board administrations and help give answer for the P G buyer issue and help spare expense. Section 2 In spite of the fact that the above advertising techniques have helped open the business entryways for Nyquil some of them have accomplished diminishing maintainability. For example, at times PG has been blamed for taking part in unlawful advertising procedures in the advancement of Nyquil. Model was in the late 2009 when PG got itself under the examination of the Federal Drug Administration (FDA) for wrongfully touting two Vicks marked over-the - counter medications, Vicks Nyquil in addition to nutrient C and its day time partner Vicks daytime in addition to nutrient C as both a medicine for cold just as a dietary enhancements. The showcasing language utilized on this medications said that they worked by consolidating the incredible multi indication help of Dayquil with over 150% of the suggested estimation of nutrient. This was done as a promoting system during the hour of a pig influenza scourge yet FDA asserted that there isnt all around investigated and confirmed material that s hows nutrient C helps in avoidance of colds. Thus, the organization was given 15 days to alter the infringement (Straczynski). Market contenders of Nyquil have additionally scrutinized the utilization of liquor as a fixing to the medication. This has prompted the uncontrolled maltreatment of the medication is look for the high that is gotten from its overdose. Despite the fact that its makers attempted

Slavery in Latin America Essay -- Latin American History Slavery Essay

Bondage in Latin America Chile History Prior to the appearance of the Spanish in the sixteenth penny., the Araucanians had for some time been in charge of the land in the southern piece of the area; in the north, the occupants were managed by the Inca domain. Diego de Almagro, who was sent by Francisco Pizarro from Peru to investigate the southern district, drove a gathering of men through the Andes into the focal swamps of Chile yet was ineffective (1536) in building up an a dependable balance there. In 1540, Pedro de Valdivia walked into Chile and, in spite of strong obstruction from the Araucanians, established Santiago (1541) and later settled La Serena, Concepciã ³n, and Valdivia. After an underlying time of unending fighting with the locals, the Spanish prevailing with regards to enslaving the indigenous populace. In spite of the fact that Chile was ugly to the Spanish as a result of its disconnection from Peru toward the north and its absence of valuable metals (copper was found a lot later), the Spanish built up a peaceful society there dependent on enormous farms and haciendas worked by indigenous individuals; the yields were sent to Peru. During the long frontier time, the mestizos turned into a sharecropper class, called inquilinos; albeit in fact free, most were by and by bound to the dirt. During the majority of the pioneer time frame Chile was a captaincy general ward upon the viceroyalty of Peru, however in 1778 it turned into a different division essentially free of Peru. Regional cutoff points were poorly characterized and were the reason, after autonomy, of arduous limit questions with Peru, Bolivia, and Argentina. The development toward autonomy started in 1810 under the administration of Juan Martã ­nez de Rozas and Bernardo O'Higgins. The principal stage (1810-14) finished tragically at Rancagua, to a great extent in view of the contention of O'Higgins with Josã © Miguel Carrera and his siblings. In 1817, Josã © de San Martã ­n, with fantastic hardship, brought a military over the Andes from Argentina to Chile. The next year he won the unequivocal clash of Maipã º over the Spaniards. The New Nation O'Higgins, who had been picked incomparable executive, officially broadcasted Chile's freedom Feb. 12, 1818, at Talca and set up a military dictatorship that described the republic's governmental issues until 1833; O'Higgins administered Chile from 1818 until 1823, when solid resistance to his approaches constrained him to leave. During this time the Britis... ... an immature nation met with little achievement, albeit extraordinary individual fortunes were amassed from tin mining by investors, for example, Simã ³n I. Patiã ±o. Clashing cases to the Chaco, which was believed to be oil-rich, welcomed on one more appalling regional war, this time with Paraguay (1932-35). The battling finished in 1935 with the two countries depleted and Bolivia crushed and deprived of the majority of its cases here. Projects for relieving the ills of the country were hampered by military overthrows and countercoups. World War II demonstrated a shelter to the Bolivian economy by expanding requests for tin and wolframite. Universal weight over expert German components in the legislature in the long run constrained Bolivia to break relations with the Axis and proclaim war (1943). Rising costs irritated the fretfulness of the diggers over hopeless working conditions; strikes were ruthlessly smothered. The emergency arrived at a top in Dec., 1943, when the nationalistic, expert digger National Revolutionary Movement (MNR) designed an effective revolt. The system, in any case, was not perceived by other American countries (aside from Argentina) until 1944, when ace Axis components in the MNR were formally evacuated.

Joy of Having Less The Minimalists on the TODAY Show

Joy of Having Less The Minimalists on the TODAY Show Last Christmas the TODAY show asked us to discuss the joy of having less with Kathie Lee and Hoda on their Christmas Day special. The message we conveyed is just as relevant this holiday season: a life with less stuff is a life with more meaning, more freedom, and more time to focus on whats truly important. Enjoy the interview. For other television, radio, and newspaper interviews, visit our media page. Subscribe to The Minimalists via email.

Risk Youth And Juvenile Delinquency The Impact Of...

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Obesity Factors Associated With Type 2 Diabetes - 956 Words

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Qr Codes Free Essays

Companies can place CRY Codes on clothing, brochures, advertisements, banners, and ore. The article debates whether this technology will have a significant impact in the marketing tools a company uses. Companies can use CRY Codes in various ways to market their product. We will write a custom essay sample on Qr Codes or any similar topic only for you Order Now The article discusses how some enthusiasts of CRY Codes wrote a book about this new technology, entitled The Now Revolution. In their book they included several CRY Codes throughout the book that users could scan and receive additional information, graphs, charts, and videos. This took their book to a whole new level by turning it into an interactive process for the consumer. CRY codes an also be used by companies to link not only to their websites, but to their phone numbers, email, text messages, and more. The codes then can be traced by the creator to determine phone users, I. E. Phone, Android, etc. , and geographic locations of the consumers. I think this specific capability of the tool Is very beneficial to companies especially when determining what location to target their marketing. Also, if a company is considering creating an app, they can use this information to determine whether an phone, Android, Windows, or Blackberry compatible app would be most beneficial. In general, it gives companies another means to determine who is interested, how many people are viewing, and what location they are coming from. Another company that currently uses CRY Codes is Best Buy. Best Buy has CRY Codes next to the price tags on TV’s. These codes link to customer reviews of the product that they are Interested in. This application really is helpful for consumers when making big purchases like this. It allows the consumer to immediately check the reviews In the store, which can speed up the transaction process. It may make challenges for salespeople though, since they have Limited control for negative views that they may be linked to. With this, Best Buy can track which TV’s are linked to more frequently and which ones consumers are simply not interested in reviewing information about. CRY Codes help provide companies another way to calculate Brand Development Indexes. They have the ability to use this tool to localize their marketing strategies. They also can use this to determine on a local level how many users in that region are engaged. This information helps the companies establish and measure the core objectives in their marketing plans. It also allows the company o be in control of some Information that consumers can easily be directed to by the appropriate placement of the codes. The concern with CRY Codes is whether they will be used actively In the future. They could be very beneficial to customers and companies, but they need more exposure to get to that point. With the number of smartened users growing rapidly, the readers will be available to more and more people. The more companies begin using codes, the more consumers will start to notice teen. Walt ten ease AT using teen slimly to retrieve a phone mummer I this technology is going to grow in some form or another in the future. How to cite Qr Codes, Papers

