What Does Viviparous Mean

Viviparous organisms are those that give birth to live young, rather than laying eggs. The young develop within the mothers body. Viviparous Etymology The word viviparous stems from the  Latin word vivus, meaning alive and parere, meaning to bring forth. The Latin word for viviparous is  viviparus, meaning to bring forth alive. Examples of Viviparous Marine Life Examples of marine life that are viviparous include: Marine mammals such as whales and dolphins, pinnipeds, sirenians, and sea ottersSome sharks, including blue sharks, white sharks hammerhead sharks, and bull sharks, andSome other fish species, (e.g., the Pacific ocean perch). Humans are viviparous animals as well. Characteristics of Viviparity Viviparous animals invest lots of time in the development and care of the young. The young often take several months to develop in the mothers uterus, and they may stay with their mothers for months or even years (e.g., in the case of dolphins, who may remain within their mothers pod for their entire lives).   Thus, the mother does not have many young at a time. In the case of whales, although dead whales have been found with multiple fetuses, mothers usually give birth to just one calf. Seals usually have one pup at a time.  This is in contrast to some other marine animals like crabs or fish, which may produce thousands or even millions of young, but the young are usually broadcast out into the ocean where there is relatively little chance of survival. So, while the time and energy investment in viviparous animals is great, their young have a strong chance of survival. Sharks often have more than one pup (hammerheads may have dozens at once), but these sharks grow relatively large in the womb. Although there is no parental care after birth, the young are relatively self-sufficient when they are born.   Viviparous Antonym and Other Reproductive Strategies The opposite (antonym) of viviparous is oviparous, in which the organism lays eggs. A very recognizable example of an oviparous animal is the chicken.  Marine animals that lay eggs include sea turtles, skates, some sharks, many fish, and nudibranchs. This is probably the most common reproductive strategy used by animals in the ocean.   Some animals utilize a reproductive strategy called ovoviviparity; these animals are said to be ovoviviparous. As you could probably guess from the name, this type of reproduction is in between viviparity and oviparity. In ovoviviparous animals, the mother produces eggs, but they develop within her body instead of hatching outside the body. Some sharks and other types of fish use this strategy. Examples include  whale sharks,  basking sharks,  thresher sharks,  sawfish,  shortfin mako  sharks,  tiger sharks, lantern sharks, frilled sharks, and angel sharks. Pronunciation VI-vip-are-us Also Known As Live-bearing, bear live young Viviparous, as Used in a Sentence Viviparous shark species include bull sharks, blue sharks, lemon sharks, and hammerhead sharks. Sources Canadian Shark Research Lab. 2007. Skates and Rays of Atlantic Canada: Reproduction. Accessed November 30, 2015.Denham, J., Stevens, J., Simpfendorfer, C.A., Heupel, M.R., Cliff, G., Morgan, A., Graham, R., Ducrocq, M., Dulvy, N.D, Seisay, M., Asber, M., Valenti, S.V., Litvinov, F., Martins, P., Lemine Ould Sidi, M. Tous, P. and Bucal, D. 2007.  Sphyrna mokarran. In: IUCN 2012. IUCN Red List of Threatened Species. Version 2012.1. Accessed November 30, 2015.Dictionary.com.  Viviparous. Accessed November 30, 2015.Harper, D. Viviparous. Online Etymology Dictionary. Accessed November 30, 2015.NOAA.  How Many Babies? Science Activity.  Accessed November 30, 2015.NOAA: Voices of the Bay. Fishery Science - Biology and Ecology: How Fish Reproduce.  Accessed November 30, 2015.

A Midsummer Nights Dream by William Shakespeare - 854 Words

A Midsummer Night’s Dream â€Å"Lord, what fools these mortals be (Shakespeare, 1546)!† In the beginning of this play, Hermia refuses her fathers demands to marry Demetrius because she loves Lysander. Her disobedience enrages her father so he presents Theseus with his dilemma, which does not work as well as he had hoped (Gianakaris). Hermia is presented with two alternative options, but neither suits her well. She runs off into the woods with Lysander to get married and from this, a chain of events arises. To make matters even more complicated, Puck is sent out to get the juice of a flower that, when poured in eyelids while asleep, makes people fall in love with the first creature they see. Situations arise from this love juice, and the plot thickens. In this play, Shakespeare creates a social commentary through the use of the themes of love, magic, dreams, and art and culture. â€Å"The course of true love never did run smooth (Shakespeare, 1516).† In this quote from the play, Lysander perfectly sums up one of the most important themes this play has presented to us, the hardships of love. Although a great deal of conflict arises from the romantic entities this play bestows upon us, it is not precisely a tale of love. It isolates the audience from the characters emotions in order to mock the suffering and ailments love presents to those infatuated in it. The cheerful and carefree tone this play has from the very beginning, makes it easy to enjoy the comedic nature of it withoutShow MoreRelatedA Midsummer Nights Dream by William Shakespeare1011 Words   |  4 Pages The play, A Midsummer Nights Dream, by William Shakespeare, demonstrates the difficulties of human love. 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Myth of sisyphus Free Essays

How was the text borrowed from other texts, and with what effects? How has he borrowed from other texts and to what effects? Introduction: Thesis: Campus has borrowed philosophical ideas from other writers which has influenced his interpretation for the existence of an individual mostly described within his works with The Myth of Sisyphus as well as his other well known novels. Prominent in Europe in the 19th and 20th century Existentialism is defined by the slogan Existence precedes Essence. This meaner: We have no predetermined nature or essence that controls what we are, what we do, or hat is valuable for us. We will write a custom essay sample on Myth of sisyphus or any similar topic only for you Order Now We are radically free to act independently of determination by outside influences. We create our own human nature through these free choices. We also create our values through these choices. Paragraph 1: Transition statement: These prominent ideas have been analyzed in various texts to specifically Justify a philosopher’s interpretation for the life of an individual. This particular theme can be seen Through the comparison between Myth of Sisyphus and Dostoevsky works. Though they both believe in the existence of an individual that the society rejects and hat is the existentialist, there are many other instances which makes these two philosophers unique from one another. The Possessed (sometimes translated as The Devils). KRILL Campus says that this suicide, however, is not an act of despair, but a creative act in which Krill hopes, in a sense, to â€Å"become God. † His suicide is essentially an attempt to sacrifice himself and to show the world the absurd freedom that we all have, so that those that follow him might be able to live more freely. Though Dostoevsky wrestled with absurd themes, he ultimately placed his faith in God. In this sense, Campus concludes, he is more of an existentialist than an absurdist. Campus was able to Justify his thinking of suicide and his strong held belief in a life without a god. Paragraph 2: Transition Statement: Focusing on the ideas of faith and the genuine happiness gained from acceptance of it, The Myth of Sisyphus explores it with connection to the story of Oedipus. In accepting their fate, Sisyphus and Oedipus have abandoned hope, and so their fate does not seem horrible to them. On the contrary, they have finally found the only genuine happiness. Oedipus becomes a tragic figure only when he becomes aware that he has killed his father and married his mother. He also remarks that both Sisyphus and Oedipus are ultimately happy, that they â€Å"conclude that all is well. † Sisyphus: He knows that he will struggle forever and he knows that this struggle will get him nowhere. This awareness is precisely the same awareness that an absurd man has in this life. The above point also relates to Oedipus where he knows that being acceptable for his his situations and faith, his point of view for society will change and will learn to decide his own faith. Redeem of choice- being able understand that only you control your own life. Campus identifies Sisyphus as the archetypal absurd hero, both for his behavior on earth and for his punishment in the underworld. He displays scorn for the gods, a hatred of death, and a passion for life. Going against Dostoevsky ideas on faith and religion Paragraph 3: Transition Statement: The futility of ones life is an evident theme in Homer’s and Camas’s interpretation for The Myth of Sisyphus. Both homer and Campus address the futility of Sisyphus labor. Futile punishment dead to their unnecessary and extreme punishment Campus also emphasizes this idea in his interpretation for the myth of Sisyphus. Working as a hig hwayman, Sisyphus had been condemned to a punishments for his ‘immoral’ acts. He was punished for the letting out the secret of a misdeed that was done by the Greek god Jupiter. Jupiter wrongdoings for abducting Ageing was of less concern than Sisyphus act of telling; hence, Sisyphus was punishment with a futile labor of rolling a rock up a hill. The futility of this punishment is that the rock will eventually roll down and Sisyphus would have to start again. These events show the absurdist of the society through the extremes present in both the texts. This very idea has influenced Camas’s writing and has been evident in his novel â€Å"The outsider† In the novel The Outsider , Muralist is punished for his unmindful murder of an Arab; however, society does not seem to punish him for that. Due to his reticent and emotionless personality, Muralist is rather punished for his supposedly inhumane reaction towards the death of his own mother. Most of the witnesses had not been there during the murder at all. They were all present only during the funeral and could only talk about that particular event. Due to the high emphasis on his mother’s death, Muralist was given a death penalty as the society rejected his individualism. This tells us the absurdity of their punishment as they were both completely unjust. They both are happy at the end and accept their fates. Conclusion: Through the different philosophical ideas present in the above texts, we see how writers have mold deed Camas’s thinking which are evident in his works of literature. Sisyphus: He displays scorn for the gods, a hatred of death, and a passion for life. Dostoevsky and Campus show contrast in their manner of thinking about individualism. Being Russians- from religious; French- didn’t matter. Dostoevsky ultimately concludes that we cannot live without faith, while Campus believes that we can. Muralist abhorrent towards anyone who tries to change his views on god- Muralist agitated but remains and stands strong for his point of view even though society punches him with it to the ground. Overall, most of the philosophical ideas of Campus are present within in works of literature are influenced by the great writers of philosophy in the 19th and 20th century. How to cite Myth of sisyphus, Papers

