Article Review On Indian Penal Code - 2568 Words

TOPIC TO BE COVERED IS AMENDED AND UNAMENDED ARTICLES IN INDIAN PENAL CODE Indian Penal Code is the core criminal Code of India. It is a broad code planned to cover all substantive aspects of criminal law . It was drafted in 1860 and came into force in during the early British Rule phase in 1862. The Indian Penal Code was drafted by the first Indian Law Commission under the president ship of Macaulay and was submitted to the Governor-General of India in Council in 1837. In 1845 , another Commission was chosen to re-examine the Code. This Commission submitted its report in two parts, one in 1846 and the other in 1847. The Code was revised according to the report of the Commission but it never saw the beam of the day. later, it was revised†¦show more content†¦AGENTS: There are various agents who initiates and works really hard day and night to overcome the criminal issues faced by our society. According to me at present the biggest and critical issue we are facing is Rape cases, even after various amendments and legally sound acts are even not overcome this problem. There are various agents who actively participates are as follows: National commission for women: NCW along with the Law commission of India had recommended a separate part called â€Å"unlawful sexual contact†, which was defined to cover the act of touching, directly or indirectly, with a part of the body or with an object, any part of the body of another person with sexual intent and without the consent of such other person. There was also need to remove that very Victorian phrase of â€Å"outraging the modesty of a woman† in Section 354 and replacing it with ‘‘violating the bodily integrity of the woman†, which allows for a graded recognition of non-penetrative types of sexual assault. There was need too for expansion the scope of Section 509 in the Bill to include acts and behaviour, which do not engage physical contact but is proposed to harass or insult or humiliate women, with or without sexual mean. Incidents like sexual harassment including sexual harassment at work places, blackmailing, annoyance including cyber stalking, stripping, tonsuring, etc., which are presently

A Child s Life Self Regulatory Skills - 1314 Words

The first eight years of a child’s life self-regulatory skills are developing that involve cognitive, behavioral, and sometimes emotional processes. The developing skills, during that time, have a large impact on a child’s natural tendencies and their social setting. In recent studies self-regulatory skills have proven to have a large effect on student achievement, social interactions, and less behavioral issues. One aspect that helps develop self-regulatory skills is autonomy support. This is a specific kind of support given to children from adults that have an impact on their daily lives. Definition/Explanation of Theory and Behavior (about 1 page) â€Å"Self-regulatory skills refer to children’s ability to focus their attention, manage†¦show more content†¦Autonomy support, defined as parents’ use of practices that support and encourage independent problem solving, choice, and participation in decisions, has been contrasted with parenting styles that involve punitive and coercive approaches to discipline; children of parents who offered more autonomy support showed greater self-regulation than children of punitive and coercive parents (Grolnick and Ryan, 1989, p.307). Autonomy support can be practiced with children not only by their parents but also teachers, coaches, and other adults who play a significant role in a child’s life. Having less controlling practices when interacting with a child or student will motivate them to express themselves, make decisions on their own, be more independent, and interact better with other children or students. People having strong abilities such as these will benefit a person not only in the classroom but also when being an adult. Positive Aspects of the Theory Related to the Behavior (1 to 2 pages) Students who have obtained strongly self-regulatory skills have been linked to having a higher level of academic achievement. â€Å"Children who show better self-regulation upon kindergarten entry demonstrated higher mathematics, vocabulary, and early literacy skills in the spring of the kindergarten year† (Ponitz, McClelland, Matthres, and Morrison, 2009). Children’s whose parents provide autonomy support throughout their childhood are said to have a higher academic