Sexual Harassment in Employment Law

Question: Discuss about the Sexual Harassment in Employment Law. Answer: Introduction: In this paper we conduct a comparative and contrast research on the topic of Employers Liability for Sexual Harassment at Workplace. Sexual harassment is a discrimination which is based on sex. When a person is harassed sexually at his workplace, then this would be consider an attack on the personal dignity of the person. Such harassment not only affects the dignity of the person but also affects the effectiveness of their working, and restricts their earning potential. Practices related to sexual harassment not only affects the victim only but it also affects other employees of the company, and disturbs the environment at workplace. Sexual harassment at workplace can be defined as any unwanted behavior which is sexual in nature, and such behavior occurs at the workplace (OHRC, n.d.). Usually, victims of sexual harassment at workplace are women. It must be noted that they are not the only victims. Men can also be the victim of sexual harassment at workplace, but chances of harassment of men are less. Sexual harassment at workplace is experienced by almost 90% Canadian womens, and they admit that they faced such incident once in their lives. In case of men almost 90% mens admit that they witnessed such incident during their working lives. This paper contains the discussion related to liability of employer for those actions of its employees which are outside the scope of employment. We consider and evaluate the divergent point of view on the abovementioned topic. In last we conclude the essay by presenting our view on different concepts of this topic. Sexual harassment at workplace: Before discussing the employers liability it is necessary that we understand the meaning and concept of sexual harassment. Sexual harassment at workplace is the big problem for the Canadian workforce and victim feel afraid and powerless because of which they did not file complaint against such acts. Supreme Court of Canada defines the meaning of sexual harassment at workplace in such manner that any conduct which is sexual in nature and not welcomed by the victim is considered as sexual harassment. Such conduct not only affects the personal and human dignity of the victim but also affect the work environment at work place. Such behavior results in consequences related to earnings and job of the victim. Sexual harassment is another form of sex discrimination (Canadian Labor Relations, n.d.). In Canada sexual harassment is divided in two types that are: Quid Pro Quo sexual harassment: Quid Pro Quo is Latin version of this for that. In the context of workplace it means a favor for a favor. We can understand this with the help of the example, if any supervisor or any other senior authority offers promotion in work to its subordinate or junior employee, if such employee or junior submit his/her employee unwelcome employee behavior. Hostile work environment sexual harassment: this type of sexual harassment is very common at workplace. It includes series of incidents which involves hostility and unwelcome sexual behavior. However we can say that a single incident is sufficient to create environment which is hostile at workplace. For example unwanted verbal, gestures that are sexual in nature (Canadian Labor Relations, n.d.). Canadians has right to file both criminal case against the assailant and can claim for compensation from their employer or from assailant employer in case of sexual harassment at workplace. Employers are financially liable if there is any incident of sexual assault happens at their workplace. This liability of compensation occurred on employer under constructive dismissal labor law claims. In Canada people are aware that they can claim for financial compensation against their employer in case of leaving their job early because of sexual assault, but they are not aware that they can also file civil claim against their employer as well. Victim can file civil claim in case when employer is found vicariously liable for the sexual assault committed by his employee (Sex assault.Ca, n.d.). Vicarious liability means, it is the liability of the employer that he pay compensation in financial terms to the victim. Such liability on employer is important, because in many cases assailant does not have enough financial resources so that he pays to the victim or judgment. Vicarious liability of employer based on the circumstances of the case, and such factors include: Policies framed by employer related to safety and sexual assault. Awareness of employer in the matters related to sexual assault. Circumstances in which assailant establish contact with the victim Exact place where incident of sexual harassment occurred. It is the general rule that employer is liable for the acts done by its employees, and in case of sexual harassment also employer is financially liable for the act of employee whether or not this offence is committed with the person who is fellow employee. In case when victim is fellow employee, then in such case employer is liable to pay both law suit related damages and constructive dismissal termination benefits. In case, when assailant is working under the employer or if any connection is found between the job, victim and sexual assault then victim is cannot seek constructive dismissal termination benefits from the employer of assailant, but victim can seek law suit related damages from the employer of assailant (Viviers, 2016, Christiansen, n.d.). Canada Labour Code states that every employee in Canada has right to work in the environment which is free from sexual harassment. We have already mentioned above that employer is liable for the acts of its employees, and it is clear that it is the duty of the employer that he takes reasonable steps to prevent sexual harassment at workplace. It is necessary that every employer must make some policies after consulting with its employees to deal with the matters of sexual harassment (Government of Canada, n.d.). Law related to sexual harassment in Canada: Canada Labour Code states the rights of the employees to work in environment which is free from sexual harassment, and requires that employer has to take actions to prevent such matters. Canada Labour Code defines the sexual harassment, and according to this Code any conduct, comment, gesture or contact which is sexual in nature cause or likely to cause any humiliation or offence that can be understand on reasonable grounds that person puts condition of a sexual nature on employment, training or promotion. It is necessary that employers introduce the policy related to sexual harassment at workplace (Government of Canada, n.d.). Canada Labour Code state that every employee has right to work in environment which is free from sexual harassment. Canada Labour Code defines that employer must take reasonable steps to ensure that no employee is subject to sexual harassment. Canada Labour Code defines that employer must make some policy to prevent the activities of sexual harassment, and clause 2 of this section defines the contents of the policy which was specified in clause (1) of this section. Following are the contents of policies that employer has made to prevent the sexual harassment at workplace: Policy page must contain the definition of sexual harassment which is specified in the code. Policy paper must contain the statement that every employee has right to work in the environment which is free from sexual harassment. Policy paper contain that employer will take all reasonable efforts to ensure that every employee must work in sexual harassment free environment. Statement that in matter of sexual harassment employer will take reasonable actions against the assailant. Statement which state the procedure to file the complaint against the sexual harassment to the employer. Policy paper contain the statement that employer maintain the confidentiality in this matter, and does not disclose the name of the person who lodge complain against the sexual harassment. It must be noted that employer can disclose the information and name of the person when such disclosure is necessary for the purpose of investigation. Policy paper contains the statement which states the rights of the employees to file complaint under the Canadian Human Rights Act Clause (3) of this section states that it is the duty of the employer that each person in the organization must aware about the policy specified in clause (1) of this section (Canada Labour Code, n.d.). Any person who has recognized by the Federal Law in Canada as an employer must develop a policy that deals with the sexual harassment and employer develop that policy after consulting its employees or with any union which was representing the employees of the company. Courts in Canada impose the liability on employer for the sexual harassment conducted by its employee with fellow employees, customer, client or any other person if such harassment is conducted at the workplace or that incident has any connection with the job of the employee. The Canadian Human Rights Commission summarizes the standard established by court in Canada for the cases related to sexual harassment at workplace. Following is the summary of standard established by Canadian court: Employers are liable for the acts of its employees related to harassment at workplace. Supreme Court of the Canada stated that it is the aim of the human rights law to identify the discrimination, and then eliminate that discrimination. Court further stated that employers are the persons who have the control of the organization, and they are the only people who can reverse the negative impacts of sexual harassment and ensure healthy environment to work for its employees. Therefore, that does not matter what kind of business or workplace it was, employer is responsible to make sure that any employee does not face the problems related to sexual harassment. If harassment occurs then it is the duty of employer to show that he takes all reasonable steps to prevent the harassment (UN Women, n.d.). Parliament of Canada introduced the Canadian Human Rights Act to fight against the discrimination. The intention of parliament behind this was to provide equal treatment and opportunity to everyone in Canada. The main aim of this act was to promote equality in Canada. This commission receives many complaints, and these complaints are settled through meditation or resolved through the process of dispute resolution. In some cases these complaints are referred to Canadian Human Rights Tribunal for adjudication (Canadian Human Rights Commission, 2012). Section 7(1) and (2) of the Ontario Human Rights Code (OHRC) defines the rights of the person to free from harassment related to sex and any other comment which was related to gender at workplace or housing. Section 7(1) states that any person who occupy an accommodation has right to enjoy his accommodation free from harassment related to sex, sexual orientation, gender identity or gender expression by the landlord, agent or any other occupier lives in the same accommodation. Section 7(2) states that any person who is employee of any organization has right to work at place that is free from harassment related to sex, sexual orientation, gender identity or gender expression by the employer, agent or any other employee. Section 7(3) prohibits sexual solicitation by a person who is in a position that he can confer benefit. Section states that every person has right to free from the sexual solicitation by the person who is in a position to confer, grant or deny a benefit to the person if such person making the solicitation knows that it is unwelcome by other person (OHRC, n.d., OHRC, n.d.). Different views regarding this issue: An above stated facts shows that employers are liable for the actions of their employees that are out of the employment contract such as sexual harassment at work place. Peoples have different views regarding the employers liability for the acts of their employees, and whether employer is liable or not for the acts of employees is depend on the circumstances and facts of the case. There are different views regarding this issue which has their own logic, and own facts. In some cases it is justified that employers has vicarious liability for the acts of its employees, but in some cases it seems unjustified to held the employer liable for the acts of its employees which are done out of the employment. In this paper we discuss the question and views whether employer should be held liable or not for the acts of its employees? Prevention is the most effective strategy to stop sexual harassment. It is not possible that harassment reduced by its own, therefore law impose responsibility to prevent sexual harassment on the employer. In Canada employers are responsible