Quantitative Methods free essay sample

A silver dollar is flipped twice. Calculate the probability of each of the following occurring: (a) a head on the first flip (b) a tail on the second flip given that the first toss was a head (c) two tails (d) a tail on the first and a head on the second (e) a tail on the first and a head on the second or a head on the first and a tail on the second (f) at least one head on the two flips Susan Williams has been the production manager of Medical Suppliers, Inc., for the past 17 years. Medical Suppliers, Inc., is a producer of bandages and arm slings. During the past 5 years, the demand for No-Stick bandages has been fairly constant. On the average, sales have been about 87,000 packages of No-Stick. Susan has reason to believe that the distribution of No-Stick follows a normal curve, with a standard deviation of 4,000 packages. We will write a custom essay sample on Quantitative Methods or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page What is the probability that sales will be less than 81,000 packages? Susan Williams has been the production manager of Medical Suppliers, Inc., for the past 17 years. Medical Suppliers, Inc., is a producer of bandages and arm slings. During the past 5 years, the demand for No-Stick bandages has been fairly constant. On the average, sales have been about 87,000 packages of No-Stick. Susan has reason to believe that the distribution of No-Stick follows a normal curve, with a standard deviation of 4,000 packages. What is the probability that sales will be less than 81,000 packages? -

College Algebra I Essays - Mathematics, Algebra, Linear Algebra

College Algebra I Quetion: y= -3x , y + 3x=2 Answer: substitute y= -3x in for the y in y + 3x=2 y + 3x=2 -3x + 3x=2 0=2 ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ Question: x + 4y=3 , 2x + 8y= -6 Answer: find what x equals x + 4y=3 x + 4y + -4y=3 + -4y x= -4y + 3 then substitute the answer that you got for x into the problem 2x + 8y= -6 and solve for y then the answer you got for y put it in x= -4y + 3 and your answer should be ~ -3=-3 which means anything works it's an IDENTITY ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ question : x + -y=20 , 2x + 3y=0 Answer : find y x + -y=20 x + -x + -y=20 + -x -y= -x + 20 If you do the same thing but find x instead of y you'll get x=y + 20 so, you have -y= -x + 20 , x= y + 20 Substitute -y= -x + 20 in for the equation x= y + 20 should look like this when you substitute: x= -x + 20 + 20 and you end up with the answer: x=20 So, x= 20 take the equation -y= -x + 20 and substitute x in for the x in the equation looks like this: -y= -20 + 20 then you end up with: -y=0 then, x=20 , y=0 If your graphing it your coordinates would be: (20,0) Mathematics

Jamestown Essays - Replica Ships, Free Essays, Term Papers

Jamestown Essays - Replica Ships, Free Essays, Term Papers Jamestown In May of 1607, three small ships ? the Discovery, Godspeed and Susan Constant ? landed at what we know today as Jamestown. On board were 104 men and boys, plus crew members, who had left England on a bitter cold December day. Sailing down the Thames River with little fanfare, they were unnoticed by all but a few curious onlookers. The ships were packed with supplies they thought would be most needed in this new land. Sponsors of the voyage hoped the venture would become an economic prize for England. An earlier undertaking in the 1580s on Roanoke Island, in what is now North Carolina, had failed, but times had changed. England had signed a peace treaty with Spain, and was now looking westward to establish colonies along the northeastern seaboard of North America. Word was that the Spanish had found ?mountains of gold? in this new land, so these voyagers were intent on finding riches as well as a sea route to Asia. Little did the settlers know as they disembarked on this spring day, May 14, 1607, how many and what kinds of hardships they would face as they set out to fulfill their dreams of riches and adventure in Virgini

Industry project Assignment Example | Topics and Well Written Essays - 2250 words

Industry project - Assignment Example Women are expected by culture to remain home and respect their husbands (Shallal, 2011.They also expressed that they felt nervous to work in places that were highly male dominated. In addition, with oil discovery, women have highly expressed reluctance in jobs since their husbands provide everything. It is out of these demands following the career woman in UAE that made them highly dissatisfied with their work. In fact, women exhibited conflicting preferences when it came to working and home chores and usually resulted to absenteeism, poor turn over as well as deteriorated health. According to Les & Baruch, various aspects hindered employees in dispensing their duties. These challenges added to employee dissatisfaction or demoralization in the Middle East. One of the challenges included corruption as well as political interference in the public domain. Moreover, the Organizations in the Middle East were to blame for employee dissatisfaction owing to meager salaries offered as well as unsuitable working conditions in the public sector. Other reason for the employee dissatisfaction was owing to the fact that there were no reward mechanisms to recognize the employee’s efforts. Many employees also did not comprehend their jobs and were very confused with what to do. In addition, the employees did not comprehend what their supervisor’s role was in the work place and their leaders would. The other challenge projected was that the public sector did not offer frequent training to its workers and this made them perform badly. Moreover, Alabdelkarim, Muftah & Hodgson study was an interesting study concerning employee dissatisfaction. The study explained the concept of emiratisation whereby the government offered jobs to the locals who had the required skills. On the other hand, the private sector did not employ locals out of the belief that they were under skilled

Marketing Communication Research Paper Example | Topics and Well Written Essays - 5250 words

Marketing Communication - Research Paper Example Marketing communication is new as compared to the corporate world. While this may sound surprising, it is not so. Some gurus feel that marketing as a process started as early as the advent of the private sector, but that argument is not entirely correct. We must note that while the corporate world first came into the world, there was no need whatsoever to market itself to the public at large – the public followed their bidding as they desired. But today, with the world entirely under the mercy of globalization and corporate expansion, customers have the freedom to choose and spoil themselves with getting the best every single time. So, today, the onus is up to corporate houses, which compete with each other in calling themselves the best. The need to promote and prosper was felt by the business world when it actually started expanding and catering to the needs of the world on a much higher scale. As mentioned earlier, the corporate world was born with marketing communication in its arsenal – it developed as a need of the hour. The ‘need of the hour’ was felt by the business world when globalization struck the world. New players started entering the market. Rival products began to come up. More than anything else, the technology developed on an unimaginably high scale – enough to cater to just about any need of the world. In such circumstances, certain corporate houses, especially those with money, power, and technology, found every reason to cut costs. And when costs were cut, products were more customer-friendly than ever before.

The beginning of the social media Essay Example | Topics and Well Written Essays - 500 words

The beginning of the social media - Essay Example The early social media explorers made gadgets that were called â€Å"boxes† which were homemade devices that were capable of generating tones hence allowing people to make calls as well as get an experimental back end of telephone systems (Peacock, 2011). Social media has various impacts to our lives especially the people who spend most of their times in social networks. Today, social media has enslaved 72% of men and 79% of women (Trusov, Bucklin, & Pauwels 2009). It has become part of our culture and almost everyone has been affected either directly or indirectly. One of the most profound effects of social media is its impact on our interaction with other people in offline situations. Social competency is a very vital ideal, which majorities of the people strive towards; however, it is very evident that social media affects people’s ability competently interacts in an offline setting. Recent studies based on social competency of teenagers and youths who spend most of their time on social media networks are very conflicting. For instance, a research conducted by the national institute of health showed that youths with stronger and positive offline relationships are probably those that frequently use social media networks in a dditional to interacting face-to –face with the peers (Ryan, 2011). Conversely, other studies show that social media is the excellent avenue for most introverted people to interact with others. Most of the people who are not comfortable in face-to-face interactions prefer interacting with other people in the online environment. The growth and popularity of social media is growing at very fast rates due the advancement in technology. The internet plays a very important role in the growth of social media networks. Today, the internet offers us with various social networking sites that enable us to interact with our friends online. Current