Sustaining Employee Performance Free Essays

Sustaining Employee Performance HRM/300 Fundamentals of Human Resource Management March 18, 2013 Sustaining Employee Performance Baderman Island has been dedicated to providing guests and visitors with unique and great experiences since opening to the public in 2004. â€Å"The Board of Directors and operational leaders in the organization, empowers its staff to offer unsurpassed quality of customer service, through individual acts of random kindness and specialty services† (University of Phoenix, 2012). Exceptional customer service is a top priority of the management and staff at Baderman Island. We will write a custom essay sample on Sustaining Employee Performance or any similar topic only for you Order Now The resort offers numerous accommodations at prices that are affordable for every budget. Each individual position within this company adds value to the organization as a whole. Of particular interest the visitor center supervisor and wait staff have important duties to customers and the organization. The visitor center supervisor reports to the General Manager of recreation and activities and is responsible overseeing the daily functions of the visitor center. In addition to daily functions the supervisor must manage all staff members within the visitor center. In conjunction with the general manager the supervisor works of profitability and growth for the organization. The general manager of food services is responsible of the wait staff at all restaurants within the resort. Wait staff are essential employees in ensuring visitors and guests have great experiences in restaurants which will keep them coming back. With such vital roles in the success of the organization it is important to have a performance management system in place. In addition to competitive compensation and benefit plans; establishing a performance management system that efficiently evaluates each job is beneficial to a company. General Function of Performance Management Systems Boardman Management group manages resort with a mission statement to provide a unique and quality experience for their guests. In an effort to ensure that all employees provide service to their guests aligned with this mission it is critical to implement a performance management system to measure employee skills in providing a unique and quality experience to their guests. By implementing the function of performance management systems each employee will be objectively rated on their job performance that aligns with the overall mission. When guests first enter a Boardman Management group resort their first impression is given by the visitor center. As a supervisor of the staff that gives the first impression performance management systems need to focus on the customer service provided by the staff. If there is not a performance management system there will not be accountability to the supervisor of the staff providing the initial impression for the guests. To implement a performance management function there will be a survey given to guests upon their departure with one of the questions focused on their initial impression how they were greeted when they arrived. These surveys will be used to measure the performance of the supervisor in charge of staff of the visitor center. After the guests have arrived there needs to be a focus on quality customer service throughout the stay. When guests dine at the resort the wait staff needs to provide first class service ensuring the guests stay on site for their meals rather than leaving the resort to dine at establishments outside of the resort. To ensure that the guests have a positive experience while dining in the resort performance management systems need to be implemented measuring the performance of the wait staff. As a way to measure, the resort will track and record who was the waiter for a specific party, and record if they return to the resort restaurants in proceeding days. Since there are other factors that could contribute to guests eating outside the resort the metrics need to be assessed looking at long term trends to fairly measure the success of the wait staff. Compare and Contrast Compensation Plans At Baderman Island our employees are very important to the company. The visitor’s center supervisor and wait staff are both a very important addition to the resort. All employees are offered an exceptional benefits package. Pay scales are determined based upon the job title with additional contributing factors such as experience and skills. The visitor’s center supervisor is a salary job which scale depends on the person’s amount of education, years of experience, qualification and credentials required for the job. For the wait staff an hourly pay rate depends on their experience and starts at $2. 13 and goes up to $5. 75 an hour. A benefit package will also be included affordable medical including vision, dental and optional cancer. There will also be paid vacations, sick leave with pay, and maternity programs with onsite daycare provided. A 401K plan will be offered with matching $50 to every five dollars that it put into the plan by the employee. All of the benefits will be offered to all employees here at Baderman Island. Job Evaluation Plans The evaluation plans most effective for the Visitor’s Center Supervisor would be the appraisal method of behaviorally anchored rating scale and relative standards method of individual ranking. These two are best suited for this position due to collecting the proper data on each job position. The advantage of behaviorally anchored rating scale and relative standards methods of individual ranking is that they can allow for ongoing feedback, combines absolute and relative standards when evaluating the employee, and uses peer evaluation to gather feedback on their coworkers to allow for a better performance assessment. As for the disadvantages of this evaluation would be similarity errors, low appraiser motivations, central tendency, and inflationary pressures. These can give false statements to the evaluation methods about the employee and can harm their potential growth within the organization. The evaluation method that would be most effective for wait staff would be relative standards method of group order ranking and graphic rating scale. These two evaluation methods are a great way to evaluate employee wait staff due to amount of employees hired into this position and the turnover rate. The advantages and disadvantages of these two evaluation methods are the same as visitor centers supervisor position. But they also have a leniency error since they will evaluate their own performance before a supervisor evaluates them. Another is called the halo error by either being evaluated either very high or very low on all factors based on one or two traits the employee has shown while being employed. Also another disadvantage would be low appraiser motivation and how if the appraiser is not motivated or having a bad day it could show an outcome that is not favorable to the employee. Importance of Benefit Plans Employee benefit plans play a vital part in the success of an organization like Baderman Island. Benefit plans show employees that you respect what they do, care about their health, want to retain their services for a long period of time, and that the company can stay competitive with what other companies like them have to offer. Good benefits for employees build positive working relationships between employees and their employer. They also help boost employee morale, productivity, and motivation. Employees want to make sure their families can see a doctor when they need to, be assured they will be taken care of in the event of their death, maintain some economic security when they are not able to work, and that they can occasionally take time off of work to enjoy themselves. As the Boardman organization expands employee benefit plans like these will be an attraction for recruiting new employees. As for the employees Baderman Island employs, the company needs to make sure they offer the best benefit plans possible. A visitor’s center supervisor and a member of the wait staff are important positions within the Baderman Company. A visitor’s center supervisor’s job is to make sure the guest coming in the doors want to come visit again and the wait staff make sure that guest have the best experience while they are staying at Baderman Island. Their jobs require them to attentive, informed, and punctual at all times no matter the situation. The organizations success depends on these individuals and because of that they must make sure that they reward them by offering them a great benefits plan that demonstrates their importance. Baderman Island strives to be the premier resort for travelers and visitors. Employees are valued members of the organization and their responsibilities help with the success of the company. For this reason we offer competitive compensation and benefits packages to our employees. The use of performance management systems ensures that we are able to monitor employee performance and make any improvements when needed. Evaluation methods are implemented specific to each position allowing leaders an opportunity to effectively evaluate employee’s performance and provide feedback. Attracting and retaining employees is a top priority at Baderman which is made evident by the many attributes this company has to offer. . References: DeCenzo, D. , Robbins, S. (2007). Fundamentals of human resource management (9th ed. ). Hoboken, NJ: John Wiley Sons. University of Phoenix. (2012). Virtual Organizations-Baderman Island. Retrieved from University of Phoenix, HRM/300-Fundamentals of Human Resources website. How to cite Sustaining Employee Performance, Essay examples Sustaining Employee Performance Free Essays In this paper, team D will address the course design objectives of Riordan Manufacturing. First of all, the team will pick two job positions within the company, and discuss the general functions of performance management systems, job evaluation methods, compensation plans, and the importance of employee benefit plans. The two job positions discussed in this paper will be the Director of Administration, and Human Resources/recruiter. We will write a custom essay sample on Sustaining Employee Performance or any similar topic only for you Order Now These positions were selected due to the extreme amount of importance their roles play in completing Riordan Manufacturing’s Mission. General functions of performance management systems The general function of performance management systems in organizations is for employers to manage employees’ performance and development by providing individual feedback on their performance evaluation to identify and plan measurable areas for personal development to ensure the organization’s strategic goals are being met (DeCenzo and Robbins, 2007). For years, many organizations provided appraisal type performance reviews to their employees that ranked them against other employees. This type of ranking system is problematic, as it is unfair to compare employees from different departments who’s primary goals may be different from one another and can viewed as putting down employees who may be unable to put in as many hours or as much effort as others who have only one set project at a time and can bog down to set higher numbers. If employee development is not properly measured and managed, the organization may find it difficult to meet their strategic goals. This in turn can create complications between mainstream workers and management, as well as the company, and their customers. Riordan Manufacturing uses a behavioral-anchored rating scale for their annual performance evaluations. The employees are rated by their performance in different areas of competencies to determine if they met, exceeded, or if they did not meet the standard expectations of the job. â€Å"Behaviorally anchored rating scales specify definite, observable, and measurable job behavior† (DeCenzo and Robbins, 2007, p. 264). This rating is issued and determined by managers and is a sufficient measure for performance management. Though this rating style eliminates competitive work habits that may assist in high productivity, it is a proven system that works much more consistent (Noe, Gerhart, Wright, 2012) . Job evaluation methods Job evaluations are important for every organization to use because it ranks each position in the organization and is used to determine the pay structures for positions. Positions are usually broken down by responsibility, skill, effort, and work conditions. It is also helpful to separate the positions into groups such as managerial, professional, sales, and so on. This makes the rankings more valid within the job categories. To evaluate the director of administration a good evaluation method would be the ordering method. The ordering method uses a committee composed of managers and employee reps to arrange jobs in ranking order from highest importance to lower importance. The base of this is to compare two jobs and decide what job is more important or difficult. Then to add another job to the comparison until all of the positions have been compared and ranked. There are two major drawbacks to doing evaluations this way. One is there can be many positions within the organization which can make the processes confusing and long. Two, there are no consistent standards in the ranking evaluations. Another way to evaluate the director of administration position is through the classification method. This method was developed so that a standard was set in the evaluation processes. Classifications are set based off of skills, knowledge, and responsibilities and then by classes such as managerial, sales staff, and so on. Once these are established, then they are put in order by importance based on the criteria they are in. This process can be just as confusing as the ordering method if not done properly. A human resource department can be evaluated with the point method. The point method breaks positions down based on identifiable marks like skill, effort, and responsibility, and assigns points to the criteria’s. This method can be helpful because all positions with the same amount of points are in the same pay grade. Jobs can change over time but the rating scale under the point method stay intact (DeCenzo Robbins, 2007). Even though the point method is the most reliable it is the most time consuming. Compensation plans Director Administrator and Human Resources/Recruiter are both important functions in a business. They have common commonalities. Between the two, they have distinctive, important functions. The Director of Administrations functions are to meet business goals and organize the personnel in the business. They also operate with financial management and marketing management. Human Resources are responsible to manage, hire, making plans to retain employees, and find the right candidates. Human Resources are an important tool for any organization, industry, and geographic location. The difference between Administration and Human resources is that the administrative function is predominantly to maintain the conditions of employment. On the other hand, Human Resources use the traditional process to manage Riordan Manufacturing’s goals and strategies, which follows with developmental organizational activities. Both positions seek for the compensation plans for the organization by administering to employee bonuses, overtime calculations, and payroll. Riordan Manufacturing focuses on Administration and Human Resources, because it can create investments in the future if the training programs are well elaborated and developed. Both fall into finding the best program functions (technical, finance). The development of employees is very important for Riordan Manufacturing since it helps create satisfaction among employees. The Board of Directors also maintains the executive and auditing committees under the corporate governance plan (Apollo Group, Inc. 2011). Riordan Manufacturing also has to implement a corporate compliance plan to have a safe future for the company. Riordan’s compliance plan will guide the company on how to handle current and future issues. The compliance plan is focused on working with issues, such as technological, logistical, and governance. By performing well in these areas, the company could be prosperous. The company has to maintain high quality in the performance of products and processes. This will help the company to be unsusceptible to product liability issues. Importance of employee benefit plans to employees working in team D’s chosen positions Director of Administration and Human Resources/Recruiter† Employees are offered benefits as a means to provide additional compensation above their regular salary to make their lives a little easier outside of the workplace. Health insurance, vacation and holiday time, social security and retirement plans, are all important benefits to employees and their families. At Riordan Manufacturing, the Human Resources Recruiters receive the same benefits that are of fered to every employee, which is an important factor for employee retention. The Directors at Riordan are offered special perks such as, travel benefits, a company vehicle, expense accounts, and other benefits that are not offered to every employee. Executive level employees receive these special perks to encourage them to work hard for the organization and to promote loyalty in the event of a hostile takeover. Conclusion Ending on a positive note, the team demonstrated in informative content to the reader, an understanding of the concepts of sustaining employee performance in this paper. These concepts are the four important activities of the HRM motivation function, and the connections to stimulating employees are observed. The team identified two job positions within Riordan Manufacturing, which are the Director of Administration, and Human Resources/recruiting. The team described the general functions of performance management systems. The team suggested two job evaluation methods for both of the job positions and answered questions about the advantages and disadvantages of these methods based on the recruiter and Director of Administration and Human Resources job positions. The team compared and contrasted the possible compensation plans for those two job titles. The team explained the importance of providing employee benefit plans to the recruiter/director of HR. An in-depth, comprehensive overview of activities planned in sustaining employee performance in the two positions at Riordan as referenced from week five materials, and the virtual organization site, followed by a logical conclusion. How to cite Sustaining Employee Performance, Papers