to provide healthy work environment to its employees which is free from sexual harassment or does not discriminate between any employees. Law also levy burden on employer to take steps to prevent sexual harassment at workplace. In case if employer does not take reasonable steps to prevent the harassment at workplace then he is liable for the sexual harassment that has occurred at workplace, even if he does not know about the sexual harassment (HRliabrary, n.d.). It is already stated above that vicarious liability is imposed on employer for the acts of employees, but it is necessary to understand that up to what extent employer should be held liable, and standard of liability. First, it is necessary to state that who can be held liable for the sexual harassment at work place assailant, employer or both. Liability for sexual harassment is attached directly to the assailant or vicariously to the employer. It might be possible that court does not impose any liability on employer for the acts of the employees. Second, in case if court held the employer liable for the act of its employees, then up to what extent standards of vicarious liability applied on employer. Usually, employer of the company held liable for the acts of the employees automatically whenever the sexual harassment occurs. There are possibilities that employer is held liable only when he does not take reasonable steps to prevent the sexual harassment at workplace. Third, court must specify if employer is held liable then how liability would occur on employer, and how it would be apportioned between assailant and employer such as it might be levied jointly on both or severally (Smith, n.d.). As OHRC in Canada, has specified that employers are directly responsible to keep their workplace free from discrimination and harassment. It is the duty of the employer that he provides workplace where human rights are respected and employees treated equally and get equal opportunities. Employers violate the provisions of this code when they directly or indirectly violate this code, intentionally or unintentionally violate this code, constructively discriminate, and directly did not infringe the code but ratify such behavior or action which violates the code. When any employee infringe this code in the course of his employment, then in such case employer will be held liable for the acts of its employee. Section 46.3 of the code applied in case of discrimination, not in the case of harassment. Under the provisions of vicarious liability employer is liable for the acts of its employees even he did not know about such act (OHRC, n.d.). In Canada, employer is held liable for the acts of its employees even in case when they are unaware about the act of its employee. Another view related to this legal issue is whether it is right or not to held employer liable for the acts of employees, if employer takes all the reasonable steps to prevent sexual harassment at workplace, and also he is unaware about the act of employee (Berta, 2003). Before going further in this discussion it is important to know in which situations employer is held liable, in following circumstances court held employer liable: When employer does not frame or enforce policy related to workplace harassment. When employer does not conduct any training or education program me related to identification and elimination of harassment at workplace. When employer does not handle or investigate the complaints properly. When employer willfully ignore the acts of harassment at workplace (BH, n.d.). It must be noted that employer should not be held liable in case he proves that he take reasonable care and steps to prevent sexual harassment at workplace, and he proves that he take such steps to prevent sexual harassment. We can understand this with the help of the case law Robichaud v. Canada (Treasury Board). in this case supreme court of Canada held that employer is liable for the acts of its employees in course of their employment. The appeal was filed by Bonnie Robichaud and by the Canadian Human Rights Commission against the decision of the Federal Court of Appeal. Federal Court of Appeal held that Mrs. Bonnie Robichaud was sexually harassed by her supervisor, and employed by the Department of National Defence. In this case Department of National Defence is not liable for the contravention of her rights. Court further held that aim of human rights legislation is to eliminate discrimination. The legislation does not focus on finding the faults, but focus on providing remedies. The Canadian human right act is misunderstood and wrongly interpretate by some people that employers are not liable for the acts of harassment by its employees. This act considered the effects of discrimination and not the causes of the discrimination, and act recognized many remedies which employer can provide to the victim. Only employer can give environment at workplace which is free from harassment, compensation for the loss of wages, and Reinstatement of an employee. This liability on employer also serves the purpose of statutory liability, and these remedies also impose responsibility on the organization that has control and is in the position to take effective remedial action. In the judgment of this case, The Honourable Mr. Justice Le Dain finds section 7 of this act impose liability on the employer of the organization for the acts done by its employees because this section impose restriction on the discriminatory acts that are conducted directly or indirectly. Employer is liable for the discriminatory acts conducted by its employees whether or not they are authorized by the employer. Therefore, judge allowed the appeal (Lexum, n.d., HRCR, n.d.). In my view it is valid if employer is held responsible for the acts of employees in case when employer does not take any measures to prevent sexual harassment at workplace. From the above case law it is clear that employer of the organization are liable under section 7 of human rights act of Canada because sexual harassment is indirectly discrimination between two persons. There are two reasons which can prove that it is important to impose vicarious liability on the employer: First, employers have control over the organization and they are responsible to make the environment healthy for its employees. Employers are the person, who directs the behaviors of their employees, and they have responsibility to share the goods and bad result of their behavior. Employer is entitled for the rewards of the behavior and actions of the employees; similarly he is also liable for the bad behavior and legal liability of the employee. Employer enjoys all the profit earns from the work of its employees, and also grows its enterprise because of the actions of its employees. There we can say that it is the liability of the employer that he also bears the legal liability arises because of action of its employees. Second reason is employer is the person who is the only person that provides some kind of remedies to the victim. In case of injury or harmed to the employee, employer is the most suitable person who can pay these remedies. As we have already stated above that act of Canada and legal system give more importance to provide remedy to the victim, instead of looking for causes of harm. Only employer can give environment at workplace which is free from harassment, compensation for the loss of wages, and Reinstatement of an employee. This liability on employer also serves the purpose of statutory liability, and these remedies also impose responsibility on the organization that has control and is in the position to take effective remedial action (Find law, n.d.). At last we conclude that for this legal issue it is clear that for the benefit of victim it is necessary that employer bears liability for the acts of its employees, and must compensate the victim in case if sexual harassment is occurred at workplace by his employee. Conclusion: This paper contains the discussion related to liability of employer for those actions of its employees which are outside the scope of employment. In this we discuss the legal issue sexual harassment at workplace. In this we first discuss the meaning and law related to sexual harassment in Canada. Supreme Court of Canada defines the meaning of sexual harassment at workplace in such manner that any conduct which is sexual in nature and unwelcomed by the victim is considered as sexual harassment, and section 7 of OHRC and Division XV.1 of Part III of the Canada Labour Code state the provisions related to sexual harassment at workplace. Canada Labour Code states that every employee in Canada has right to work in the environment which is free from sexual harassment. Section 7 of OHRC defines the rights of the person to free from harassment related to sex and any other comment which was related to gender at workplace or housing. In this we state two divergent views related to this legal issue. In some cases it is justified that employers has vicarious liability for the acts of its employees, but in some cases it seems unjustified to held the employer liable for the acts of its employees which are done out of the employment. In this paper we discuss the question and views whether employer should be held liable or not for the acts of its employees, and in last we conclude that it is necessary for justice that employer must held liable for the acts of its employees. References: Canadian Labor Relations. Definition of Sexual Harassment. Retrieved on 5th November 2016 from: https://www.canadianlabourrelations.com/definition-of-sexual-harassment.html. Canadian Labor Relations. Sexual Harassment in the Workplace. Retrieved on 5th November from:https://www.canadianlabourrelations.com/sexual-harassment-in-the-workplace.html. OHRC. Sexual harassment in employment (fact sheet). Retrieved on 5th November from: https://www.ohrc.on.ca/en/sexual-harassment-employment-fact-sheet. Sexassault.Ca. Sexual Assault at Work. Retrieved on 5th November from: https://www.sexassault.ca/work.htm. Government of Canada. Sexual Harassment. Retrieved on 5th November from: https://www.esdc.gc.ca/en/reports/labour_standards/sexual_harassment.page. Government of Canada. Sexual Harassment. Retrieved on 5th November from: https://www.esdc.gc.ca/en/jobs/workplace/employment_standards/labour/sexual_harrassment.page. Canada Labour Code-DIVISION XV.1. UN Women. Employer Liability under Law. Retrieved on 5th November from: https://www.endvawnow.org/en/articles/511-employer-liability-under-law.html?next=512. Canadian Human Rights Commission, (2012). Sexual Harassment Persists in Canada. Retrieved on 5th November from: https://www.chrc-ccdp.ca/eng/content/sexual-harassment-persists-canada. OHRC. Human rights protection against sexual harassment. Retrieved on 5th November from: https://www.ohrc.on.ca/en/policy-preventing-sexual-and-gender-based-harassment/9-human-rights-protection-against-sexual-harassment-0. OHRC. Sexual harassment [16]. Retrieved on 5th November from: https://www.ohrc.on.ca/en/part-i-%E2%80%93-freedom-discrimination/sexual-harassment-16. HRliabrary. Prevention of Sexual Harassment. Retrieved on 5th November from: https://hrlibrary.umn.edu/svaw/harassment/explore/5prevention.htm. Smith, P. J. Letting the master answer: employer liability for sexual harassment in the workplace after faragher and burlington industries. Retrieved on 5th November from: https://www.nyulawreview.org/sites/default/files/pdf/NYULawReview-74-6-Smith.pdf. OHRC. Legal responsibility for human rights at work. Retrieved on 5th November from: https://www.ohrc.on.ca/en/iii-principles-and-concepts/4-legal-responsibility-human-rights-work. Harasement in the workplace: even the CANADIAN human rights TRIBUNAL is not IMMUNE. Retrieved on 5th November from: https://www.bht.com/resources/harassment-workplace-even-canadian-human-rights-tribunal-not-immune-labour-employment. Berta, J. (2003). Employer Liability for the Wrongful Acts of its Employees. Retrieved on 5th November from: https://www.mccarthy.ca/pubs/Wrongful_Acts.pdf. Lexum. Judgments of the Supreme Court of Canada. Retrieved on 5th November from: https://scc-csc.lexum.com/scc-csc/scc-csc/en/item/236/index.do. Canada (Treasury Board) v. Robichaud (1987), 8 C.H.R.R. D/4326 (S.C.C.) Viviers, DJ. (2016). Vicarious liability of the employer in sexual harassment cases: A comparative study. Retrieved on 5th November from: https://scholar.ufs.ac.za:8080/xmlui/bitstream/handle/11660/2557/Vicarious%20liability%20of%20the%20employer%20in%20sexual%20harassment.pdf?sequence=1. Christiansen, W. E. Holding Employers Liable for Employee Wrongs. Retrieved on 5th November from: https://www.hg.org/article.asp?id=19044. Find law. An Employer's Liability for Employee's Acts. https://smallbusiness.findlaw.com/liability-and-insurance/an-employer-s-liability-for-employee-s-acts.html.