Lg Group Developing Tomorrows Global Leaders Management Essay

Lg Group Developing Tomorrows Global Leaders Management Essay Based on the basic management philosophy of: Competition from a global perspective Pursuit of best value for customer, employees and shareholders Become the worlds best business group through management by principle And contribute to social development as a good corporate citizen, Bon Moo Koo as a chairman of the LG Group, one of the three largest Korean chaebols, announced LEAP 2005 as vision of the future. It has a goal of increasing revenue to US$380 billion by 2005 with 50% coming from international sales. Leap 2005 centered on employees and this new vision would lead LG to develop the most rewarding workplace for employees. Mr. Y.K. Kim as the head of the LG Human Resource (HR) team was charged with the task of identifying and developing high potential individual and the global leaders that LG would need in the future. He worked closely with Dr. Michael Lee, Managing director of LG Academy (LGA). They estimated that LG would need approximately 1,400 new global leaders by 2005 with about half would be Korean and the rest would be non-Korean. By 1987, LG had businesses and industries in chemicals, communications, energy, electronics, finance, insurance, machinery, metals, sports and trade. Even though LG was strong in Korea, it was not an international technology or quality leader in any of its business segments, especially relative to world-class foreign competitors. A new corporate identity program was launched in 1995, Lucky-Goldstar Group officially changed its name to the LG Group. The logo was designed to symbolize five key concepts: The world, The Future, Youth, Humans and Technology. Top management and HR team needed to create global working environments that include both Korean and non-Korean leaders in order to achieve the objectives of Leap 2005. Strategic analysis using 7s framework Strategy: Low cost strategy (1947 1987) Focused on competing through low cost manufacturing but also strongly emphasized high production volumes Under pricing competitors with products of acceptable, although not superior, quality It established Lucky-Goldstar brand as a low cost and acceptable quality products manufacturer Value strategy (1987 1995) Korean consumers were increasingly aware of and demanding higher quality products because of the standard of living increased the ability to afford higher quality products and services Korean government began to relax trade barriers that made it easier for foreign companies to compete with LG in Korea The cost competitiveness of Korean began to slip Strategic orientation of LEAP 2005 Focused on strategic markets that expected with economic growth and size, also the extent of business opportunity in that market Technological revolution through innovation to be produced faster or more cost efficiently Investment for the greatest possible return Customer satisfaction as a key measure of success Structure: Centralized decision making and a top-down management process In 1987, LGs various affiliated companies were divided into 21Cultural Units consists of multiple Strategic Business Unit (SBUs) Systems: Departments were separated and sequentially handing off projects from product research to product design to engineering to manufacturing to marketing to sales Managers had to develop a new perspective on time based competition thus speed had to be a central value that permeated the groups culture Shared Values: Focused on valuing employees and contributing to social development through good corporate citizenship In 1987, focused on creating customer value Valuable components from old culture: stability, harmony and respect Established and reinforce four new cultural elements: challenge, speed, simplicity and boundarylessness Style: In 1980s, the new management approach management by self-control for greater decision making autonomy Cultural value of respect, translated into a top down management style and emphasis on hierarchy Leap 2005 required LG to change course to a global setting, leadership development emerged as one of the biggest challenges Staff: Managers focused on producing high volumes and getting per unit as low as possible rather than finding out what customer wanted, developing high quality products or expanding marketing capabilities. SBU heads were given full profit and loss responsibility for their units Within SBUs, middle managers were charged with reviewing and reengineering business processes to ensure efficiency and effectiveness Cultural Unit presidents focused on integration and coordination across SBUs Need more global leaders because LG had a domestic orientation in the past included both Korean and non-Korean People from different disciplines and geographies increasingly needed to work together to analyze problems and figure out solutions Skills: Many managers were lack experience with decision autonomy Need hundred of world class managers to achieve its target with more sophisticated knowledge in finance Recommendations: Characteristics of the human organization that would help LG achieve Chairman Koos LEAP2005 vision of the future First, HR should be held responsible for defining an organizational structure. It should identify the model of the companys way of doing business. The well known 7s framework distinguishes seven components in a companys architecture. LG Human resources Team should also used a change model to guide a transformation process at the company began by asking Who, Why, What and How. This model helps an organization identify the key success factors for change and assess the organizations strengths and weaknesses regarding each factor. As change agent, HR professionals do not themselves execute change, but they make sure that it is carried out. The hardest and most important challenge facing LG in that era was changing their culture. In helping to bring about a new culture, HR must follow a four steps process: It must define and clarify the concept of culture change It must articulate why culture change is central to business success It must define a process for assessing the current culture and the desired new culture, as well as for measuring the gap between the two It must identify alternative approaches to creating culture change HR strategies, policies, programs or practices translating the Chairmans vision into reality Key needed capabilities of LGs future global leaders Managers had to change their mindset from flawlessly executing orders to determining strategic direction Managers are required to have a clear idea of what customer needs, values and preferences World class managers that have capabilities for success and growth strategies LG needed a cadre of managers with more sophisticated knowledge of finance To challenge and think differently and to come up with breakthrough innovations Globalization: they must be more literate in the ways of international customers, commerce, and competition than ever before therefore LG should increase their ability to learn and collaborate and to manage diversity, complexity and ambiguity. Profitability through growth: they must also become more focus, more in touch with the fast changing and disparate needs of their customers. Technology: the challenge for managers is to make sense and good use of what technology offers. They will need to figure out how to make technology a viable, productive part of the work setting. Intellectual Capital: The challenge for organizations is making sure they have the capability to find, assimilate, develop, compensate and retain such talented individuals. Change, change and more change: LG must be able to learn rapidly and continuosly, innovate ceaselessly, and take on new strategic imperatives faster and more comfortably How to identify, attract, select and hire, train and develop, motivate, appraise and reward to perform at peak level, and retain the global leaders with the needed competencies and capabilities? The establishment of a development strategy is an important first step in the recruiting process. The second is achieving a fit between it and the rewards that an organization offers. A good fit must exist in in order to attract and motivate effective performance. The issue that needs to be considered when recruiting individuals relates to their motivation to perform. Attracting and recruiting the right talent is a critical part of managing human capital and an integral element of the designing process in organizations. Companies are starting to evaluate their employees not only by objectives but also by the competencies they develop. One possible procedure is what is known as the balanced scorecard. Under this procedure indices of competencies are added to indices of results, and a weighted average is calculated to obtain a final index, which tends to be tied to variable pay. Every company must decide what competencies it needs to develop in its managers in order to achieve its specific goals. The competency profile it chooses is a clear and precise expression of the culture it wants to promote, and can therefore be used as a tool for cultural change. Core competence of the corporation Collective learning in the organization, especially how to coordinate diverse production skills and integrate multiple streams of technologies Harmonizing streams of technology, organizing work, and delivering value Complex harmonization of individual technologies and production skills Could the team take the same approach with the Korean and non-Korean managers? Yes, as long as managers have some strategic competency as follows: business vision, problem solving, resources management, customer orientation, effective networking and negotiation. And also leadership capacity with following basic competencies: communication, organization, empathy, delegation, coaching and teamwork. Questions: What do you consider as the desired characteristics of the human organization that would help LG achieve Chairman Koos LEAP2005 vision of the future? If you were a member of Mr. Y.K Kims LG Human Resources Team, what HR strategies, policies, programs or practices would you recommend to translate the Chairmans vision into reality? What were the key needed capabilities of LGs future global leaders? How would you identify, attract, select and hire, train and develop, motivate, appraise and reward to perform at peak level, and retain the global leaders with the needed competencies and capabilities? Could the team take the same approach with the Korean and non-Korean managers?

The Role of Trees in Hurston’s Seraph on the Suwanee and Their Eyes Wer

The Role of Trees in Hurston’s Seraph on the Suwanee and Their Eyes Were Watching God Trees play integral roles in Seraph on the Suwanee and Their Eyes Were Watching God as sites of sexual awakening for Hurston’s heroines, providing a space under which dreams bloom into â€Å"glistening leaf-buds† or over-ripen and die like spoiled fruit. Close readings of Janie’s pear tree and Arvay’s mulberry evoke strikingly disparate images of female sexuality despite Hurston’s articulation of both experiences as the realization of â€Å"a pain remorseless sweet.† Depicted within the first quarter of each narrative, Hurston places great emphasis on her characters’initial sexual experiences as shaping the development of Janie and Arvay’s identities. As suggested by her pensive pose beneath the pear tree (â€Å"stretched on her back†), Janie possesses agency, navigating the course of her own sexual maturation by searching, inviting, and questioning the tree and herself for â€Å"voice and vision.† Hurston’s diction constructs a purely sensual scene, for like the flower opening up and summoning the â€Å"dust-beari...