Interview With a Soldier Essay Example For Students

Interview With a Soldier Essay Iraqi leader Saddam Hussein ordered the invasion and occupation of neighboring Kuwait in early August 1990. Egypt called on the United States and other Western nations to intervene, which started the first Persian Gulf War. The conflict in the troubled region led to a second Gulf War (also known as the Iraq War) that began in 2003. Cesarina Frias, a hispanic immigrant, lived in a culture that expected her to stay home, focus on marriage, children and housework. and family and work, but she wanted to join the military. These were her wishes since high school, with the approval of her husband, Darryl Stephens, Cesarina, a wife and mother of two, fulfilled her dreams in 2003 when she enlisted in the National Guard. First Days of Service Sgt. Frias began her basic training at Fort Jackson located in Columbia, South Carolina. She joined when she was 28 years old, which made her the oldest soldier there (besides her drill sergeants). When she arrived at the base it was hectic and crazy. She arrived at 4pm and everything was fast paced, and hectic the moment they stepped foot into the base. Even the training was crazy. Even though it was painful Sgt. Frias liked the challenge it brought and felt that it was also rewarding. Her drill sergeants played a big role in former he into a soldier. There was a male, who was strict and tough and a female, who was more sensitive to the feeling and they soliders health. She got through the training with a lot of patience and positive thinking. After the rigorous training, she went to her first overseas mission. Experiences Sgt. Frias served in the second Persian Gulf war (Iraq War) through 2005-06. The deployment lasted eight months. She was stationed in Pastiche Providence Balad, Iraq. The flight lasted eighteen to nineteen hours, there were a lot of stay overs and had to board three planes to get there. Her job was a Signal Support Specialist, who took care of convo vehicle,radios, blue force tracking( mapping of vehicle, enemies, and friendly groups), and fixing the Dukes which took care of contact machines and saved lives by locating IED ( Improvised Explosive Devices). She was put in many convo missions, which put her and her team in harms way. Her job was to deliver and provide security for fuel, water, and equipment to one FOB(Ford Operation Base) to the other. It exposed them to a lot of threats such as IEDs, fires, and many dangerous situations. During that time she only lost one friend, Staff Sergeant Cason to an IED, he was a convoy commander, which put him first on the mission. Some of her memorable experience in Iraq where when they told everyone that Srg Cason had passed away and coming home back to her family. For bravery and strength she received four medals a Navy and Marine Corps Achievement Medal, The Meritorious Service Medal,The Army Commendation Medal, and The Good Conduct Medal. These were achievable because Sgt. Frias went above and beyond just her assigned job, being a good soldier and being there if her fellow soldiers need a comforting hand and what she did signified saving lives. Without her and her team working on the radios, convoys wouldnt be able to communicate, going out blind is very dangerous, especially in the location they were at. Life A good majority of the time she stayed in touch with her family by emails and sometimes the occasional letter. There was an eight hour difference so phone calls happened not very often. The army treated the soldiers with the utmost care, especially the food. .u5c958ba15dfab421601883126076e077 , .u5c958ba15dfab421601883126076e077 .postImageUrl , .u5c958ba15dfab421601883126076e077 .centered-text-area { min-height: 80px; position: relative; } .u5c958ba15dfab421601883126076e077 , .u5c958ba15dfab421601883126076e077:hover , .u5c958ba15dfab421601883126076e077:visited , .u5c958ba15dfab421601883126076e077:active { border:0!important; } .u5c958ba15dfab421601883126076e077 .clearfix:after { content: ""; display: table; clear: both; } .u5c958ba15dfab421601883126076e077 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u5c958ba15dfab421601883126076e077:active , .u5c958ba15dfab421601883126076e077:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u5c958ba15dfab421601883126076e077 .centered-text-area { width: 100%; position: relative ; } .u5c958ba15dfab421601883126076e077 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u5c958ba15dfab421601883126076e077 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u5c958ba15dfab421601883126076e077 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u5c958ba15dfab421601883126076e077:hover .ctaButton { background-color: #34495E!important; } .u5c958ba15dfab421601883126076e077 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u5c958ba15dfab421601883126076e077 .u5c958ba15dfab421601883126076e077-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u5c958ba15dfab421601883126076e077:after { content: ""; display: block; clear: both; } READ: Polish Art EssayThe food the army provided was very good, they believed that a soldiers last meal should be the best. Thought their supplies were limited and when they would request more it would take month for it to arrived, the soldiers improvised. If it was wood or metal they would weld it,many soldiers would make the supplies themselves if they could, they were very resourceful with that. There was a lot of stress, put on the solider and Sgt. Frias, stress that there was that slight possibility of death when they went on out on convoys and somebody wasn’t going to come back. Also her mind was on family, during that time she was in the middle of divorce with her spouse, so there was a lack of communication and was very difficult for her. Many soldiers had â€Å"good luck† charms, Sgt Frias held a green rock engraved with an elephant,which she received from her daughter. She took it everywhere. The army provided entertainment to keep the soldiers mind off the bad things. They had USO, MWR (Morale Welfare Recreation). During that time there were a lot of artist such as Carrie Underwood, and comedians. When she got her first leave she came back home and took her kids and went to Honolulu, Hawaii for nine days. Sgt. Frias is still currently still service, but during that time she went to many place in Iraq. She went to Liberty camp, which is where Saddam Hussein lived and many places in the Iraqi nation. She would be flown by the black hawks, which was exciting for her. After Service Sgt. Frias returned in October 20th 2007 from Iraq. It was a happy and sad day for her. She was glad to be back, but when she arrived her family was no where to be found, because of miscommunication her children did not attend the welcome back ceremony. After some recovery time, three months, she went back to her job at Department of Correction and she already completed her education. So the G. I bill did not apply to her because when she joined the national guard she already had a major in physiology and justice study. She now uses the G. I bill pay for her sons college and soon her daughters. Later years and Closing Her military training she believes that every person should join the military for at least a year or so. Its a once in a lifetime experience, she think about situations more calmly, whether it her personal life of foreign affairs and knows how to analyzing. She does attend reunions and, but theirs and they would just have a good time. The training was a strain on physical endurance classes. They were trained in self-defense, gun handling with M16, M4, 9 and 49 millimeter guns and many more. The training was non stop. Then after basic training the training was more focused on her speciality in radio communication. She liked that they were able to communicate during long distance and with new technology they can communicate with satellite which makes it easier to get in contact. What she dislikes about is that the military is slow to update these new technology and that can also have an effect on communication and that puts people in a bad place. During the war there was structured living from the first war, so living was comfortable. Even though it was a bad location the war didnt have any negative effect on her, like it did other soldiers. She takes care of herself to prevent her from getting these effects. many people believe that america should of been in Iraq. As a soldier, she is taught to do as she told, but as a mom she often though why we are here and she believes that this wasnt our war to fight.