Enxhi Caushi Essays - Philosophy, Epistemology, Psychology, Belief

Enxhi Caushi SES360a Homework#8 Decision making process The topic for this homework was the decision making process, how it works, what affects our decisions and the reason we make them wrong so often. When trying to make a good decision, a person must weigh the positives and negatives of each option, and consider all the alternatives, unfortunately that's not how it usually happens. Even though we like to think that we are smart and we mak e conscious decisions, in the first video we understand that that the reason for us taking the wrong decisions is because we have two different decision m aking systems, intuitive and rational decisions. Most of the times we use the first system, the intuitive, which is faster and involves less thinking and more rarely we use the second system which is more logical, all of this due to laziness of our mind and this is the reason for the wrong decisions we often make. Most of the decisions in our life are made without even realizing that we are making one, we make them by intuition. In the New York Times article about Richard Thaler we understand that we actually underestimate people, assuming that they are rational, but as well as professor Kahnemen he says that most of decisions are made by intuition, for this re ason the economic behavior in people is not easy to be predicted. The work done by Richard Thaler not only persuaded many economists to pay more attention to human behavior, a nd many governments to pay more attention to economics , but also won him a Nobel prize. The third reading the author argues that people aren't good in decision making and that they can be influenced by anything, by mood, any life experience, even the weather outside. He says that in order to stop making unnecessary mistakes and wrong decisions we should start using strict algorithms. In conclusion I would like to say that both articles and the video impressed me, because I didn't know any of those things, I didn't know we were so irrational, easily influenced and especially that most of decisions that we make are intuitive and affected by the external factors. I will try to be more careful in my decisions from now on and give myself more time, making my decision slower and in more methodical and mathematical way.