Analysis of the “Gladiator” trailer

Trailers are a very important part of the advertisement and promotion of a feature film. Trailers usually consist of a collection of carefully chosen clips from the film that give the audience a vague idea of what the film is about and hopefully persuade the audience to go and see it. Trailers usually contain certain information about the film and the plot. One of the main points that you would expect the trailer to show the audience is the genre of the film. The genre of a film is the category that it fits into or the type of film that it is. The trailer usually makes the audience aware of the genre by the settings of the film or costumes, actors and the music used in the film. By showing the genre of the film, the trailer often also makes the audience aware of the target audience or group of people that the film is aimed at. Trailers often focus on the films main selling points and things that are unique about the film (USPs). This could be many different things. It is often the director, actors in the film or a particular aspect of the plot that makes the film unique and catches the audience's attention. Overall, a trailer is a small part of a larger promotion campaign to persuade the audience to go and see a particular film. The trailer does this using the best moments from the film, paying special attention to the main characters, and arranging them in a way that makes them attractive to the audience. Although the main aim of the trailer is to tell the audience about the film and to persuade them to see it, there are a few other important pieces of information that it will show the audience. It will normally show a date of release. This is important so that the audience know when they can come and see the film. The trailer may also show the audience an age rating for the film. This is very important because adds to the audience's knowledge of the target audience and explains who the film is suitable for. All of the aspects that I have mentioned are important in adding to the overall effect of the trailer and fulfilling its aim of promoting the film. In this essay, I will be analysing the trailer for the blockbuster film â€Å"Gladiator† in great detail and discussing the effects that this trailer has on its audience. It is made clear by the trailer that this film is an epic, historical, action film. There are a number of things in the trailer that show us the genres of the film. In the trailer, all of the characters are wearing armour or other historical costume. This makes it very clear that the film is set a long time ago therefore showing the audience that it is a historical film. The camera shots showing the colliseum also make this part of the genre known. Throughout the trailer, a number of fight and battle scenes are shown. This along with the fast pace of the trailer, shows the audience that the film involves quite a lot of action. Last of all, the strong music and overall impression of the trailer makes it clear that the film is also epic. From the genre of the film, it is often possible to work out the target audience. I think that this trailer shows the target audience if this film to be men and older boys. I think that this is mainly because of the large amount of action in the film. The â€Å"Gladiator† trailer begins by showing the companies who made the film. The Universal logo is the first image to appear on the screen. This shows the audience that the film has been made by a well known company and this may start persuading the audience to come and see the film. After the Universal logo followed the Dreamworks logo. This will show the audience that the film contains special effects of a good standard because Dreamworks are well known for this. This again will persuade the audience and will make them aware of who the target audience might be. Both of these well known companies could act as USPs for the film and make the audience want to see the film. As these logos are being shown, a strong drumbeat is being played. It is military style drumming. This gives the audience, immediately, before the actual trailer has started, an idea of what type of film it could be or what the genre is. The opening sequence of the trailer contains a number of clues as to what the film may be like and who it is aimed at and has already begun to persuade the audience without any clips from the film being shown. The first thing to appear on the screen as the actual trailer begins is text. The words â€Å"The general† appear in bold. They are white on black background and they stand out to the audience. The words introduce the main character and also give a bit more of an idea about the genre. The words give a visual voice-over for what is about to happen in the trailer. The visual voice-over replaces a traditional voice-over in the trailer and is used to explain what is going on in the trailer. This has an impact on the audience in a number of ways. One of the ways that it does this is that without an ordinary voice-over, the music can be heard better and is therefore more dramatic and has more of an affect on the audience. The visual voice-over also makes the audience focus on the screen and therefore they are more likely to notice the clips that are so important in persuading them to go and see the film. This again adds to the trailers overall effectiveness. Straight after the words, an image, of who we presume to be the general, appears on the screen. He is standing in front of lines of soldiers. He has a very determined expression on his face and he is walking strongly. The camera shot is at eye level. This allows the audience to relate to the character more as if they are there with him. The slow motion in this clip emphasizes the determination and strength in his walk. This makes him come across, to the audience, as a brave, strong-willed man. All of the soldiers are dressed in armour and the man, who we presume to be the general, is also dressed in historical costume. This therefore confirms the audience's thoughts about the genre of the film and also gives the audience a very vague idea of what the plot may be like. The fact that the shot focuses so much on this man makes it clear to the audience that this is the main character and that he is important in the plot of the film. As the clip freezes and disappears, the words â€Å"who became a slave† appear on the screen, again bold and standing out to the audience. The words not only describe the plot but also get the audience thinking about how these things could come about. Especially with this particular phrase as it could puzzle the audience as to why this has happened and how it is possible to go from the status of a general to a slave. This could make the audience more interested in the film because it shows that the film has an unusual plot. This could be a unique selling point for the film. As the text on the screen disappears, another clip from the film is shown. This time it shows a long row of slaves standing still. This shot is a long shot which pans down the line to show the audience all of the slaves. This might shock the audience slightly because it is such a contrast to the last clip. In the line of slaves, there is one who is standing tall and determined and his stature tells the audience that he is the general who we saw before. This tells the audience that he is the main character in the film and that he is the person that we should focus on throughout the film. The image uses certain colours, oranges, browns and yellows, to add to the audiences understanding of the genre and to make sure that they know that the film is set in ancient times. The main point of this clip is to show the audience who the main character is and why he is different to all of the other slaves- his strength and determination. After this shot, the visual voice-over continues with the words â€Å"the slave†. This shows the audience that the trailer is going to talk them through the plot of the film, step by step. The audience will like this because they like to know what to expect although the visual voice-over will just give them the basic plot and leave the audience wanting to know more. As the visual voice-over disappears once again, another clip is shown. This time it shows the same man, with his back to the audience, walking into the colliseum, his head held high and proud. We can't see his face but we presume that he is the same man as before. There are cheers in the background. The way that he is walking proudly shows the audience that he is not going to be a slave for much longer and that he is going to be the hero of the film. The cheers in the background show the audience that the man is popular. It also shows the audience what he may become in the future- a gladiator. Finally, the colliseum in the background again shows us that the film is historical and also possible epic. The visual voice-over continues to talk the audience through the story with â€Å"who became a gladiator† as the image changes. We now see a gladiator who we presume to be the man talked about by the visual voice-over, leading others into the centre of the arena. He is dressed fully in armour making him unrecognisable to the audience. The camera pans, following him as he walks along. The camera tilts to a low angle making the gladiator appear powerful and dominant. The crowd can be seen in the background, a mid-shot, and along with the cheering, this builds up atmosphere and makes the audience feel part of the scene or the crowd. This clip begins to introduce the theme of action to the trailer letting the audience know the next part of the genre. A long, deep drum beat is played as the scene freezes and more text appears on the screen. The next section of the visual voice-over to appear on the screen is â€Å"the gladiator†. This text clarifies the previous clip for the audience making sure that they understand the plot so far. Next, as the military style drumming continues, we are shown an eye-level close up of the gladiator. The dark colours with red, sandy tones reinforce the genre, as do the costume. The warm colours also make the character appear unthreatening to the audience and make it clear that he is the hero or â€Å"goody† in the film. The fact that the camera shot is at eye-level means that the audience feel, in each shot that they are getting to know the character more. The fact that the shot is quite similar to the first camera shot in the trailer means that the audience instantly recognise the character. The determined expression also makes it clear that he is a hero figure in the film. Overall, the clip continues to introduce the main character paying more attention now to his personality rather than his role in the film. The image links the visual voice-over to the character making it perfectly clear who it is talking about. Again, the image freezes and the visual voice-over once again appears on the screen. This time it states â€Å"who defied an empire†. It is continuing to take the audience through the plot of the film, step by step. In the image that is shown after the text, the trailer introduces the audience to a new, different character. The image shows a tall, obviously powerful man. He is standing on a balcony, waving to a huge cheering crowd below. This image relies on the audience's knowledge of stereotypes and expectations to show them that this is a powerful person, the emperor. The cheers in the background along with the giant crowd, from which the noise is coming, show the audience that this man is well-known and highly respected. This again adds to their knowledge of the character's role in the film. After this clip, a number of action shots are cut together quickly. The speed of the trailer creates excitement in the audience and also adds to the audience's knowledge of the action genre within the film. The clips that are shown in this fast paced section also show the action aspect of the film. There are a number of clips showing different fight scenes in the colliseum. This adds greatly to the audience's knowledge of both the historical and action aspects of the film. The next clip that is shown in this section is a close-up view of a golden mask. This instantly attracts the audience's attention because they begin to ask questions about who is behind the mask but the clip changes before they have a chance to find out. The shot switches to a bold, bright action shot which shows a gladiator, presumably the one who has been shown throughout the trailer, on his chariot, flying through a sea of flames. This catches the audience's attention because of the bright colours which suddenly appear, very different from the earthy colours used throughout the trailer so far. Again there is also mystery that makes the audience interested because, again, they can't be sure who they are seeing in this clip and they may then want to see the film in order to find out. The shot of the storming chariot is also shown in slow motion so this makes the shot even more effective as it builds up suspense and tension as the audience wonder what will happen next. Again, the clip pauses and we are once again shown the colliseum. It is a low angle camera shot. This makes the colliseum appear very large and dominant over the screen. This shot shows the audience how important this building will be in the film and also how much the historical genre will affect the film. The trailer now cuts again to the character that we were introduced to not long ago, the powerful man. As we see him, he is screaming at a woman, his face angry and his voice loud. The dialogue shocks the audience because it is so sudden and unexpected. The man is screaming at a young woman who seems so powerless compared to him. He is screaming â€Å"am I not merciful? â€Å". This instantly portrays this man, the emperor, as a villain. It makes the audience dislike him. It does this partly by sympathy. The audience may feel sorry for the young woman as he screams and may feel that by upsetting her, he is a bad person. The trailer also portrays him as a villain using out stereotypical view of people as well as our expectations. The audience will most likely be expecting there to be both a â€Å"goody† and a â€Å"baddy† in the film as this is normally the case. The audience will also, most likely, have a stereotypical view that the villain or â€Å"baddy† in the film will be aggressive and most likely a powerful figure. This shot uses both speech and the audience's expectations and stereotypical views to portray the emperor as a villain. Next we are shown another clip of the emperor telling the audience even more about his character and personality in the film. He is shown in a mid-shot looking down at the camera. He has a stern, evil expression on his face which confirms that he is the same man who was shown in the previous clip. The way that he is looking down at the camera or the audience shows that he is powerful and that he knows this. The expression as he stares down at the audience makes him appear dangerous and again adds to our feelings about him as a villain. Overall, this low angle shot makes the emperor seem dominant and in control of us and the fact that he seems to be making eye-contact with the audience adds to this making us feel slightly threatened by him. The visual voice over is now re-introduced to the trailer with â€Å"This summer a hero will rise†. This caption of text plays along to the audience's expectations that there will be both a villain and hero in the film. It also gives the audience an idea of when the film is released and has also incorporated this into the explanation of the plot. As this text is disappearing an extreme low angle shot appears on the screen. It shows the gladiator standing tall and bold. The extreme low angle shot makes him appear brave and heroic while his stature tells us that he is a hero. On the clip, he is rising up the screen. This links in with the text that was shown just before and turns the metaphorical phrase into a physical happening making it easier for the audience to understand. In this section of the trailer we are also shown another fast paced montage of clips from the film. The first clip in this section shows the man standing in the arena, his hand in the air. This seems to resemble victory and shows the audience that he is most certainly the hero of the film. As this clip is being shown, over the cheering and background music, a piece of dialogue is played. â€Å"Caesar is proud to present Avius Maximus†. This instantly makes the audience feel that they can relate to the man better as they assume that the man shown is the one being talked about. The way that the dialogue is spoken also shows that the man is highly respected, has done amazing things and is a hero. This again shows us the epic aspect of the film. The next shot in this fast-paced sequence is a mid shot of a man who we presume to be Maximus, kissing a young woman. This is especially important to the secondary target audience. Females might be much more likely to want to see the film now that they know romance is involved. It shows the audience that the film isn't just about action and that it can fit into many different genres. This could be another unique selling point for the film. Overall, this shot is an extremely important part of the trailer, because, it makes the film appeal to a wider range of people in the audience and promotes the film greatly. The fast paced action scenes continue before more text is shown on the screen. This time, the text is showing us the name of the director, Ridley Scott. This instantly catches the audience's attention because he is such a famous director and is renowned for his action films. This will have a huge affect in promoting the film because it is yet another unique selling point that will persuade the audience to come and see the film. Straight after this text disappears, a bold logo appears on the screen saying â€Å"Gladiator†. As it appears on the screen, a deep, loud drumbeat is played to symbolise the importance of this word or logo. By not showing the name of the film, till the very end of the trailer, the audience are kept in suspense, wanting to know what the film is called. As well as this, the title of the film summarises the whole trailer because of the relevance that it has to the overall theme of the film. The one-word title is catchy and because of the way that it is presented in the trailer, it is likely that the audience will remember it and are therefore, more likely to go and see the film. The final thing to be shown at the end of the trailer is the release time of the film. However it is given a slight twist. The exact words on the screen are â€Å"coming soon 2000 AD†. While this gives the audience a clear understanding of when the film is to be released, it also adds to the final trace of the historical genre as the letters AD show us that the film is not set in the present day or they would not bother to put the letters there. Overall, I think that this trailer is effective and that it promotes the film using a number of different, useful techniques. The first reason why I think that this trailer is effective is because of the music. The music that is played throughout the trailer is just different variations on a simple military style drum roll. The thing that makes the music so effective is the way that it is synchronised with the different clips in the trailer. The music fits the trailer together in a way that makes it have most impact on the audience. After analysing the trailer, I have also found that the camera shots make the trailer very effective. The way that the different shots are used to communicate the importance, personality and roles of the characters, gives the audience a much better understanding of the characters and the overall plot of the film. Finally, I think that the way in which the trailer uses our stereotypical views and expectations make it very effective. The trailer gives the audience the basic plot but leaves the audience to decide for them self about the characters instead of spoon-feeding the information to them. This means that the audience have much more personal views about the characters and therefore feel more need to see the film. In my opinion, the â€Å"Gladiator† trailer is very effective and the use of camera shots, music, originality and plot should make the trailer successful in promoting the film.