Delivering Added Value through Servicescapes People Elements A Case Study on InterContinental Shenzhen Hotel, China

Introduction The highly competitive service industry has undergone a complete evolution in the way competition is perceived, both in context and scope.Advertising We will write a custom essay sample on Delivering Added Value through Servicescapes People Elements: A Case Study on InterContinental Shenzhen Hotel, China specifically for you for only $16.05 $11/page Learn More Today, more than ever before, every service-oriented organization must come up with ways and techniques to retain and attract new customers and at the same time maintain competitiveness and sustainable profit margins if it is to survive the ever competitive landscape (Walter et al 2010). Equally challenging is the fact that customers today have more information available to them, are more flexible in their decision-making processes and have more choices than ever before (Hu et al 2009), triggering a measured and sustained need by service firms to develop innovative strategies aimed at winning the satisfaction and loyalty of their customers (Simpeh et al 2011). To achieve customer loyalty and competitiveness, therefore, the management of service organizations not only need to understand the uniqueness of their customers but also develop strategies that can create value and influence the nature of customer experiences (Bitner, 1992; Simpeh et al, 2011). Against this backdrop, the present paper seeks to employ a case study approach to discuss how the InterContinental Shenzhen, based in China, applies the value creation concepts to shape customer experiences and create a differentiated service firm in the highly competitive service industry, and also to facilitate customer satisfaction. In particular, the discussion and analysis will focus on two fundamental value creation strategies – servicescape and employees. In servicescape, the interior decor of the hotel will be evaluated with a view to delineate how the added value concepts have been delivered, and ho w they influence customer service experiences, satisfaction and firm competitiveness. In terms of employees, this paper purposes to discuss and analyze how the front-line workers of the five-star hotel add value through the provision of differentiated customer experiences in service settings.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Additionally, the paper aims to build on the Stimulus Response Model and the Resource-Based Approach, to provide a conceptual understanding of how the value creation concepts influence customer behaviour, satisfaction and loyalty, and service experiences. Lastly, the paper aims to provide some critique by discussing the benefits and drawbacks of InterContinental Shenzhen’s value delivery strategies. Justification of the Study Hu et al (2009) suggest that â€Å"†¦whether a firm produces products or services is no longer a debate in the boardro om or among academics; the focus is centred primarily on the customer and the pursuit of superior customer perceived service quality, value, and image† (p. 111). Central to the achievement of these objectives, according to Minghetti (2005), is the strategic use of value creation concepts that demonstrate a deeper understanding and knowledge of customers’ needs, behaviour, and preferences. However, research demonstrates that many service firms are yet to understand the dynamics involved in the creation of differentiated services through the application of value creation concepts (Simpeh et al 2011), and others are still in the dark regarding the issue of using their physical environments to achieve competitive advantage through the creation of memorable customer experiences (Kim Oh 2004). It is these gaps in knowledge that the present paper seeks to address. Brief Overview of InterContinental Shenzhen As noted in the hotel’s official website, the main objective o f establishing the Intercontinental Hotels and Resorts brand â€Å"†¦was to assist local developers in the design, construction and management/operations of individual hotels in important international gateway destinations and traffic centres† (InterContinental Hotels Resorts 2012b, para. 2).Advertising We will write a custom essay sample on Delivering Added Value through Servicescapes People Elements: A Case Study on InterContinental Shenzhen Hotel, China specifically for you for only $16.05 $11/page Learn More Each hotel operating under this brand is designed to provide an experience uniquely and distinctly its own, qualifying the InterContinental brand to assume the undisputed emblem of glamour, sophistication and success that decades later, continue to define global travel and commerce in important destinations across the world. Opened in 2006 as a Spanish flavour resort, InterContinental Shenzhen hit the headlines not only for maintai ning and preserving the legend’s original facade but also for honouring its innovative acumen by becoming China’s first upmarket hotel to adopt a captivating Spanish theme and architecture (InterContinental Hotels Resorts 2012a). The interior design of the hotel, rooms, and amenities characteristically reflect the Spanish theme in every little detail, not only generating a complete immersion for its esteemed customers but also availing a customer’s service experience that meets and even surpasses the guests’ expectations (Spencer 2010). This experiential marketing strategy, according to Bruggen et al (2011), creates a memorable and highly differentiated customer experience while maintaining a highly targeted return on investment. The hotel boasts of highly trained multicultural and multilingual employees, who appear keen to take service experience to the next level (Kattara et al 2008). Application of Value Added Strategies in InterContinental Shenzhen E mergent perspectives in the marketing literature are of the opinion that the creation of added value, in either product or service settings, is one of the fundamental variables involved in not only determining customer satisfaction, loyalty and behavioural intentions (Hu et al 2009), but also organizational competitiveness and success (Donnelly et al n.d.). Indeed, Chan et al (2010) underscore the predominant need for organizations to learn from and collaborate with consumers if they are to develop value additions that meet and even surpass the customers’ individual and dynamic demands and expectations. Against this backdrop, this particular segment aims to critically discuss how InterContinental Shenzhen continues to employ its value addition strategies to achieve customer satisfaction and maintain competitiveness, as well as the theoretical underpinnings related to these concepts.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The Physical Evidence: The Interior Decor The impact on customers’ service experiences of the physical evidence, particularly the servicescape, has been well documented in the literature, with a strand of existing literature (e.g., Bitner 1992; Bruggen et al 2011) demonstrating that servicescapes have the capacity not only to differentiate an organization from its competitors but also to signal the market segment that is the organization’s target for a particular service offering. Indeed, Simpeh et al (2011) acknowledge that the physical environment â€Å"†¦plays a critical role in shaping expectations, differentiating service firms, facilitating customer and employee goals, and influencing the nature of customer experiences† (p. 119). The physical evidence has been defined in the literature as â€Å"†¦the environment in which the service is delivered and where the firm and the customer interact, and any tangible commodities that facilitate performanc e or communication of the service† (Ezeh Harris 2007, p. 60). The physical environment is important in the hotel and hospitality industry as customers attempt to seek evidence of the ultimate ‘quality’ of the intangible service (e.g., the dining experience, accommodation) from physically observing and relating to the tangible components that constitutes the servicescape (Lin 2004). Consequently, it is imperative for service organizations to manipulate/influence the servicescape as a value addition strategy aimed at not only enhancing customer satisfaction, productivity, and motivation, but also promoting organizational competitiveness through increased repeat business (Simpeh et al, 2011). A case study analysis of InterContinental Shenzhen Hotel’s interior decor reveals that the management has done well to utilize this attribute of the physical environment to add value to customers’ experiences and service quality. The hotel’s interior decor exemplifies an exquisite Spanish theme (InterContinental Hotels Resorts 2012a), but, more importantly, the management has greatly invested in the spatial aspects of the guestrooms, with the trend projecting towards the provision of larger and more comfortable rooms (Spencer 2010). Other decor aspects that have been used to conjure the impression of serene comfort and spaciousness include furniture, hanging art placement, mirrors, customized shades of colours and lighting. It is these physical aspects of the interior decor that influence the customers’ evaluations and responses toward the various product/service offerings provided at InterContinental Shenzhen. The Stimulus Response Model, which derives its basic theoretical underpinnings from the Mehrabian-Russell Theory, best captures how InterContinental Shenzhen uses the value addition strategy of interior decor to not only stimulate customer satisfaction and loyalty but also increase its competitive advantage. Graa Dani- elKebir (2012) note that the basic proposition of the model â€Å"†¦is that the impact of the situation on behaviour is mediated by emotional responses, so that any set of conditions initially generates an emotional (affective, connotative, feeling) reaction, which in turn leads to a behavioural response† (p. 56). In the case scenario, the environmental stimuli arises from the interior decor of the hotel, which then triggers various emotional states in customers, such as pleasure, arousal and dominance. Pleasure, according to the framers of the model, represents a composite of feelings (e.g., happiness, contentment and satisfaction) that are likely to be exhibited by the organism (customer), while arousal represents â€Å"†¦an activity orientation and is a measure of how wide awake the organism is, of how ready it is to act† (p. 56). Lastly, dominance implies a reflection to which the organism feels in control of or overwhelmed by the environmental stimuli, w ith available literature demonstrating that the higher the level of dominance professed in a particular situation, the more submissive is the state of the organism (Graa Dani-elKebir 2012). It therefore follows that the hotel’s interior decor bears the capacity to arouse customers with feelings of happiness, contentment and satisfaction, with the aim to reinforce approach behavioural and emotional responses, and, as such, not only influencing customer satisfaction but also increasing competitiveness by encouraging repeat purchases of product/service offerings. People/Employees Extant literature demonstrates that â€Å"†¦employees’ behaviours are important in a service company as they connect the organization with its customers and they represent a critical factor in developing effective working relationships with customers† (Kattara et al 2008, p. 310). These authors further posit that employees, particularly frontline employees, are an integral component in any service setting as they are vital