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What Implications Do the Notions Contained within Ideas of New Humanitarianism Have for Disaster Response, Reconstruction and Mitigation in the Developing world - Essay Example They will note many significant events that happened at the end of the XX century and during the first decade of the XXI century. They will talk about the world socialism fall and the end of the Cold War, half-century-long, about the transition of many countries to democracy, about their formation on free market and open society, about a new stage of economic globalization, in the information space, along with the human values and human rights movements strengthening, about freedoms and the struggle of the world community against international terrorism. First, the very humanitarian message is based on the principle of non-partisan, which prohibits the use of this ideology to struggle for gaining power in society, as well as using techniques of suggestion and propaganda during the humanistic enlightenment. From the outset, the first humanitarians rejected the methods characteristic of religious sermons and political parties’ campaigning, involving public-relations technology, hypnosis, and manipulation of consciousness, because they considered them morally and psychologically unacceptable and even offensive to any free and self-respecting person (Held, 1995). Humanistic teachers and educators scrupulously kept the principle of free choice and critical studies, including (perhaps even primarily) humanitarianism relation to the theory and practice. The philosophy of the new humanitarianism can form the basis for planetary noosphere Ethics, resting on the principles of spirituality, multiculturalism, valeological practices and environmental responsibility But the main reason of why most people gradually became, in turn, consciously practice the ideas of humanitarianism, was that this ideology did not invent anything qualitatively new and did not call for anything. It just points to the existing principles and values that were actually recognized, and it was necessary only to clarify, develop and strengthen them. Humanitarianism identified, systematized, exp lained, but did not invent anything new and, of course, these universal moral, civil, educational, aesthetic, ecological, noosphere and other values were not imposed to anyone (Blackham, 1996). Humanitarian assistance is a kind of grant aid (assistance), means for life, distributed free to residents of areas affected by a humanitarian catastrophe, or standing on its edge. International Court of Justice has determined permissible humanitarian aid for the conditions of armed conflict, such as "providing food, clothing, medicines and other humanitarian aid, but that does not include the provision of weapons, weapons systems, ammunition or other equipment, vehicles and materials that can be used to inflict serious bodily harm or cause death. " Humanitarian aid is different from foreign aid due to its urgency and the fact that it is used to relieve the plight of disaster victims. Any person has a right to receive humanitarian aid in case of disaster. The victim has the right to ask for h umanitarian assistance needed to save his or her life and human dignity in a disaster, to receive this assistance from government or other competent organizations. The first organizations, which began providing humanitarian aid, were religious organizations. So-called Missionary Society, which reached their peak in Europe and North America in the XVIII and XIX centuries, was not only engaged in conversion to Christianity, but also provided the inhabitants of various distant countries with humanitarian assistance. They promoted awareness of humanitarian needs in other parts of the world, and in this regard, some particular communities often financed the