Top Feminist Organizations of the 1970s

Top Feminist Organizations of the 1970s If we use the definition of feminism that feminism is about explicit organizing of action (including education and legislation) to promote equality or equal opportunity for women, the following organizations would be among the feminist organizations active in the 1970s. Not all would have called themselves feminist. National Organization for Women (NOW) The NOW organizing conference October 29-30, 1966, grew out of frustrations of women at slow movement of the EEOC in applying Title VII of the Civil Rights Act of 1964. Key founders were Betty Friedan, Pauli Murray, Aileen Hernandez, Richard Graham, Kathryn Clarenbach, Caroline Davis and others. In the 1970s, after 1972, NOW focused heavily around passing the Equal Rights Amendment. The purpose of NOW was to bring women into equal partnership with men, which meant supporting a number of legal and social changes. National Women’s Political Caucus The NWPC was founded in 1972 to increase women’s participation in public life, including as voters, party convention delegates, party officials and officeholders at local, state and national levels.  Founders included Bella Abzug, Liz Carpenter, Shirley Chisholm, LaDonna Harris, Dorothy Height, Ann Lewis, Eleanor Holmes Norton, Elly Peterson, Jill Ruckelshaus, and Gloria Steinem.  From 1968 to 1972, the number of women delegates to the Democratic National Convention tripled and the number of women delegates to the Republican National Convention doubled.   As the 1970s progressed, working for pro-ERA and pro-choice candidates became a major focus; the NWPC Republican Women’s Task Force won the fight in 1975 to continue the party’s platform endorsement of the ERA. The Democratic Women’s Task Force similarly worked to influence its party’s platform positions. The organization worked through active recruitment of women candidates and also through running training programs for women delegates and candidates. The NWPC also worked to increase the employment of women in Cabinet departments and to increase the appointments of women as judges. Chairs of the NWPC during the 1970s were Sissy Farenthold, Audrey Rowe, Mildred Jeffrey, and Iris Mitgang. ERAmerica Founded in 1975 as a bipartisan organization to win support for the Equal Rights Amendment, the first national co-chairs were Republican Elly Peterson and Democratic Liz Carpenter.  It was created to raise funds and direct them to the ratification efforts in the states which had not yet ratified the ERA and which were considered possible successes. ERAmerica worked through existing organization as well as lobbying, educating, distributing information, raising funds and organizing publicity.  ERAmerica trained many pro-ERA volunteers and created a speakers bureau (Maureen Reagan, Erma Bombeck, and Alan Alda among the speakers).  ERAmerica was created at a time when Phyllis Schlafly’s Stop ERA campaign was energizing opposition to the ERA.  Participants in ERAmerica also included Jane Campbell, Sharon Percy Rockefeller and Linda Tarr-Whelan. National League of Women Voters Founded in 1920 to continue the work of the woman suffrage movement after women won the vote, the National League of Women Voters in the 1970s was still active in the 1970s and remains active today.  The League was and is nonpartisan while, at the same time, urging women (and men) to be politically active and involved.  In 1973, the League voted to admit men as members. The League supported such pro-women’s rights actions as the 1972 passage of Title IX of the Education Amendments of 1972 and various anti-discrimination laws and programs (as well as continuing work on civil rights and anti-poverty programs). National Commission on the Observance of International Womens Year Created by an Executive Order of President Gerald R. Ford in 1974, with subsequent authorization of Congress to sponsor state and territorial meetings on the rights and responsibilities of women, members were appointed by President Jimmy Carter in 1975 and then again in 1977. Members included Bella Abzug, Maya Angelou, Liz Carpenter, Betty Ford, LaDonna Harris, Mildred Jeffrey, Coretta Scott King, Alice Rossi, Eleanor Smeal, Jean Stapleton, Gloria Steinem, and Addie Wyatt.  One of the key events was the National Women’s Conference in Houston on November 18-21, 1977.  Elizabeth Atahansakos was presiding officer in 1976 and Bella Abzug in 1977.  Sometimes called the IWY Commission. Coalition of Labor Union Women Created in March, 1974, by union women from 41 states and 58 unions, CLUW’s first president was Olga M. Madar of the United Auto Workers.  The organization was founded to increase women’s involvement in unions and political activities, including getting union organizations to better serve the needs of women members.  CLUW also worked legislation to end discrimination against working women, including favoring affirmative action. Addie Wyatt of the United Food and Commercial Workers was another key founder. Joyce D. Miller of the Amalgamated Clothing Workers of America was elected president in 1977; in 1980 she was to become the first woman on the AFL-CIO Executive Council. In 1975 CLUW sponsored the First National Women’s Health Conference, and moved its convention from a state that had not ratified the ERA to one that had. Women Employed Founded in 1973, Women Employed worked in the 1970s to serve working women - especially non-union women in offices, at first - to gain economic equality and workplace respect.  Large campaigns to enforce legislation against sex discrimination.  A case filed first in 1974 against a large bank was finally decided in 1989.  Women Employed also took up the case of a legal secretary, Iris Rivera, who had been fired because she refused to make coffee for her boss. The case not only won Riveras job back but significantly changed the consciousness of bosses in offices about fairness in working conditions. Women Employed also ran conferences to inspire women both in self-education and in knowing their workplace rights.  Women Employed still exists and works on similar issues. Key figures were Day Piercy (then Day Creamer) and Anne Ladky.  The group began as a Chicago-oriented group but soon began to have more national impact. 9to5, National Association of Working Women This organization grew out of a Boston 9to5 grassroots collective, which in the 1970s filed class action suits to win back pay for women in offices.  The group, like Chicagos Women Employed, expanded its efforts to help women with both self-management skills and understandings of their workplace legal rights and how to enforce them.  With the longer new name, 9to5, National Association of Working Women, the group went national, with a number of chapters outside Boston (at this writing, in Georgia, California, Wisconsin and Colorado).   Groups like 9to5 and Women Employed also gave rise in 1981 to Local 925 of the Service Employees International Union, with Nussbaum as president for almost 20 years, with the object of gaining collective bargaining rights for women working in offices, libraries and day care centers. Womens Action Alliance This feminist organization was founded in 1971 by Gloria Steinem, who chaired the board until 1978. More directed at local action than legislation, though with some lobbying, and about coordinating individuals and resources at the grass-roots, the Alliance helped to open the first shelters for battered women.  Others involved included Bella Abzug, Shirley Chisholm, John Kenneth Galbraith, and Ruth J. Abram, who was the director from 1974 to 1979.  The organization dissolved in 1997. National Abortion Rights Action League (NARAL) Originally founded as the National Association for the Repeal of Abortion Laws, and later called the National Association for Abortion and Reproductive Rights Action League, and now NARAL Pro-Choice America, NARAL was focused narrowly on the issue of abortion and reproductive rights for women.  The organization worked in the 1970s first to repeal existing abortion laws, and then, after the Supreme Courts  Roe v. Wade  decision, to oppose regulations and laws to limit abortion access.  The organization also worked against limits to womens access to birth control or to sterilization, and against forced sterilization.  Today, the name is NARAL Pro-Choice America. Religious Coalition for Abortion Rights (RCAR) Later renamed the Religious Coalition for Reproductive Choice (RCRC), RCAR was founded in 1973 to support the right of privacy under  Roe v. Wade, from a religious standpoint.  Founders included both lay leaders and clergy from major American religious groups. At a time when some religious groups, notably the Roman Catholic Church, opposed abortion rights on religious grounds, the voice of RCAR was meant to remind legislators and the general public that not all religious people opposed abortion or womens reproductive choice. Womens Caucus, Democratic National Committee During the 1970s, this group worked within the Democratic National Committee to push a pro-women’s rights agenda within the party, including on the party platform and in appointments of women to various positions. Combahee River Collective The Combahee River Collective met in 1974 and continued to meet throughout the 1970s as a means to develop and implement a black feminist perspective, looking at what would today be called intersectionality: the way in which race, sex, and class oppression worked together to divide and oppress. The groups critique of the feminist movement was that it tended to be racist and exclude black women; the groups critique of the civil rights movement was that it tended to be sexist and exclude black women. National Black Feminist Organization (NBFO or BFO) Founded in 1973, a group of African American women was motivated to form the  National Black Feminist Organization for many of the same reasons The Combahee River Collective existed - and indeed, many of the leaders were the same people. Founders included Florynce Kennedy, Eleanor Holmes Norton, Faith Ringgold, Michel Wallace, Doris Wright, and Margaret Sloan-Hunter; Sloan-Hunter was elected the first chairperson.  Though several chapters were established, the group died out about 1977. National Council of Negro Women (NCNW) Founded as an â€Å"organization of organizations† in 1935 by Mary McLeod Bethune, the National Council of Negro Women remained active in promoting equality and opportunity for African American women, including through the 1970s under the leadership of Dorothy Height. National Conference of Puerto Rican Women As women began to organize around women’s issues, and many felt that the mainstream women’s organizations did not adequately represent the interests of women of color, some women organized around their own racial and ethnic groups.  The National Conference of Puerto Rican Women was founded in 1972 to promote both preservations of Puerto Rican and Latino heritage, but also full participation of Puerto Rican and other Hispanic women in society - social, political and economic. Chicago Womens Liberation Union (CWLU) The more radical wing of the womens movement, including the Chicago Womens Liberation Union, was far more loosely structured than the more mainstream womens organizations were. CWLU was a bit more clearly organized than womens liberation supporters in other parts of the U.S.  The group existed from 1969 to 1977.  Much of its focus was in study groups and papers, as well as supporting demonstrations and direct action. Jane (an underground abortion  referral service), the  Health Evaluation and Referral Service (HERS) which evaluated abortion clinics for safety,  and the  Emma Goldman Womens Clinic were three concrete projects around womens reproductive rights.  The organization also gave rise to  the National Conference on Socialist Feminism and the Lesbian Group which became known as Blazing Star. Key individuals included Heather Booth, Naomi Weisstein,  Ruth Surgal,  Katie Hogan and  Estelle Carol. Other local  radical feminist  groups included Female Liberation in Boston (1968 - 1974) and Redstockings  in New York. Womens Equity Action League (WEAL) This organization spun off from the National Organization for Women  in 1968, with more conservative women who did not want to work on issues including abortion and sexuality.  WEAL supported the Equal Rights Amendment, though not particularly vigorously. The organization worked for equal educational and economic opportunity for women, opposing discrimination in academia and the workplace.  The organization dissolved in 1989. National Federation of Business and Professional Womens Clubs, Inc. (BPW) The 1963 Commission on the Status of Women was established with pressure from the BPW.  In the 1970s, the organization generally supported ratification of the Equal Rights Amendment, and to support women’s equality in professions and in the business world. National Association for Female Executives (NAFE) Founded in 1972 to help women succeed in the business world in which mostly men were successful - and often not supportive of women - NAFE focused on education and networking as well as some public advocacy. American Association of University Women (AAUW) AAUW was founded in 1881.  In 1969, the AAUW passed a resolution supporting equal opportunities for women on campus at all levels. A 1970 research study, Campus 1970, explored sex discrimination against students, professors, other staff and trustees. In the 1970s, AAUW supported women in colleges and universities, especially working to secure passage of Title IX of the Education Amendments of 1972 and then to see to its adequate enforcement, including working for regulations to ensure compliance, monitoring and reporting on compliance (or lack thereof), and also working to establish standards for universities: Title IX: â€Å"No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving federal financial assistance.† National Congress of Neighborhood Women (NCNW) Founded in 1974 out of a national conference of working-class women, NCNW saw itself as giving voice to poor and working-class women. Through educational programs, NCNW promoted educational opportunities, apprenticeship programs, and leadership skills for women, with the purpose of strengthening neighborhoods.  At a time when the mainstream feminist organizations were criticized for focusing more on women at the executive and professional level, NCNW promoted a kind of feminism for women of a different class experience. Young Womens Christian Association of the U.S.A. (YWCA) The largest women’s organization in the world, the YWCA grew out of the mid-19th-century efforts to support women spiritually and, at the same time, respond to the Industrial Revolution and its social unrest with action and education. In the United States, the YWCA responded to the issues facing working women in industrial society with education and activism.  In the 1970s, the USA YWCA worked against racism and supported repeal of anti-abortion laws (before the Roe v. Wade decision). The YWCA, in its general support of women’s leadership and education, supported many efforts to expand women’s opportunities, and YWCA facilities were often used in the 1970s for feminist organization meetings. The YWCA, as one of the largest providers of daycare, was also both promoter and target of efforts to reform and expand child care, a key feminist issue in the 1970s. National Council of Jewish Women (NCJW) A faith-based grassroots organization, the NCJW was founded originally at the 1893 World Parliament of Religions in Chicago.  In the 1970s, the NCJW worked for the Equal Rights Amendment and to protect Roe v. Wade, and carried out a variety of programs addressing juvenile justice, child abuse, and day care for children. Church Women United Founded in 1941 during World War II, this ecumenical women’s movement sought to involve women in post-war peace-making.  It has served to bring women together and has worked on issues especially important to women, children, and families.  During the 1970s, it often supported women’s efforts to have expanded roles in their churches, from empowering women deacons and women’s committees in churches and denominations to ordination of women ministers.  The organization remained active on issues of peace and global understanding as well as getting involved in environmental issues. National Council of Catholic Women A grassroots organization of individual Roman Catholic women, founded under the auspices of the U.S. Catholic bishops in 1920, the group has tended to emphasize social justice. The group opposed divorce and birth control in its early years in the 1920s.  In the 1960s and 1970s, the organization supported leadership training for women, and in the 1970s especially stressed health issues. It was not significantly involved in feminist issues per se, but it had in common with feminist organizations the goal of promoting women taking leadership roles within the church.