for not only maintaining customer satisfaction through fulfilling the promises made to customers, but also for creating positive customer perceptions of service quality, primarily because they are the individuals ultimately tasked with the responsibility of providing a quality service that meets and even surpasses customer expectations. As acknowledged by Teng Barrows (2009), employee actions and behaviour in their interaction with customers in service settings influences the customer experience, customer perceptions of the organization, and are ultimately associated with the determination of customers’ satisfaction and organizational performance. These assertions demonstrate that organizations can indeed use the employee element as a strategy to create value aimed at achieving customer satisfaction and competitive advantage. The InterContinental Shenzhen hotel has done well in using the people element to create value. Apart from trai ning their frontline staff in the use of multiple languages to serve customers of diverse origins, employees are also adequately prepared in the virtues of demonstrating passionate empathy and commitment to serve customers and to demonstrate to them how value can be added to their service (Jones 2009). Indeed, this author further observe that in InterContinental Shenzhen, â€Å"†¦words such as ‘open’, ‘happy’, ‘genuine’, [and] ‘progressive’ appear to be accurate in terms of staff attitudes and have a corporate application regarding external positioning† (p. 273). The hotel is also known for employing tall, attractive female employees, who could also be considered a component of the servicescape as they directly influences customers’ perceptions about the services offered (Spencer 2010). The Resource-Based Approach (RBA) of the firm can be used to demonstrate how InterContinental Shenzhen has succeeded in applying the people element as a value addition strategy. The basic premise of the RBA is that the qualities and quantities of resources found within an organization are asymmetrically distributed among competitors (Moller et al 2008), and that competitive advantage arises â€Å"†¦from internally-developed resources with characteristics of value, rareness, inimitability and non-substitutability, because resources with such characteristics can be neither commonly traded nor easily acquired by their competitors† (Kim Oh 2004, p. 66). Consequently, it can be suggested that the InterContinental Shenzhen’s internal human resources (i.e., highly trained, multicultural and multilingual, highly attractive staff) acts as a value addition strategy, not only to achieve customer satisfaction and loyalty through providing memorable service experiences, but also to enhance firm’s competitiveness and performance. Benefits and Limitations There are many benefits that accrue to th e InterContinental Shenzhen from engaging in the discussed value addition strategies. Among the predominant benefits, it can be argued that the hotel has been able to differentiate its product/service offerings from its competitors, and has also succeeded in targeting the upper-end market segment by introducing less costly physical aspects in its interior decor (Chan et al 2010). This implies that the hotel continues to leap handsome profits and maintain competitive advantage in the highly competitive service industry. The highly trained and friendly members of staff have reinforced positive customer evaluations and repeat behaviour through the provision of memorable service experiences, leading to high customer satisfaction levels and retention. Additionally, the value addition strategies adopted by the hotel have been instrumental in ensuring that the establishment remains unique in the market, thereby contributing to the creation of a positive image and reputation (Spencer 2010). Still, another strand of literature (e.g., Bitner 1992; Bruggen et al 2011) demonstrate that customers are likely to stay longer in, and feel committed to, service organizations that provide memorable service experiences through servicescapes. Such predispositions, in my view, contribute to increased profits and competitiveness for the organization through positive word-of-mouth ratings and repeat behaviours. This position draws upon one of the strong premises of the Stimulus Response Model, which insinuates that customer repeat behaviour is reinforced by positive environmental stimuli, while avoidant behaviour is reinforced by negative environmental stimuli (Graa Dani-elKebir 2012). In limitations, extant literature demonstrates that â€Å"†¦the physical setting can influence employee satisfaction, productivity and motivation† (Bitner 1992, p. 57). Although the Stimulus Response Model is effective in demonstrating how customers respond to stimuli in the environmental settings, and how such stimuli can enhance customer satisfaction and organizational competitiveness (Graa Dani-elKebir 2012), it remains silent on how the same environmental stimuli either positively or negatively influence employee satisfaction, productivity and motivation. This gap in knowledge, in my view, is a weakness in theory as it is the employees who interact with the physical environment on a daily basis. Perhaps this shortcoming in knowledge could explain why the InterContinental Shenzhen registers high turnover among its employees (Spencer 2010). The RBA provides a reasonable and acceptable account of how organizations, particularly in the service settings, go about maintaining their existing competitive advantages by making use of their internal resources. From the discussion, it is clear how InterContinental Shenzhen continues to use its highly trained, friendly, attractive, and multilingual employees to lock onto the upscale market segment. However, several weaknesse s of the theory arise. First, although RBA suggests that a firm’s internal resources are inimitable and non-substitutable (Kattara et al 2008), we continue to witness situations whereby some service organizations poach key staff from their competitors with the promise of higher pay and other benefits. The RBV is not clear on how to deal with such a situation which, if not well managed, can eat into the profitability and competitiveness of InterContinental Shenzhen. More important, the theory is less convincing in how organizations create such competitive advantages in the first instance, or even surmount incumbent advantages of other competitors, when an organization start with minimal resources. Conclusion The germane issues discussed not only demonstrates that added value can be created using servicescape and the people element of the organization, but such value addition contributes positively to the achievement of customer satisfaction, differentiation of services, image and reputation creation, and firm competitiveness. The discussion has also demonstrated how the Stimulus Response Theory can be used to show the relationship between environmental stimuli and customers’ evaluations and repeat/avoidant behaviours of the service experience, and how the RBA can be used to show the value of having unique employees in the pursuit of customer satisfaction and competitive advantage. The implication for InterContinental Shenzhen, therefore, is to build upon the already existing value addition strategies to positively influence customer evaluations and behaviours toward the hotel’s product/service offerings and to create an image that will enhance its competitive advantage. Recommendations The hotel needs to critically evaluate if its physical settings have a direct and positive correlation with the considerably high employee turnover witnessed among frontline staff and management employees. Second, the hotel needs to evaluate if the Spanish-or iented theme offer any value, taking into consideration that it serves international customers of diverse backgrounds. Some customers may indeed project a negative evaluation of the service experience due to the hotel’s Spanish theme. Lastly, the hotel needs to develop benchmarks to measure its value addition strategies against the industry’s best practices. Reference List Bitner, M.J 1992, ‘Servicescapes: The impact of physical surroundings on customers and employees’, Journal of Marketing, vol. 56 no. 2, pp. 57-71. Bruggen, E.C, Foubert, B Glemler, D.D 2011, ‘Extreme makeover: Short- and long- term effects of a remodelled servicescape’, Journal of Marketing, vol. 75 no. 5, pp. 71-87. Chan, K.W, Yim, C.K Lam, S.S.K 2010, ‘Is customer participation in value creation a double-edged sword? Evidence from professional financial services across cultures’, Journal of Marketing, vol. 74 no. 3, pp. 48-64. Donnelly, M, Lynch, P Holden, M.T n.d., Building loyalty: Creating value through customer experiences, https://repository.wit.ie/1202/1/THRIC_BUILDING_LOYALTY_CREATING_VALUE_THROUGH_CUSTOMER_EXPERIENCES_-_RIKON_Group.pdf Ezeh, C Harris, L.C 2007, ‘Servicescape research: A review and a research agenda’, The Marketing Review, vol. 7 no. 1, pp. 59-78. Graa, A Dani-elKebir, M 2012, ‘Application of stimulus response model to impulse buying behaviour of Algerian Consumers’, Serbian Journal of Management, vol. 7 no. 1, pp. 53-64. Hu, H.H, Kandampully, J Juwaheer, T.D 2009, ‘Relationships and impacts of service quality, perceived value, customer satisfaction, and image: an empirical study’, The Service Industries Journal, vol. 29 no. 2, pp. 111-125. InterContinental Hotels Resorts 2012a, Shenzhen, https://www.ihg.com/intercontinental/hotels/gb/en/shenzhen/szxha/hoteldetail InterContinental Hotels Resorts 2012b, Our history, https://www.ihg.com/intercontinental/hotels/gb/en/gl obal/support/about-intercontinental Jones, P 2009, ‘A sound strategy for InterContinental Hotels’, Tourism and Hospitality Research, vol. 9 no. 3, pp. 271-276. Kattara, H.S, Waheba, D El-Said, O.A 2008, ‘The impact of employee behaviour on customers’ service quality perceptions and overall satisfaction’, Tourism Hospitality Research, vol. 8 no. 4, pp. 309-323. Kim, B.Y Oh, H 2004, ‘How do firms obtain a competitive advantage? International Journal of Contemporary Hospitality Management’, vol. 16 no. 1, pp. 65-71. Lin, I.Y 2004, ‘Evaluating a servicescape: The effects of cognition and emotion, Hospitality Management, vol. 23 no. 2, pp. 163-178. Minghetti, V 2003, ‘Building customer value in the hospitality industry: Towards the definition of a customer-centric information system’, Information Technology Tourism, vol. 6 no. 2, pp. 141-152. Moller, K, Rajala, R Westerlund, M 2008, ‘Service innovation myopia? A new recipe for client-provider value creation’, California Management Review, vol. 50 no. 3, pp. 31-48. Simpeh, K.N, Simpeh, M, Abdul-Nasiru, I Amponsah-Tawiah, K 2011, ‘Servicescape and customer patronage of three star hotels in Ghana’s metropolitan city of Accra’, European Journal of Business Management, vol. 3 no. 4, pp. 119-131. Spencer, M 2010, ‘If InterContinental were a sound†¦what would it be’, Journal of Business Strategy, vol. 31 no. 4, pp. 39-46. Teng, C.C Barrows, C.W 2009, ‘Service orientation: Antecedents, outcomes, and implications for hospitality research and practice’, The Service Industries Journal, vol. 29 no. 10, pp. 1413-1435. Walter, U, Eduardsson, B Ostrom, A 2010, ‘Drivers of customers’ service experiences: A study in the restaurant industry’, Managing Service Quality, vol. 20 no. 3, pp. 236-258. This essay on Delivering Added Value through Servicescapes People Elements: A Case Study on InterContinental Shenzhen Hotel, China was written and submitted by user Alessandra O. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Path to the Civil War essays