A Study Of Lewins Model Management Essay

A Study Of Lewins Model Management Essay In the refreezing stage the company stabilized changes by establishing systems that can establish behavioural pattern in the organisation. A new performance appraisal system based on behaviour and results was introduced to encourage customer service. (Goodstein., D., L. Burke, W., W., 1991) 14 It is not easy for an organisation change its structure and business processes since any change may lead to some level of resistance by the employees. One of the main causes for resistance is the fear of the unknown and loss of what is familiar. There are four reasons of resistance from employee to organisational change including 1) Parochial self-interest, 2) Misunderstanding and lack of trust, 3) Contradictory assessments, and 4) Low tolerance for change. (Buchanan D. Huczynski A., 2004) BA tried to change behaviour by changing the management style from authoritative to participative. BA wished employees participate more in management decision but since this was unfamiliar employers would fall back to the old patterns. 15 A tactic that was used in BA to manage resistance to change was the HR policy which included training guidelines. Such an HR policy is important in making the employees understand and react positively to change. There is also an example where resistance to change hindered the organisations goals and objectives. In an attempt to cut down cost can compete with low cost airlines BA tried implementing a new payment system and also hiring workers for lower salaries. This created insecurity among the employees which ended in a strike that cost the company in millions in 2000. Therefore handling resistance and the HR aspects of the company is vital to a successful change process. 15 REFERENCES 16 Wilson, C.D., (1992), A Strategy of Change, Thomas Learning, London 16 British Airways, 2006, Leaders For Business: What are we looking for?, http://www.britishairwaysjobs.com/baweb1/?newms=info196 (22 December 2006) British Airways, 2006, Our Recruitment Process: The Assessment Process, http://www.britishairwaysjobs.com/baweb1/?newms=info48 (22 December 2006) 16 Paton, R.A. McCalman, J. (2008) Change Management 2nd ed. Sage Publications, London 16 Cellars, T. (2007), Change Management Models: A Look at McKinseys 7-S Model, Lewins Change Management Model and Kotters Eight Step Change Model, Associated Content, [Online], http://www.associatedcontent.com/article/237685/change_management_models_a_look_at_pg5_pg5.html?cat=3, accessed on 30 November 2009 16 Green, M. (2007), Change Management Masterclass, Kogan Page Limited, Philadelphia 16 Syque. (2007). Lewins freeze phases. Retrieved April 12, 2007, from Changing Minds 16 12Manage. (2007, April 9). 7-S framework (mckinsey). Retrieved April 12, 2007, from 12Manage Web site: http://www.12manage.com/methods_7S.html 16 Chapman, A. (2006). Change management. Retrieved April 12, 2007, from Business Balls Web site: http://www.businessballs.com/changemanagement.htm 16 Mind Tools. (2007). Lewins change management model: Understanding the three stages of change. Retrieved April 12, 2007, from Mind Tools Web site: http://www.mindtools.com/pages/article/newPPM_94.htm 16 Morgan, O. (n.d.). Organization management part 1. Retrieved April 12, 2007, from Oliver Morgan Web site: http://www.omorgan.info/download/Part%20I/organisation_management_Part_I.pdf 16 Recklies, D. (2007). The 7-s-model. Retrieved April 12, 2007, from Recklies Management Web site: http://www.themanager.org/Models/7S%20Model.htm 16 Johnson G and Scholes k (2002) Exploring Corporate Strategy, Prentice Hall, 6th ed. 17 INTRODUCTION British Airways Plc, renowned in the world as a leading airline, operates international and domestic scheduled and charter passenger services, freight, mail as well as ancillary services. Including 6 domestic flights, British Airways serves nearly 150 destinations. New code share arrangements agreed with Finnair, Iberia and Cathay Pacific are included in BAs global alliances. The airline operates in geographical areas such as the UK, Europe, America, Africa, Middle and Far East, Australasia and Indian sub-continent. For the year ended March 2009, the company generated revenues of  £ 8,992 million which is an increase of 3.1% on the  £ 8,753 million revenues generated in the year ended 2008. The net loss of the company was  £358 million during the 2009 financial year, showing a major decrease from the  £696 million profit in the previous year. British Airways Plc was formed from the airlines,  BOAC,  BEA, Cambrian Airways  and Northeast Airlines on 1 September 1974 through  nationalisation  by the Labour Government. In February 1987, thirteen years later, the company was privatised. Measured by passenger numbers, British Airways was the largest airline of the UK until 2008. British Airways is listed on the  LSE  and is a constituent of the  FTSE 100 Index. The airline celebrated its 35th anniversary on 31 March 2009. Change management According to cook et al (2004) change management is a set of processes that is employed to ensure that significant changes are implemented in an orderly, controlled and systematic fashion to effect organizational change. One of the goals of change management is to reduce resistance to change in order for organizational members accept the change and thereby achieve the organizations goal of a smooth transformation. Change management can be seen to have five specific stages that must be realized for an organisation to be successfully implementing change. Firstly the organisation must know why a specific change or series should be brought about. Secondly the organisation must be motivated and desire to go through this particular change. Thirdly the organisation must posses the knowledge of how to carry out the change. Fourthly the organisation must acquire new skills and behaviours that are necessary for the change to occur. Lastly the organisation must become sustainable by making these new behaviours their usual practice. Further according to Wilson (1992) change can occur mainly in two dimensions depending on the theories and models used. This view explains that change can be either planned or unplanned. Also change can be described in terms of the process or implementation strategy. The issues of understanding and managing change within an organisation depend on the change approach that is selected by the organisation. Organisational Structure British Airways operates as a group of companies whose main industry sectors are international and domestic scheduled and charter air services carrying passengers, freight and mail as well as providing supplementary services. The group consists of British Airways Plc and a number of subsidiary companies, including British Airways Holidays Ltd, British Airways Travel Shops Ltd etc. The two main operating bases of the company are Heathrow and Gatwick airports and has established in branches around the world. The company is listed in several stock exchanges including LSE, Munich, US etc. British airways together with its partnerships have managed to extend its network thus entering all significant markets. As for the structure of BA, it has suffered a shift from modern to post modern to post modern organisational structure i.e. it has moved from mechanistic to more organic style of operation. The operations of BA can be analysed departmentally into Planning, Distribution and mileage partnerships, Marketing communications, Global contact centres, eCommerce, Triton Programme, Revenue management, AirMiles Travel Company, Travel Shops, BA Holidays, BA travel Clinics, Corporate communications, BA world Cargo, Ground Operations, BA engineering, Information management, BA shares etc. Each division has its own functionalities to perform, goals and objectives to meet which contributes to corporate aims and objectives. Department Responsibility Planning Planning fleet, network, schedule, infrastructure, resources, property Distribution mileage partnerships Ensure that customers can book pay and ticket a booking through the website, contact centres, shops, travel agents around the world Marketing communications Marketing communications, advertising, promotions, gain insight into customer needs Global contact centres Delivers services to customers who prefer using the phone eCommerce Major projects to broaden the range of transactions customers can do on their own, improve quality of online channels Triton Programme The 10 year contract with Amadeus, leading provider of travel industry systems Revenue management Monitors, controls, forecasts sales working to improve profitability AirMiles Travel Company Carries out customer loyalty programmes Travel Shops Provides personal services and expert advise from well travelled consultants BA Holidays Sells holiday packages travel Clinics Offers travel health advice and comprehensive vaccination service Corporate communications Protects and manages the global reputation ensuring that a wide audience are aware of the airlines news and developments. world Cargo Provides freight, mail and courier services Ground Operations Management of Customer services and terminal operations with safety and security Engineering Responsible for aviation maintenance providing full support for the fleets Information Management Responsible for all IT across the BA group and plays a fundamental role in shaping the future of the airline BA shares Responsible for all investor relations Table 1: Departmental Analysis of British Airways Market Environment PEST Analysis The Airline industry has become extremely competitive due to the budget airline and the current unfavourable economic conditions. All player compete for the market share in an environment where the bargaining powers of customer have increased and there is no control over the powers of fuel suppliers and prices. In the current economic conditions there is limited growth in volume and demand for air travel has declined significantly. The PEST analysis shows the external factors that affect the organisation and its change processes. It also reveals the changes the organisation must make in order to remain competitive in adverse market conditions. Thus, this section looks into the external environment of British Airways since change strategies are affected by the factors and changes in the macro environment. Such changes could bring about favourable or adverse effects on the companys turnover and growth. The PESTEL framework has been applied to examine the external factors and its impact on the company. Political and Legal Factors Developments in the political and legal factors can have a high impact on the airline industry. Political developments include changes in governmental policies, international regulations and legislations, government taxes on air travel, political and economical relationships with counties, changes in airport and aviation rules etc. Some of the developments have a favourable impact on the company while some others will have an unfavourable impact. The EU policy has increased air travel and therefore has been a positive impact on the airline industry. On the other hand, increase of government taxes has adverse results on the industry since demand for air travel declines due to high airfare. Economical Factors Economic developments such as increase in fuel prices, unfavourable currency and interest rates, recession, inflation, increase in unemployment has a negative impact on British Airways. In such environments leisure travel declines because people have less disposable income and business travel declines because corporate spending is reduced. Also recession negatively impacts on growth of companies in terms of expansions and buying additional aircrafts. On the other hand, changes such as economic boom, deflation could favourably contribute towards a companys performance. Social and Environmental Factors Airline industry is constantly under pressure for various environmental pressure groups due to high CO emission, noise and the effects on the climate. Also outbreaks of diseases such as such as Swine Flu can decrease air travel. Another aspect that could reduce air travel is safety related issues such as acts of terrorists and crashes. Technological Factors Changes in technology have shown negative and positive impacts on the airline industry. The positive impacts have been safety, cost reduction and ease of booking and planning travel online. On the other hand due to new technological developments such as advanced meeting facilities business travel is not necessary to the same extent as before. BA and Ryanair British Airways aims to operate a high quality service to its customers at a affordable price. It operates long and short haul flights to many destinations around the world and ensures comfort while taking the passengers closer to their destination. British airways mainly operate in three areas, namely passenger transport, cargo and mail services. British airways aim to understand its customers needs and operate accordingly. The company has a strong brand image and the employees are expected to work up to its standards. The organisational structure can be regarded as a flat type because it has only one level of hierarchy that separates Managing Directors at the top from bottom-line employees. On the other hand Ryanair operates on a no- frill strategy which means that the passengers are not provided with any extra facilities and operates simply as a point to point transportation service. It has grown largely in Europe by attracting customers who prefer low ticket prices thereby reducing the market share of British Airways. It mainly operates short haul flights to destinations which are secondary airports. Factors Affecting Change Management According to Paton and McCalman (2008) Change management can be defined as a planned process for changing a core function or organization of an enterprise. Change Management is an organized, systematic application of the knowledge, tools, and resources of change that provides organizations with a key process to achieve their business strategy. (Lamarsh 2000). With the aid of technology the industries and products are congregating which means each firm has to take a very holistic approach to the marketing of goods and services. Paton McCalman (2000). Factors driving change Most organisations change when internal and external environments change. The factors that initiate the need for organisational change can be two fold. The first factor can be called an External Trigger which involves the activities and innovations of competitors, change in customer requirements, legislation and government policies, and so on. Economic change can create the need for change. Also, due to the EU policies many companies had to change their practices and procedures. Environmental pressure groups that impose pressure due to adverse environmental effects can force a company such as BA to change its processes to make it climate friendly. The second factor can be called the Internal Triggers including new product and service design, innovations, appointments of new directors, new ideas on how to achieve service quality etc (Buchanan D. Huczynski A., 2004). The British Airways privatization program that changed the companys ownership was launched due to the impact from such triggers. The aims and objectives of this programme was to improve the organisations performance and gain a competitive advantage over its competitors. According to the change model described by Lewin, organisational change occurs in three stages. The first stage is called Unfreezing which reduces the forces which maintain behaviour as it is currently and recognition of the need for change occurs. The second stage is called Movement which is the development of new practices and the implementation of the change. The final stage is named as Refreezing which is stabilizing the changes that occurred and reinforcement through supporting mechanisms. (Mul lins, J., L., 1999) Involving People It is essential that the organisation manages its human resources in a manner that is favourable to the change process. It is important that the employees understand and support the change in order to have a smooth transformation. If the change managers can make the people involved to see the common objectives and mutual benefits that the change will bring about it helps in making the change more successful (Paton McCalum, 2000). However, each individual will react to change in a different manner. The factors that affect how individuals will react to change are manifold, namely the organisational culture, the reasons for change, factors of change, leadership aspects and organisational structure. The change management style and approach are important aspects with regards to involving the employees of the organisation. Change management requires a considerable amount of skill and previous experience on the management of the organisation. It is important to consider each individuals pe rception and attitude towards the process for it to be a success. For example during the second stage of change, BA developed tactics and programs to bring the vision of the top management-level to the bottom-line employees throughout the organisation. Thus the internal structure and systems were changed and also a permanent training center was established to promote staff training. Stakeholders It is important that the company analyses its stakeholders since the change will have an effect on them. Communication is vital to involve all stakeholders in the process so that the change is successful. It is also important to categorise your stakeholders according to their power and interest involving the change. There are some aspects regarding stakeholders and the change process that should be taken into consideration. Differentiating and grouping employees and deciding how to deal with different types, planning communication in both directions and also looking after the interests off all individuals. There are mainly four types of stakeholders, blockers, sponsors, champions and sleepers Green (2007). Blocker have high power but low level of commitment, while the sponsors have high power and high commitment. Also Champions have high energy and high commitment while sleppers have both low power and low commitment to change. For a successful change it is important to identify the stakeholders with high power and commitment. British Airways has a number of stakeholders who have various interests in the business and from whom the company expects different things. There have been conflicts between these stakeholders due to their differing interests as well as formations of coalitions. It can be observed that most stakeholders have an interest in the organisation performing well. In the above context it is important that the stakeholders are analysed according to the power and commitment grid so that change can be successful. Planning the change The change process must be planned and it is advisable to use models of change and also consider the impacts of resistance to change. Two different change models are discussed in the following section, namely the Mckinsey 7-S model and Lewins Model. The basic principle of the model is that there are seven internal aspects of an organization that need to be aligned if it is to be successful. The 7S model can be used in a wide variety of situations such as improving the performance of the company. The McKinsey 7S model contains seven interdependent factors which are categorised as hard or soft elements. Hard elements are strategy, structure, systems and soft elements are shared values, skills, style and staff. The Hard elements are easier to identify and influence while the soft elements are more difficult to manage but equally important for a successful transformation. The model depicts the interdependencies of these elements in terms of how a change in one element affects the others. According to the model the seven elements must be aligned. In the case of BA, the model can be used to identify what needs to be realigned to improve performance during other changes in the company. What ever the change is this model can be used to understand the interrelationships. Further it can be used to analyse the current position, proposed position and identify the gaps between the two. It is also necessary to adjust these elements to make sure the company works effectively. Now lets examine Lewins change model. According to Lewin, there are three stages of change in an organisation which are unfreezing, movement, and refreezing. Unfreezing Stage accordingly, the first step for BA is to unfreeze present pattern of behaviour to manage resistance. In this stage change did make an impact on individual level due to the implementation of Downsizing of Workforce policy to restructure the organisation. This policy reduced hierarchy, and allowed worked to be carried out easily thus improving performance. (Shibata., K., 1993) The downsizing was achieved through compassion. BA also introduced training programs such as Putting People First to help line managers and workers understand the change and the requirements of the industry. Movement Stage The second stage of Lewins Model is movement. During this stage BA used tactics and programs to bring the vision of the top management and line employees. In support a number of new systems where implemented. (Goodstein., D., L. Burke, W., W., 1991) Refreezing Stage In the refreezing stage the company stabilized changes by establishing systems that can establish behavioural pattern in the organisation. A new performance appraisal system based on behaviour and results was introduced to encourage customer service. (Goodstein., D., L. Burke, W., W., 1991) Resistance to change It is not easy for an organisation change its structure and business processes since any change may lead to some level of resistance by the employees. One of the main causes for resistance is the fear of the unknown and loss of what is familiar. There are four reasons of resistance from employee to organisational change including 1) Parochial self-interest, 2) Misunderstanding and lack of trust, 3) Contradictory assessments, and 4) Low tolerance for change. (Buchanan D. Huczynski A., 2004) BA tried to change behaviour by changing the management style from authoritative to participative. BA wished employees participate more in management decision but since this was unfamiliar employers would fall back to the old patterns. A tactic that was used in BA to manage resistance to change was the HR policy which included training guidelines. Such an HR policy is important in making the employees understand and react positively to change. There is also an example where resistance to change hindered the organisations goals and objectives. In an attempt to cut down cost can compete with low cost airlines BA tried implementing a new payment system and also hiring workers for lower salaries. This created insecurity among the employees which ended in a strike that cost the company in millions in 2000. Therefore handling resistance and the HR aspects of the company is vital to a successful change process.