Psychological Defense Mechanisms and Psychopathology essays

Psychological Defense Mechanisms and Psychopathology essays Psychological Defense Mechanisms and Psychopathology Defense mechanisms are in place in animals to protect them from threats in the environment. However, in humans, too much attention to perceived threat stimuli can result in mental disorders such as anxiety disorders and depressive illness. Perceived threats are processed through areas of the brain designed for fast action, which can result in overreaction. Defense mechanisms can be triggered so quickly that they take precedence over conscious thinking. Defense behaviors can be active-energized, such as fight or flight, or passive inhibited, such as passive avoidance. One example of this is social phobia, which is related to avoidance. If a person perceives a social situation or some element of it as threatening, he or she may avoid social situations altogether and hence misses the opportunity to derive the benefits that can result from positive social interaction, such as making new friends or meeting potential romantic partners. Another way to deal with perceived threats is the attack first strategy, in which a person feels threatened and deals with the situation by attacking the person (or animal) first. In humans this can lead to bullying, the purpose of which is to express a sufficient amount of aggression so that potential challengers will not choose to make a challenge. Another way that this could be handled is through the forming of social alliances, which a person would not be able to do if he or she had trouble as mentioned in the preceding paragraph. The origins of social threat originate from the attempts of people to meet biosocial needs, i.e. seeking sexual partners, forming alliances, and acquisition of resources. ...

Software Recommendation for PPQ Parts Manufacturing Essay

Software Recommendation for PPQ Parts Manufacturing - Essay Example The following ERP system software will cover materials requirements planning, capacity requirement planning and enterprise resource planning needs. The 6 were selected from the list of top hosted ERP, client/server ERP and Open Source ERP, giving the company options: 1. NetSuite NetSuite is an on-demand software system which provides Customer Relationship Management, Enterprise resource planning and partner relationship management. One of its advantages over the other systems is that it has ecommerce or webstore which provides the company to receive orders through shopping carts of their website. It is mostly applicable for small to medium businesses. The modules of the system do not have a comprehensive Supply chain management feature although it meets most businesses. The standard customization feature allows non-technical users to make some customizations specific to business needs although Java scripting capabilities is still required to create some advance customizations. End us er phone support is paid, if a company wants a dedicated support, they may opt to avail platinum support. Overall, the system is high priced and has add-on charges. UserGroup is available to interact with other NetSuite users. 2. Aplicor Aplicor is also an on-demand software system. ... Therefore, providing flexibility for the business needs. The downside of this is that upgrades might be missed or any additional feature since user is in a separate instance. Aplicor is moderately priced, the end support is provided together with the monthly rate, and provided 90-day unconditional exit if customer is dissatisfied. 3. Epicor Epicor is an on-premise software system which has been known for its accounting applications. It is the first to receive the coveted Designed for Microsoft Backoffice Logo. The software is targeted to midmarket companies and divisions of the Global. Its Financial Suites has an enhanced flexibility with its .NET enterprise servers, implementation is fast and easy, with scalability to grow with the company's business workflow. They provide good after-sales support which is moderately priced. Toll free phone support is provided to all express customers. It is available from 7am-7pm Central time, weekdays excluding holidays. Online customer support ce nter called EPICweb also provide 24x7 access to information and other resources such as the online user community. 4. Microsoft Dynamics Microsoft Dynamics is another ERP software system having a strong mid-market solution. The deployment is flexible because it may be on-premise, online or in the Cloud, depending on the company's choice. It offers multiple ERP products, one of it is Microsoft Dynamicx AX 2012 which provides a large scope of ERP features and combined it with specific capabilities that government organizations need to operate and to quickly respond to constituents and other subsectors involved. It customization features allow the system with simple customizations to adapt to the customer's business workflow and processes. The system is low to moderately

Environment & Diversity in Community Health Assignment

Environment & Diversity in Community Health - Assignment Example This does not dispute the fact that even low levels of Ozone can cause health effects. Children, adults, older people, people with lung diseases and people who are aggressive or active outdoor may be particularly sensitive to ozone. Ozone is the main component of smog in Middletown. Despite the fact that it takes place naturally in the atmosphere to offer protective layer above the earth, at the ground, it is the main component of smog (Manderscheid 51). When Ozone is inhaled, it can cause respiratory problems, inflammation of the lungs, impair body immune system thus making people susceptible to respiratory diseases including pneumonia and bronchitis and lastly, it can exacerbate asthma. The ozone pollutes or harms the environment in that it interferes with the capability of the plants to manufacture, produce and store food in that growth of the plant and food production are compromised. In addition, it weakens sensitive vegetation thus making plants more susceptible to plant diseases, environmental stress and pests (Brenkert 41-4). A nurse led program would aim to reduce risk of disease up to 15 to 20 percent in children’s lung infections by providing adequate medication to the diseases (McCann 78). Furthermore, it would focus to reduce risks of moderate to complicated respiratory symptoms in children such as aggravated coughing and painful breathing. More so, it would aim to protect the environment by trying to reduce production loss of major agricultural plants such as commercial forests, wheat and soybeans. Manderscheid, R. (2009). Aiming for a healthier population by 2020: Moving our fields towards prevention, early intervention, and population health. Behavioral Healthcare, 29 (1), 51- 52. Web. May 14