Path to the Civil War essays The Civil War or the American Civil War, which is sometimes referred to as the war between the states, the war of rebellion, or the war for southern independence, is a war that left a big impact in History. Not only did this war take over 600,000 lives, it also ruined property valued at $5 billion dollars. However, this war was an important war for the future, it put an ending to slavery and freed over 4 million black or African American slaves. In 1819, Missouri wanted to join the Union, although in the North, as a slave state. In it, it would make the balance of power in the Congress unequal. Many Northerners were opposed to the idea. Northerners in Congress refused to pass the bill, therefore proposed that Missouri be a slave state, and that no more slaves were to be brought in and all slaves would be free at the age of 25, so Missouri would become a Free State. Southerners were opposed to the idea brought up by Northerners. The Congress was in debate for many months. Henry Clay proposed that Maine enter the Union as a Free State. Also, prohibiting slavery north of the 36- 30-degree latitude, longitude line, and the southern boundary of Missouri. The South agreed since plantations would not be able to thrive further North of that line, many concerned Americans thought that the slavery issue would be resolved. First in 1828, a tariff was passed to help try to protect New England Manufactures. The tariff was as high as 45% to 50% of the original European price. Opponents of the tariff called it the "Tariff of Abomination". Southerners were opposed to the tariff because they exported cotton and other materials to Europe, in exchange European goods were imported to America. Southerners claimed it was an indirect tax on their region of the United States. Southerners began to ask for states right. South Carolina even went as far as to ask for the tariff taken off the books or they would su...