Batayang Konseptwal

Element Arrangement The elements show a periodic recurrence of chemical and physical properties when they are arranged in order of increasing atomic number. Elements in the same vertical column are known as groups and the horizontal rows of elements are called periods. All elements in a specific group have equivalent outermost, or valence electron, configurations which accounts for the similarity in the number and type of chemical bonds these elements form. In moving from element to element across a period or down a group, chemical and physical properties change gradually. Most of the elements are metals that chemically tend to lose electrons and form positive ions. The relatively few nonmetals appear in the upper right-hand section of the chart except for hydrogen. The nonmetals have a tendency to react chemically with metals and gain electrons to form negative ions. Nonmetals often bond to each other by forming covalent bonds. Alkali Metals: Highly reactive elements that combine with many nonmetals to form ionic solids (salts). They also form compounds with oxygen that dissolve in water to create solutions that are strongly basic (alkaline). Alkaline Earth Metals: Very reactive elements that form ionic compounds with nonmetals. Many of their oxygen compounds are found in deposits in the ground. Transition Metals: Generally less reactive than the alkali and alkaline earth metals, these elements vary in physical and chemical properties. Many form important alloys with one another and other metals. Several of the transition elements can form more than one positive ion. For example, iron can form more than one compound with a given nonmetal since it exists as two different ions, Fe 2+ and Fe 3+. Lanthanides: Series of transition elements between lanthanum (La) and hafnium (Hf). These elements are found together in nature and they are similar chemically. Actinides: Series of transition elements between actinium (Ac) and rutherfordium (Rf). Many can be prepared in minute quantities only. They tend to form insoluble compounds. Noble Gases: Elements exhibit limited chemical reactivity though the heavier noble gases show degrees of reactivity. These elements have generally complete electron shells. Halogens: Reactive elements that form compounds known as halides. Several halogens including chlorine, fluorine and iodine, have important applications in everyday life. Other Metals: Also referred to as post transition metals. Aluminum is the most abundant metal on earth. Lead, tin and mercury have industrial uses. Other Nonmetals: Includes chemically reactive elements important for life on the planet, such as carbon, oxygen, nitrogen and phosphorous. Photography is the art, science and practice of creating durable images by recording light or other electromagnetic radiation, either electronically by means of an image sensor or chemically by means of a light-sensitive material such as photographic film. [ The camera is the image-forming device, and photographic film or a silicon electronic image sensor is the sensing medium. The respective recording medium can be the film itself, or a digital electronic or magnetic memory. [4] Photographers control the camera and lens to â€Å"expose† the light recording material (such as film) to the required amount of light to form a â€Å"latent image† (on film) or â€Å"raw file† (in digital cameras) which, after appropriate processing, is converted to a usable image. Digital cameras use an electronic image sensor based on light-sensitive electronics such as charge-coupled device (CCD) or complementary metal-oxide-semiconductor (CMOS) technology. The resulting digital image is stored electronically, but can be reproduced on paper or film.