Robie House, University of Chicago,Frank Lloyd Wright Essay

Robie House, University of Chicago,Frank Lloyd Wright - Essay Example as his profession and this was the right decision he made, that is which resulted in his successful career of building a lot of famous civil, commercial and public building. From his child hood aspiration of natural beauty he adopted prairie style of architecture. And for a lot of period before he got inspiration from Japanese art of architecture he built number of famous buildings the most famous among them are Robie House and Unity Temple in Oak Park. He brought a revolution in the field of architecture by building these places. Robie house was completed in the first decade of twentieth century. Other famous buildings that he made was his own house Taliesin which caught due to different reasons many times and rebuilt it again and again. The Taliesin was mixture of the prairie and modern style of architecture he obtained from his long experience. In 1915 he went to Japan on the request of Japanese emperor for building Imperial Hotel in Tokyo. He spent 7 years of his life here and a natural style Imperial Hotel was constructed in this period. The feature that become the reason of fame for him was that this building was â€Å"earthquake proof†. This was acclaimed by Frank Lloyd Wright after completion of the construction and was proved right after the earthquake struck of Great Kanto Earthquake in 1923. The whole city was devastated except this building in the whole city. He in his life gave idea of new thinking in the field of architecture. The novelty of his ideas was the key to his successful works. He was a nature lover and believed in construction for pleasurable life of man. This fact is evident from his works all the buildings he constructed in the symbol of simple beauty. He was considered retired from profession after construction of Taliesin, but he came back to the profession dramatically by constructing Falling Water Residence in 1935 which was one of the masterpieces of his works. The social conditions that influenced Robie House was that it is situated

Coffee and Starbucks Essay Example for Free

Coffee and Starbucks Essay Abstract Starbucks opened its first location in Seattles Pike Place Market in 1971. Now Chairman Howard Schultz joined Starbucks in 1982 as Director of Marketing. Schultz visited Italy and noticed the popularity of espresso bars there. He thought this would be a great idea in the Seattle area and convinced Starbucks to open a coffee shop in downtown. Schultz founded his own coffee company and acquired Starbucks name and assets from its founders in 1987. The company had just 17 stores but would soon grow quickly and went public in 1992. Starbucks popularity soared as it opened coffee shops within Barnes and Noble bookstores. It also provided coffee for United Airlines and shops in Starwood hotels. The companys focus on quality and commitment to social causes and the community have made it one of the worlds most admired businesses. Starbucks made the cutting-edge step of having its second Corporate Social Responsibility Annual Report verified by an outside auditor, so readers can be assured the facts and figures it presents are accurate. One of the revealing statistics in the report is that Starbucks purchased 74 percent of its green coffee at outright negotiated prices, independent of depressed commodity prices in 2002, up from just 12 percent in 2001. Starbucks also paid an average of $1. 20 per pound at a time when coffee was trading on the commodity market for $. 40 to $. 50 per pound. The end result: higher income for farmers, which translates to a better quality of life for farmers. Introduction: Starbucks began 36 years ago as a single store in Seattles Pikes Place Market, and today is the worlds leading retailer, roaster and brand of specialty coffee. The company has experienced extraordinary growth: its number of stores has more than doubled in the past ten years, with close to 6,000 coffeehouses in over 27 international markets. More than 19 million customers visit a Starbucks coffeehouse each week. When Starbucks considered its ambitious expansion plans for Europe, the Middle East and Africa, executives knew that the location they chose for their new roasting plant and support centre would be critical to their success. In fact, the decision was so important that the company spent close to three years looking at various sites across Europe and the International market. Main discussion: 1. Starbucks product’s competitive priorities As we know the competitive priorities is operating advantages that a firm’s processes must possess to outperform its competitors. In this part, we are going to define each possible competitive priorities of Starbucks for operation process as cost, quality, time and flexibility †¢Cost: Market indicators show a potential trouble for the entire coffee industry as a whole, namely the rising cost of coffee beans and farmer’s tendency to switch to other profitable crops. First, rising cost means lower profit margins. Second, the fact that farmers are switching to more lucrative crops such as vegetables, fruits, and even illegal crops foreshadows the scarce supply of coffee beans. Hopefully Starbucks’ competitive prices for its coffee subcontractors are lucrative enough to retain and deter its suppliers away from abandoning the coffee production. Economic trends should not influence. Starbucks pricing strategy greatly, because gourmet coffee, or any other coffee, is measured on quality and availability, and not so much on price. Furthermore, in times of economic downturn, the business is actually performing better, since people are fixated on the idea that if we cannot afford something as grandeur as a new car, then at least we would treat ourselves to a nice cup of coffee. Hence, economic trends should not greatly influence the performance of coffee sales. †¢Quality -high performance design for quality control, Starbucks has a specialized process for roasting the perfect coffee bean. It is implemented with the roaster determining by sight, smell, hearing, and computer, if the beans are perfectly done. Additionally, the colour of the beans is tested in an Agtron blood-cell analyzer. If the sample is deemed imperfect in any of these processes, the whole batch is discarded. Starbucks’ departmental systems are organized into functional and production divisions such as Supply Chain Operations, Human Resources, Accounting, etc Starbucks employs approximately 15,000 individuals to operate its retail stores and regional offices, and 1,600 individuals to work on administrative, sales, real estate, direct response, roasting, and warehousing operations. -consistent quality: measurement of quality products and services that keep customer’s retention. Its competitive strategy is to rapidly expand to a market and dominate it completely before moving on. In the process, it hopes that these rapid expansions would create a higher barrier to entry, discourage competitors from expanding, and eventually acquires weak competitors who wants to exit. †¢Time: three competitive priorities deal with time fast delivery time, on-time delivery and development speed. -fast delivery time: starbucks saves costumers’ time by offering self-service to the costumers. -On-time, delivery by processing orders in efficient time, which guarantees no costumer delay on service. -development speed starbucks’ consumers have tried its product, but not through advertisement, but through promotions such as gifts introducing new products to the market. †¢Flexibility: the customization of starbucks has the ability to satisfy the unique needs of costumers by changing products and services designs. Starbucks volume flexibility is accelerating the rate of production quickly to handle large fluctuation in demand because of the unique service to the costumers. 2. Starbucks critical analysis, services and manufacturing strategies In order to identify the critical analysis of the company services and manufacturing strategies we will start analysing the corporate strategy as it follows: †¢Goals The Companys goal is to establish Starbucks as the most recognized and respected brand in the world. To achieve this goal, the Company plans to continue to rapidly expand its retail operations, grow its specialty sales and other operations, and selectively pursue opportunities to leverage the Starbucks brand through the introduction of new products and the development of new distribution channels. , as well as: -Provide a great work environment and treat each other with respect and dignity. Embrace diversity as an essential component in the way we do business. Apply the highest standards to the purchasing, roasting and fresh delivery of our coffee. Develop enthusiastically satisfied customers all of the time. Contribute positively to our communities and our environment. Recognize that profitability is essential to our future success. †¢Core competencies: starbucks considers the unique resources and strengths when formulating strategy as workforce, facilities, market and financial, and system and technology as they follow: †¢ Culture and employees who support values and missions of the organization, who have a stake in the performance of the company. ? Market domination in the U. S, allowing economies of scale, creating high barrier to entry, and impeding competitors’ growth incentive. ? Sufficient return on equity, which means proper management of company’s resources †¢Low supplier’s and customer’s power, and low influence from economic trends †¢Quality product and customer service, established brand name Environmental responses ?Economics Trends – Market indicators shows a potential trouble for the entire coffee industry as a whole, namely the rising cost of coffee beans and farmer’s tendency to switch to other profitable crops. First, rising.