Supply Chain Management-A Case of AmerTac Inc Term Paper

Supply Chain Management-A Case of AmerTac Inc - Term Paper Example According to Blackwell, companies sustain competitive advantages via information flow management which is significant principle of supply chain as a system. There are three important flows within supply chain, information flow, material flow and flow of finance or capital. Similarly, as per Cooper and Lambert’s assessment, effective supply chain means integrated supply chain as integration is core element required in supply chain management system (Baihaqi & Beaumont, 2005, pp. 2). Collaboration and relationship are further essentials of supply chain. If there is not strong collaboration or relationship within supply chain partners (suppliers, manufacturers and distributors), it is impossible to sustain the entire system of SCM (Baihaqi & Beaumont, 2005). Critical Evaluation of a Supply Chain CaseCompany Overview AmerTac is one of the renowned companies in consumer electronics, based in New Jersey since 1937 (Bloomberg, 2013). The company offers wide range of products includin g decorative hardware, lighting fixtures, night lighting fixtures, in-house lighting and plant accessories. Moreover, it offers ceramics, mirrors, and accent lighting fixtures to meet the diversified need of customers. Being a well known company AmerTac distributes its products to almost all popular retailers including Wal-Mart, Lowe’s and The Home Depot (AmerTac, 2013). This gets possible by company’s wide ranging supply chain network which is channelized to all most all local pick points. (Baihaqi & Beaumont, 2005).

Why do firms exist Essay Example | Topics and Well Written Essays - 3000 words

Why do firms exist - Essay Example A simple, yet, complete definition of firms may help in starting the debate about why they actually exist. Fisher, Prentice & Waschik (2010), define firm as â€Å"a group of workers and managers, collectively called labor, and a group of physical assets, like machinery in a manufacturing operation or computers in a service sector firm, collectively called capital, which produce goods and/or services (p. 14). This definition provides three major areas where people are involved with the firms. People, firstly, work for or manage the firms as labor, secondly they invest in businesses and firms to earn profits and giving firms the strength of progress in the form of capital, and lastly people use the products or services offered by the firms. Hence, our life is, in one way or the other, dependent on firms. It is a way of earning for one group and a way of gathering necessities of life for the other like food stuff, clothing, and professional services like legal, educational or healthcar e services and so on. Owing to the importance of firms in our regular activities and modern life, this paper aims to answer the question: why do firms exist? In doing so, this paper will provide perspectives of different researchers and their theories to justify the claims made. Theory of Firm Theory of firm necessitates by trying to predict how the business would carry out their prescribed strategies to achieve their ultimate goal and that is profit maximization. The theory of firm helps predict and explain other alternatives and decision made by the company. Traditionally it was based on having sole goal of profit maximization. But most recent analysis, theories and researches suggest that sales maximization or market share that is satisfying the needs of the customers along with satisfying its legitimate stake holders, combined with satisfactory profits may be the main purpose of businesses in short term as well as in long term to survive. Traditionally companies’ were fol lowing stock holder theory that is managers had one objective of maximizing share holder value. For example a company would not mind shutting down a branch in a region or country and resulting in thousands of people being unemployed and affecting the whole economy of that region or country. Despite these factors, the managers would have let the factory moved to another region or country because labor is cheap and plentiful there. Traditional theory suggested companies to disregard safety practices or other practices to preserve social responsibilities, according to theory, as they would have to spend money over it which reduces profit. However, if such avoidance of such actions charges the companies with substantial penalty or case file or dereputation resulting in more expenses (fines) than the companies were encouraged to provide equipment and running the safety policy. The risks of fewer sales by customer boycotting the company’s products are also avoided by adopting such practices in the modern business arena and companies would fall into instrumental form of skate holder theory (Schroeder, Clark, and Cathey 2010, pp. 124-128). Stake holder theory is referred as 21st century theory where the organizations are so large that they can affect the whole society significantly. This broader impact of organizational procedures and processes suggest that they cannot just be responsible to share holders i.e. obeying stock holder t