Analysis of Little Women

The little women's story begin when Meg and Joy are teenagers and the two youngest are entering adolescence. Their family is in the poorest period since the father is serving in the army. At this time, Laurie, a rich boy, move to this town and become girls' close friend. Each of the girls faces their moral demons when they grow older. Joy strives hard to be a great writer. The bashful girl Beth has to conquer shyness, while Amy, the youngest one, has to fight against her bosom enemy aristocratic pride.Finally, Meg gets married with Laurel's gentlemanliness tutor, John Brooke. After Joy refused the courtship of Laurie, she goes to New York to pursue her ambition, in where she meets a learned German expatriate Professor Bear, who helps her a lot in writing. Amy takes up advanced studies of painting in Europe following Aunt Carroll, unexpectedly fall in love with Laurie. They go back home when Beth dies at an early age. Joy also returns home and cares for her beloved family. Amy There a re 1000 Hamlets in 1000 people's eyes.However, I should say, Amy is so as well. Someone think that she is stagy; someone consider her as a childish girl; while, in my opinion, she is a very kind girl. She Is described by the author as a girl who own curled golden hair and blue eyes. As an aristocratic young girl, Amy dreamt of marrying a wealthy man, which became true that achieved by marrying Laurie. Since Amy is the youngest one in her family, she was often bullied by her sisters In some sense. When they had a role play in the family, Amy always acted the character which as abandoned by everyone.She compromised to her sisters even though she already said that she would not. At the end, she gave up on art because she thought herself to be lacking of talent. Nevertheless, she had a happiness marriage with Laurie and gave birth to a daughter. The movie vs.. The book The movie Is edited and adjusted based on the director's comprehension. Writing about the differences between the book and the movie of The Little Women, I want to focus on two main aspects: the story and the characterization.The first two chapters of the book are cut down In the film. In addition, several significant details are disappeared In the film, such as the conservation between Joy and her mother talking about how Joy could control her Irritable temper and the endeavor Amy made for being a grace lady. The lack of the details results In the ambiguous presentation of the character's personality. We cannot see fully the tomboyish nature on Joy and the challenge she faces because of this personality which Is wrote In details In the book.What's more, there Is no mention about Beet's bashfulness. I am not aware of how shy Beth Is until reading the book. Actually, the film and the novel are obviously different on the story and the depiction of the character. Analysis of Little Women By Militarily in my opinion, she is a very kind girl. She is described by the author as a girl who Amy is the younge st one in her family, she was often bullied by her sisters in some The movie is edited and adjusted based on the director's comprehension. Writing of the book are cut down in the film.In addition, several significant details are disappeared in the film, such as the conservation between Joy and her mother talking about how Joy could control her irritable temper and the endeavor Amy made for being a grace lady. The lack of the details results in the ambiguous presentation of challenge she faces because of this personality which is wrote in details in the book. What's more, there is no mention about Beet's bashfulness. I am not aware of how shy Beth is until reading the book. Actually, the film and the novel are obviously

Building Sentences With Participial Phrases

This exercise will give you a chance to apply the principles of building sentences with participial phrases. Instructions Combine the sentences in each set below into a single clear sentence with at least one participial phrase. Heres an example: I stood on the roof of my apartment building at dawn.I watched the sun rise through gray clouds. Sample combination: Standing on the roof of my apartment building at dawn, I watched the sun rise through gray clouds. When youre done, compare your sentences with the sample combinations on page two. Exercise: Building Sentences with Participial Phrases The dishwasher was invented in 1889.The dishwasher was invented by an Indiana housewife.The first dishwasher was driven by a steam engine.I took small sips from a can of Coke.I was sitting on the ground in a shady corner.I was sitting with my back against the wall.I was sitting on the window ledge.The ledge overlooked the narrow street.I watched the children.The children were frolicking in the first snow of the season.The first edition of Infant Care was published by the U.S. Government.The first edition of Infant Care was published in 1914.The first edition of Infant Care recommended the use of peat moss for disposable diapers.The house sat stately upon a hill.The house was gray.The house was weather-worn.The house was surrounded by barren tobacco fields.I washed the windows in a fever of fear.I whipped the squeegee swiftly up and down the glass.I feared that some member of the gang might see me.Goldsmith smiled.He bunched his cheeks like twin rolls of toilet paper.His cheeks were f at.The toilet paper was smooth.The toilet paper was pink.The roaches scurried in and out of the breadbox.The roaches sang chanteys.The roaches sang as they worked.The roaches paused only to thumb their noses.They thumbed their noses jeeringly.They thumbed their noses in my direction.The medieval peasant was distracted by war.The medieval peasant was weakened by malnutrition.The medieval peasant was exhausted by his struggle to earn a living.The medieval peasant was an easy prey for the dreadful Black Death.He eats slowly.He eats steadily.He sucks the sardine oil from his fingers.The sardine oil is rich.He sucks the oil with slow and complete relish. Exercise Answers Here are sample combinations for the 10 sets of sentence-building exercises on page one. Keep in mind that in most cases more than one effective combination is possible. Invented by an Indiana housewife in 1889, the first dishwasher was driven by a steam engine.Sitting on the ground in a shady corner with my back against the wall, I took small sips from a can of Coke.Sitting on the window ledge overlooking the narrow street, I watched the children frolicking in the first snow of the season.Published by the U.S. Government in 1914, the first edition of  Infant Care  recommended the use of peat moss for disposable diapers.The gray, weather-worn house sat stately upon a hill surrounded by barren tobacco fields.Fearing that some member of the gang might see me, I washed the windows in a fever of fear, whipping the squeegee swiftly up and down the glass.Goldsmith smiled, bunching his fat cheeks like twin rolls of smooth pink toilet paper.(Nathanael West,  Miss Lonelyhearts)The roaches scurried in and out of the breadbox, singing chanteys as they worked and pausing only to thumb their noses jeeringly in my direction.(S. J. Perelman,  The Rising Gor ge)The medieval peasant, distracted by war, weakened by malnutrition, exhausted by his struggle to earn a living, was an easy prey for the dreaded Black Death.He eats slowly, steadily, sucking the rich sardine oil from his fingers with slow and complete relish.