Strategic Human Resource Management (SHRM) of Vodafone

Strategic Human Resource Management (SHRM) of Vodafone Introduction Strategic Human Resource Management is a modern day business concept that has been now been widely used the organization; the crux of the concept is that all the human resource activities of the companies should be aligned with the organizational corporate objectives. In this assignment we are required to select an organization of our choice and then analyze their strategic human resource practices, we are required to see that how the practices and strategies of human resources department are aligned with the companys objective. What are the areas that are performing well and what the areas that need the improvement are? For this I have selected leading telecom company of UK. Vodafone has been the market leader with their continued growth in UK and other parts of the world. This paper will analyze two dimensions, one is their strategies for recruitment, selection, learning, development and training and I shall explain how these strategies are maximizing employee performance and are linked with corporate strategies. The second part of this paper will present the performance management processes of the organization we shall how this organization manages the performance of their employees and how human resource department is managing the employee relations. Introduction to the Company Vodafone is a leading telecom player in the UK and other parts of the world including India. The products and services they provide are of high quality and high standards and the market they are operating is highly competitive. The nature of competition requires the management of the company to have a strategic clarity and all the business operations should be working in same direction. Their service portfolio includes mobile phone connection including 2G and 3G networks, broadband internet in homes and on mobiles (www.vodafone.com, 2011). In order to understand the strategic human resource activities of the organization is very important to understand that what company all about is. Their vision values and business orientation are the key drivers that are driving the human resource management department (www.vodafone.com, 2011). Company Vision They see their future in outstanding data services and products backed up by the best customer experience in the business. Their journey has already begun, with things like Mobile Internet and Mobile Broadband. And their Vodafone at home fixed broadband service. And their targets are big, which means millions of customers using their data services every day (www.vodafone.com, 2011). Company Values Speed They are focused on speed to market, they relentlessly priorities and pursue the outcomes that matter to our business. Simplicity They make things simple for their customers, partners and colleagues. Trust They are reliable and transparent to deal with. They deliver for others, and trust others to do likewise Literature Review of Strategic HRM: Strategic Human Resource Management is a modern day business concept that is now being practiced in many of the organizations, its acceptability and practice is increasing with the time as organization have realized that this management philosophy is actually adding value to business profitability in many indirect ways . As we know that human resources are one of the most important resources of that a company can have, their ability to participate in development of companies sustainable competitive advantage is unquestionable, in past the human resource management has been a separate department with no influence and participation in strategic management of the company. Whatever have been the corporate strategies companies were not linking the human resources management with it. The result of which was the disintegration of companys objective and human resource management, this scenario made the human resource participation in sustainable competitive advantage limited. (Appleby Mavin, 2000). With the evolution of modern business era, that has started from 1980s, the management practitioners and commentators has been feeling the need of taking the companies to one direction, and they have also realized that it very important that human resource department should be made part of the strategy formulation process and their human resource strategies should be made while keeping in mind the business strategy of the organization. Therefore the researchers came up with the concept which is called the Strategic Human Resource Management, that enables the HR department to derive their practices from the corporate strategy and they are also made part while making the business strategy (Armstrong, 2006). Strategic Human Resource Management requires the dept being proactive rather than being reactive, they are required to adjust themselves according to the human resource need of the company. They are also required to foresee the upcoming needs of the company and then plan beforehand accordingly (McMahan et al., 1998). Strategies for Recruitment, Retention, Training Learning Vodafone is a market leader in their category, they have a competitive advantage because of their diversification in products, services and marketing strategies, therefore their corporate objective is to sustain their marketing leader position with the help of their diversification. Below is the snapshot of HR strategies for various HR functions of the organization that tells us the organization is linking their business strategy with their human resource strategy: Recruitment Selection Vodafones recruitment and selection process is aligned with their business strategy, as they are in the business of providing services and their market position is a leader with differentiations, therefore when they recruit individuals on different seats, they have set of core competencies that are required for each position and they check these while hiring someone(Armstrong, 2006). Their selection process makes sure that the right person with right set of capacities and attitude is selected, for example if they are hiring for the position of customer service they would make sure that person being hired has the soft skills, the empathic attitude and is not aggressive in nature. They have devised a set of such soft skills that are evaluated on each of the hiring and these skills vary from position to position. For managerial level position they make sure they hire someone with good analytical skill along with flare of leadership in them. So in Vodafone the entire selection process is linked with the corporate objectives (Armstrong, 2006). Compensation Benefits Vodafones entire compensation and benefits are also linked with business strategy, their remuneration systems and annual appraisal systems are derived from corporate strategy. Since our case company is working in highly competitive environment and they have to maintain their market leadership position therefore they have designed their compensation system that encourages the quality individuation to work in this organization. They provide they employees with state of the art facilities and salary packages so that the best in the industry are attracted to work in the company and then they play their part in making the organization a market leader (Armstrong, 2006). His annual appraisal system is also managed strategically, in Vodafone, every department has their quarterly and annual objectives, and these objectives are then used to make the individual and teams quarterly and annual objectives. Now when performance appraisal is done, Vodafones human resource department makes the objective achievement the part of the appraisal system and all the increments in salary and bonuses are linked with the objective achievement in teams and individuals. For their objective achievement calculation they make sure that performance objective are time bound, quantifiable and measureable (Armstrong, 2006). Training Development Training and Development is an important component of their human resource strategy. They keep on adding value in their human resources by training them on hard skill and soft skill whatever is required by the nature and role of the job. The processes start from indentifying the training needs of each of the department. They after understanding the objective of the each of the department for the coming year, asks the relevant managers to identify and evaluate the individuals in their teams that require the training and development in certain areas of their job. These training needs can be of soft skill and also can be of hard skills that are directly related to the job (McMahan et al., 1998). Once the training needs are indentified then human resource department manages the training calendar of the year, in which all the required training are mentioned and employees are sent for on job and off job training. Human resource department also have the eye on the upcoming expansions and technological developments in the market so the relevant employees can be trained before the time and they are ready to work when there is any technological advancement and change in the organization. Learning Human resource department of the organization put special emphasis on developing the learning culture within the organization. Employees are encouraged to share their experiences and learning with each other so that team members can have a learning culture in the organization. Since Vodafone is working in different geographical regions of the county, therefore they make sure that employees are encouraged the learnings regarding technical and marketing knowledge with each other, so that employee of one region can learn from the experience of the other region (Armstrong, 2006). As discussed above they also send employee on training, they also send different employees of different department to their different geographical markets so that they can have the training of various situations and have the understanding of various markets, that rotation also helps employees and increase the learning within the organization. Career Building Since attracting and retaining the quality employee is challenge for the organizations working in todays competitive market, therefore Vodafone have the policy of having a clear and well defined career path for each of their employee. This clarity of career path makes it clear for employee that where they should see themselves after spending different number of years in the company. The department also makes sure that all the career advancement of the employees are based on their performance and every top performing employee should have the advancement in their career, this policy helps to control the employee turnover and encourage employees to work hard and perform as they would have the chance to grow (Armstrong, 2006). Empowerment Vodafone is working in competitive environment and to stay ahead of competition it is very important for organizations to have the fast and correct decision making. Therefore the human resource department put the special emphasis on empowering the employee for timely decision making. For this purpose they have worked in devolution of power, decentralization of decision making and flatter organizational culture. They have been working on the dimensions on giving the employee the power of making the less critical decisions and top management should only be making decision that are or critical nature are of strategic importance. This empowerment of employees gives them sense of responsibility, increases their commitment towards the organization and save the precious business time that is required to take the decision from top management (Armstrong, 2006). Retention As it is very important for organizations working in competitive business environment, Vodafones human resource practices also work in the same way, they try to retain their quality employees to go to the competition. Their retention strategies revolve around the good compensation and benefits, pay per performance, rewards and increments on good performance and then having the well defined promotional system that gives the chance to every employee to perform and build their careers and then grow. Their retention policy is derived from the strategic objective of the organization to be diversified in their business, and same is the case in their human resource management (Armstrong, 2006). Performance Management Employee Relations Below we shall see that performance management is done in Vodafone, these lines will presented the different methodologies and practices that are being adapted in the performance management section of strategic HRM of company. Determination of Performance Targets The first step in strategic performance management of the organization is to determine the required performance targets of the organization for the year. These targets are derived by combining number of activities, first of all market analysis is done; the management analyze the external environment so that market growth trends and competitors market share can be understand. Once this step is done management have the background information for dominating the organizational performance for next year, then the next step is to decide and agree upon the performance targets, once the corporate level targets are decided then these targets are divided into department level targets. These department level targets are then reflected in individual level targets and objectives.(Wall, 2007). Encouraged Individual Commitment Vodafone has realized the importance of encouraging the employee commitment towards organizational objective, as without this commitment employees will not be able to achieve the performance that organization is expecting them to achieve. Once organization is able to make the organizational objectives the target of the individual then we can see the success rate of achieving this objective is high. Therefore Vodafone increases the employee commitment to the organizational objectives by involving them in the objective making process (Rheem, 1996). It has been the practice in the Vodafone that managers and teams decide their performance targets themselves and once these are approved by the management their personal commitment to these targets is high. They strive and struggle more to achieve the targets that has been made in consultation with them (Wall, 2007). Delegation, Mentoring and Coaching There are some other activities that play their role in strategic management of the performance of the organization, Vodafone on the also using the three of the activities that are delegation of power with responsibility, proper mentoring and feedback system, and coaching (Wall, 2007). Vodafone believes in delegation of power to the employees that are responsible for achieving certain targets, as responsibility comes with authority, same is the philosophy that is applied throughout the Vodafone. Their culture is devolution of power so de-centralization, they try to give maximum power to their employees so that they can achieve their responsibilities with given authority. Vodafone also believes in mentoring and coaching of employees, managers are encouraged to act as mentor for their team members, this also involves on job training for the teams, this systems encourages learning environment in the organization(Armstrong, 2006). Monitoring and Feedback Monitoring and feedback system is an important part of the organizational performance management; same is the case with Vodafone. They have proper monitoring and feedback system that helps us monitoring the performance and individuals and teams. They have a quarterly performance management system that relates the performance of the employees with their objectives of that quarter. After the evaluation and monitoring of the performance of teams then feedback is provided to them. That system helps the organizational performance on the track and helps the organization to stay on their performance objectives throughout the year (Wall, 2007). Handling Under-Performance Vodafone handles the underperformance of their employees by having a proper monitoring system, they first evaluates the performance of the employees, then if team members are found to be underperforming then they see that if there is any training needs. If there are training needs then employees are sent on training, after the trainings their performance is again monitored. If performance is found satisfactory then it is ok, if again performance is not found satisfactory then employees are replaced to other jobs. Employee Relations Vodafone puts special emphasis on managing good relations with their employees; they believe that their employees are their more important assets, their human resource policies are more focused towards managing their employees relations with the organization. Their performance evaluation, benefits and compensation system is targeted towards retaining their employees and maintaining their motivation with the organization. Conclusion Strategic human resource management is the modern concept that is in practice by different by different organizations, in this paper we have observed the strategic human resource management practices by one of the leading organization in UK. We have observed their organizational objectives with relation to their human resource management activities. The focus of the paper has been on the recruitment selection, training and development and learning functions and their relationship with organizational strategy. It has also been observed that how performance management system is working on strategic guidelines provided by the organization and how it is playing role in competitive advantage.