Direct Marketing Essay Example | Topics and Well Written Essays - 2500 words

Direct Marketing - Essay Example Segmentation allows Sports Gear Incorporated to divide up its market into customer groups or segments. Customers within a segment are similar to each other and dissimilar to other groups of customers in other segments (Evans, et al. 2004). Segmentation will be used to understand individual customers in the sports memorabilia market place and to group them together to form distinct segments which are identifiable, accessible and substantial. At its simplest, a consumer segmentation may be: In business markets, segmentation is often used to make selling more cost effective by prioritising the companies that require regular face-to-face salespeople and that can be served better by telesales and direct distribution. Market segmentation involves finding out the key drivers that distinguish one group of customers from another. The key drivers of consumer market segmentation in sports memorabilia will be: Statistical modelling techniques can be used to isolate the key drivers and to identify customer clusters or groups. Alternatively, Sports Gear Incorporated can use off-the-shelf segmentation classification systems. There are two types of data: primary and secondary data collection. Methods of primary data collection can be thought of as the means by which information is obtained from the selected subjects of an investigation (Robertson, 1992). A sampling technique will dictate which method is used and in other cases there will be a choice, depending on how much time and manpower (and inevitably money) is available. The following methods can be used by Sports Gear Incorporated in order to collect primary data: Individual interview of sport club members and fans. This method is probably the most expensive, but has the advantage of completeness and accuracy. Normally questionnaires will be used. Street (informal) interview. This method of data collection is normally used in conjunction with quota sampling, where the interviewer is often just one of a team. Some factors involved are: possible differences in interviewer approach to the respondents and the way replies are recorded, non-response is not a problem normally, since refusals are ignored and another subject selected; convenient and cheap. Telephone interview. This method is sometimes used in conjunction with a systematic sample (from the telephone book). It would generally be used within a local area and is often connected with selling a product like sports memorabilia. It has an in-built bias if private homes are being telephoned (rather than businesses), since only those people with phones can be contacted and interviewed. It can cause aggravation and the interviewer needs to be very skilled (Dillman et al. 1996). Secondary data are generally used when: the time, manpower and resources necessary for its own survey are not available (and, of course, the relevant secondary data exists in a usable form), or it already exists and provides most, if not all, of the information required (Berry 1998). The

Uncle Toms Cabin And The Imagery English Literature Essay

Uncle Toms Cabin And The Imagery English Literature Essay In many ways the north may have been the starting point for many of the hard working religious, patient Individuals. Some might say that they may have bees somewhat like Harriet Beecher Stowe themselves however, this was a potential threat. The north and the south shared many economic and legal issues at that time because even though the north did not have slavery they still felt the issues that came with slavery. Stow made it very clear in her writing just how horrible slavery was. She shows us the legal consequences that slavery had on the north, and how many individuals lend a helping hand to help free slaves with the risk of being jailed. Stow tries to give the readers an accurate picture of the slavery in the south. Many of Stowes readers were mainly white women, so she used the opportunity to play on their feelings on the poor treatment of the slaves. Her main focus was to get the white women of the north to read it, because she hoped that they might be able to help her with the abolishment of slavery. She painted a very strong and real picture of the individuals that were suffering from the prejudice of slavery. The writing in Uncle Toms Cabin is so vivid that it feels like the reader is experiencing the same hardship as the slaves did in the south. The sentimental writing drew women of its time to read Stowes novels. Her main focus was to give the reader an unsettled emotion of guilt, to make individuals see how many lives and families were destroyed through slavery. In the early nineteenth-century human cruelty was a constant issue for the slaves, which makes this a vital part of American history. Harriet Beecher Stowe uses two but distinct ethical systems in Uncle Toms Cabin: One is the value of Christianity and two she uses parental values. When one reads the the beginning of the book, how Uncle Tom and Eliza find out they are getting sold. Both of these characters have different points of views. Uncle Tom puts all of his faith in God and says whatever happens will happen , were as Eliza who will face similar heart ship decides to get away. Both of these decisions are portrayed to fit each character in the book. Uncle Toms describes his sufferings in plain words though the bible. However, some models are not as clear because it over lapses the Christian fews. However, in Eliza case she decides to run away to save her children. However, the book describes how horrific the circumstances were and Uncle Tom was sold many times over. He said: If I must be sold, or all the people on the place, and everything go to rack, why, let me be sold. I spose I can bar it as well as any on em (Stowe, 1852). Looking at all the slave masters in the novel one can clearly see, that Uncle Toms master differed from all the other masters and his outlook on how slaves should be treated. It not only teaches Christian values but also family values. Stowe is mainly focusing her writing on the facts that slavery is wrong, cruel and evil. She not only writes an outstanding book but she also makes some excellent points at the same time. She quoted: I did not write it. God wrote it. I merely did his dictation (Stowe, Uncle Tom`s Cabin, 1879). In Stowes mind all of her writing came from God and not her, she cared deeply about God and his will. In her writing she is consistently telling the readers that slavery is wrong and cruel. Individuals are being beaten, starved to death and ripped away from their familys. Many individuals like Uncle Tome are being sold over and over again, and with each selling a new owner comes along. Slaves never knew what fate had in store for them, because every slave owner had their own way of controlling the slaves. However, Stowes novel shows that there were also good slave owners such as St. Clare. Uncle Tom was sold to a couple named St Clare and from reading Stowes novel they treated Uncle Tom very ki ndly. In conclusion Stowes writing is very effective, she points out that slavery is very wrong, in order to help the abolitionist cause. At the same time her novel has an enormous impact not only on the readers back then but also today.

Chartists and Chartism Essay -- European Europe History

Chartists and Chartism   Chartism was the name of a variety of protest movements in England during the 1830s and 40s, which aimed to bring about change   in social and economic conditions through political reform. Its name comes from the People’s Charter, a six-point petition presented to the House of Commons with the hope of having it made law. The six point included annual parliaments, universal manhood suffrage, abolition of the property qualification for members of the House of Commons, the secret ballot, equal electoral districts, and salaries for members of Parliament.   This was the first independent working-class movement in the world, that is, not simply sporadic uprisings or agitation, and arose after the Reform Bill of 1832 had failed. Working men had agitated for this bill and its failure left them still without the sought-for right to manhood suffrage. The Factory Act of 1832 had reduced working hours for children, but not for adults. The New Poor Law of 1834 caused resentment among workers by building workers’ housing in factory districts, where living conditions were bad.   By 1837 50,000 were out of work in Manchester alone, owing to overproduction, loss of trade, and the shutting-down of many mills.   Throughout the country, from 1839-1851 widespread depression was due to a combination of jobs lost, bad harvests, and high food prices. There were organized groups in London and Birmingham, but a national organization was inspired by Feargus O’Connor, who edited a Chartist paper, The Northern Star, and was   a rabble-rousing speaker.   The Chartists’ method was to circulate their petition throughout the country and gather signatures which were to be presented to the House of Commons at a giant convention in... ...nating the worst working conditions were gradually enacted into law.   Victorian England was to struggle with labor-management problems throughout the century. Gradually the working class would come to recognize its need for centralized organization and would gain support from radical middle-class intellectuals and writers, notably Henry Mayhew, who during the years 1849-51 investigated living and working conditions in London and published a series of violently-debated letters in the Morning Chronicle. It would appear that the efforts of the Chartists, while not immediately successful, served as valuable experience for a future labor   movement, as well as awakening the consciences of individuals and groups outside the working class. Sources: Sally Mitchell, ed.   Victorian Britain â€Å"Chartism,†Ã‚   â€Å"Riots and Demonstrations,† â€Å"Strikes.† New York, Garland, 1988.